Recibo de Rescisão Template for Brasil
Gere um documento personalizado
O que é um Recibo de Rescisão?
O Recibo de Rescisão é um documento obrigatório no Brasil quando ocorre o término de uma relação de trabalho. Sua origem remonta à criação da CLT em 1943, tendo evoluído com as sucessivas alterações na legislação trabalhista. O documento visa garantir transparência no processo de rescisão e segurança jurídica para ambas as partes, registrando detalhadamente todos os valores pagos e descontados no momento do desligamento do empregado.
Perguntas frequentes
Is a Recibo de Rescisão legally binding and enforceable in Brasil?
Yes, the Recibo de Rescisão is legally binding in Brasil under the CLT (Consolidação das Leis do Trabalho). Once signed by both parties, it serves as legal proof of employment termination and payment of all due amounts. The document protects both employer and employee rights and can be used as evidence in labor courts if disputes arise.
Can my employer terminate me without providing a Recibo de Rescisão?
No, employers are legally required to provide a Recibo de Rescisão under Brazilian labor law (CLT). Missing or incomplete termination receipts can result in labor court disputes and penalties for the employer. The document must be provided within specific timeframes and include detailed calculations of all payments and deductions.
How long does the employer have to provide the Recibo de Rescisão after termination?
Under CLT Article 477, employers must provide the Recibo de Rescisão within 10 business days of termination for dismissals without cause. For resignations, the timeframe depends on advance notice requirements. Failure to meet these deadlines can result in additional penalty payments to the employee.
How is Recibo de Rescisão different from Termo de Rescisão do Contrato de Trabalho (TRCT)?
The Recibo de Rescisão is the employee's acknowledgment of receiving termination payments, while the TRCT is the official termination document filed with authorities. Both are required under Brazilian law - the TRCT initiates the process and the Recibo de Rescisão confirms payment completion. They work together to ensure legal compliance in employment termination.
How long does it typically take to prepare a complete Recibo de Rescisão?
A standard Recibo de Rescisão typically takes 1-3 business days to prepare, depending on the complexity of calculations involved. Simple terminations may be processed same-day, while cases involving bonuses, overtime, or disputed amounts require more time for accurate calculation. HR departments should allow adequate time for review and employee signature.
Which FGTS and vacation calculations are most commonly done wrong in Recibo de Rescisão?
The most common errors include incorrect FGTS deposit calculations, improper vacation pay proportions, and missing 13th salary (décimo terceiro) calculations. Many employers also fail to properly calculate the FGTS penalty (40% multa) in dismissal cases. These mistakes can lead to labor court disputes and additional penalty payments.
Can I refuse to sign the Recibo de Rescisão if I disagree with the amounts?
Yes, you can refuse to sign if you believe the calculations are incorrect or incomplete. However, this may delay your final payments and FGTS release. It's advisable to review all calculations carefully and seek clarification before signing. If disputes persist, you can file a complaint with the Ministry of Labor or pursue resolution through labor courts.
Sobre o Recibo de Rescisão
When an employment relationship ends in Brasil, you need a Recibo de Rescisão to document the termination and ensure proper payment of all employment benefits. This mandatory document, required under the CLT (Consolidação das Leis do Trabalho), serves as legal proof that the employer has fulfilled their obligations and the employee has received their entitled severance benefits.
When do you need this document?
You must prepare a Recibo de Rescisão whenever an employment contract terminates, regardless of the reason. This includes voluntary resignation by the employee, dismissal with or without just cause, mutual agreement, or contract expiration. The document is essential for companies with employees under CLT regulations and must be completed before the employee's final departure. Without this receipt, both parties face potential legal complications and the employer risks labor law violations that could result in fines and additional compensation claims.
Key legal considerations
The Recibo de Rescisão must contain comprehensive information about both parties, including complete employer identification (company name, CNPJ, address) and employee details (full name, CPF, work card number, position). You must accurately calculate and itemize all severance payments, including proportional salary, unused vacation time, 13th salary, FGTS deposits, and any additional benefits. The document must also detail all legal deductions such as INSS contributions, income tax withholdings, and court-ordered deductions like alimony. Any errors in calculations or missing information can invalidate the receipt and expose you to future labor claims.
Legal requirements in Brasil
Under Brazilian labor law, specific procedures govern the Recibo de Rescisão process. For employees with more than one year of service, you must seek assistance from labor unions or the Ministry of Labor for homologation of the termination. The Lei do FGTS (Law 8.036/1990) requires proper FGTS account handling and release authorization. You must comply with advance notice requirements under Law 12.506/2011, which establishes proportional notice periods based on length of service. The document must be signed by both parties and witnesses where required, and you must provide the employee with copies of all relevant documentation including work card updates and FGTS withdrawal authorization.
GOVERNING LAW
Lei aplicável
This Recibo de Rescisão is drafted to comply with Brasil law. Key legislation includes:
Lei nº 8.036/1990: Lei do FGTS, que regula os direitos relacionados ao Fundo de Garantia do Tempo de Serviço na rescisão
Lei nº 12.506/2011: Regulamenta o aviso prévio proporcional ao tempo de serviço
Lei nº 7.238/1984: Dispõe sobre a indenização adicional devida em caso de dispensa sem justa causa no mês anterior à data-base
Instrução Normativa SRT nº 15/2010: Estabelece procedimentos para assistência e homologação na rescisão de contrato de trabalho
Explore 208.390+ modelos jurídicos
Explorar 208,390+ modelos jurídicos
Promessa de Segurança do Genie
Genie é o lugar mais seguro para redigir. Veja como priorizamos sua privacidade e segurança.
Seus dados são privados:
Não treinamos com seus dados; a IA do Genie melhora independentemente
Todos os dados armazenados no Genie são privados para sua organização
Seus documentos são protegidos:
Seus documentos são protegidos por criptografia de 256 bits ultra segura
Somos certificados ISO27001, então seus dados estão protegidos
Segurança organizacional:
Você mantém a propriedade intelectual de seus documentos e informações
Você tem controle total sobre seus dados e quem pode vê-los