Rescisão Por Acordo Template for Brasil
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O que é um Rescisão Por Acordo?
A modalidade de rescisão por acordo mútuo foi introduzida pela Reforma Trabalhista (Lei 13.467/2017), oferecendo uma alternativa legal para o encerramento consensual do vínculo empregatício. Esta opção equilibra os interesses de ambas as partes, estabelecendo percentuais específicos para as verbas rescisórias e garantindo segurança jurídica ao processo de desligamento. O formato permite uma transição mais harmoniosa do vínculo empregatício, respeitando a autonomia das partes e os direitos trabalhistas fundamentais.
Perguntas frequentes
Is a Rescisão Por Acordo legally binding in Brasil under CLT regulations?
Yes, a Rescisão Por Acordo is legally binding in Brasil when properly executed according to CLT Art. 484-A. This mutual termination agreement became valid law following the 2017 Labor Reform and must comply with specific CLT requirements including proper documentation, agreed severance percentages, and both parties' consent to be enforceable in Brazilian courts.
What happens if my Rescisão Por Acordo is missing required CLT information?
An incomplete Rescisão Por Acordo can be legally challenged and may be deemed invalid under Brazilian labor courts. Missing essential elements like proper severance calculations per CLT Art. 484-A, FGTS withdrawal terms under Lei 8.036/1990, or required signatures can void the agreement. This could result in costly legal disputes and potential full severance payment obligations.
How much FGTS can employees withdraw under a Rescisão Por Acordo in Brasil?
Under a Rescisão Por Acordo, employees can withdraw 80% of their FGTS account balance as established by Lei 8.036/1990 Art. 20. This is different from other termination types and represents a key benefit of mutual termination agreements. The remaining 20% stays in the FGTS account and can only be accessed under specific legal circumstances.
How is Rescisão Por Acordo different from demissão sem justa causa in Brasil?
Rescisão Por Acordo offers reduced severance payments (50% of unemployment insurance and severance indemnity) compared to demissão sem justa causa which requires full payments. However, the mutual agreement provides 80% FGTS withdrawal access and maintains certain worker protections. Both parties must consent to the Rescisão Por Acordo, unlike unilateral dismissal without cause.
How long does it take to properly execute a Rescisão Por Acordo in Brasil?
A properly prepared Rescisão Por Acordo typically takes 5-10 business days to execute completely. This includes drafting the agreement according to CLT Art. 484-A, calculating severance payments, processing FGTS documentation, and completing required labor ministry registrations. Rush processing may result in errors that could invalidate the agreement under Brazilian labor law.
Can employees receive unemployment benefits after signing a Rescisão Por Acordo?
No, employees who sign a Rescisão Por Acordo cannot receive unemployment insurance benefits (seguro-desemprego). Under CLT Art. 484-A, mutual termination agreements specifically exclude unemployment insurance eligibility since the termination is consensual rather than employer-initiated. This is a key consideration employees must understand before agreeing to mutual termination.
What are the most common mistakes employers make with Rescisão Por Acordo documents?
Common mistakes include incorrect severance calculations (must be 50% of standard amounts per CLT Art. 484-A), failing to specify FGTS withdrawal terms properly, and not obtaining proper employee consent documentation. Many employers also forget to register the agreement with labor authorities or miscalculate the proportional 13th salary and vacation payments required under Brazilian labor law.
Sobre o Rescisão Por Acordo
A Rescisão Por Acordo represents a significant advancement in Brasil's labor law, providing you with a legal framework to mutually terminate employment contracts. Established under CLT Art. 484-A through the 2017 Labor Reform, this agreement offers a balanced approach that protects both employer and employee interests while ensuring compliance with constitutional labor rights.
When do you need this document?
You'll need a Rescisão Por Acordo when both you and your employer mutually agree to end the employment relationship without fault from either party. This situation commonly arises when you're seeking career changes, relocating, starting your own business, or when your employer is restructuring operations. Unlike traditional dismissals or resignations, this agreement requires explicit consent from both parties and provides specific financial benefits that differ from standard termination procedures. The document becomes essential when you want to formalize the mutual decision while ensuring all legal requirements are met and both parties understand their rights and obligations.
Key legal considerations
Several critical legal aspects must be addressed in your Rescisão Por Acordo. Under CLT Art. 484-A, you're entitled to specific severance payments including proportional salary, vacation pay, 13th salary, 50% of advance notice, and 20% of the FGTS fine instead of the full 40%. Importantly, you can withdraw 80% of your FGTS account balance but forfeit unemployment insurance benefits under Lei 7.998/1990. The agreement must clearly identify both parties with complete registration data, explicitly state the mutual intention to terminate, detail all severance amounts, and specify payment methods and deadlines. Both parties must sign the document, and depending on your employment duration, union or Ministry of Labor approval may be required.
Legal requirements in Brasil
Brasil's labor law imposes specific requirements for valid Rescisão Por Acordo execution. Under CLT provisions, if you've worked for more than one year, the agreement must be approved by your union or the Ministry of Labor's local office. The severance payment must be made within ten days of contract termination, and all calculations must follow the percentages established in CLT Art. 484-A. Your employer must provide proper documentation including your work record book (CTPS) updates and FGTS account statements. The FGTS withdrawal follows Lei 8.036/1990 Art. 20, allowing access to 80% of your account balance. Constitutional protections under Art. 7º ensure your fundamental worker rights remain intact throughout the process, and any agreement clause attempting to waive these constitutional guarantees is considered null and void.
GOVERNING LAW
Lei aplicável
This Rescisão Por Acordo is drafted to comply with Brasil law. Key legislation includes:
Lei 8.036/1990 Art. 20: Define as condições para movimentação da conta vinculada do FGTS, incluindo o saque de 80% em caso de rescisão por acordo
Lei 7.998/1990: Regula o Programa do Seguro-Desemprego, estabelecendo que em casos de rescisão por acordo o empregado não tem direito ao benefício
Constituição Federal Art. 7º: Estabelece os direitos fundamentais dos trabalhadores, incluindo as garantias básicas em caso de rescisão contratual
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