Vacation Notice (Aviso de Férias)

VACATION NOTICE (AVISO DE FÉRIAS)

Employee: Employee name Position: Position Notice issued on: Notice issued on

1. LEGAL BASIS 1.1. Under Article 135 of the CLT, the Employer must notify the Employee of the vacation period IN WRITING, with the Employee's signed acknowledgement, at least 30 (thirty) days before the vacation begins. 1.2. Acquisition period (período aquisitivo): from Acquisition period — start to Acquisition period — end.

2. VACATION PERIOD 2.1. Period to be enjoyed (período de gozo): from Vacation period — start to Vacation period — end. 2.2. ⚠️ The vacation period may NOT begin within the 2 days preceding a weekly rest day or a public holiday (feriado).

3. SPLITTING (PARCELAMENTO) — Article 134, §1, CLT (2017 reform) 3.1. Split arrangement: Splitting (parcelamento) — vacation may be split into up to 3 periods, provided ONE of them is at least 14 consecutive days and the others are each at least 5 consecutive days.

4. CASH ALLOWANCE (ABONO PECUNIÁRIO) — Article 143 CLT 4.1. Cash allowance (abono pecuniário) — the Employee may sell up to 1/3 of the vacation period for cash, if requested up to 15 days before the acquisition period ends.

5. PAYMENT 5.1. Vacation pay must be paid at least 2 (two) days BEFORE the vacation period starts (Article 145 CLT). Payment date: Vacation-pay payment date.

SIGNATURES Employer ______________ Employee (acknowledgement) ______________ / Employee name /

— — — ⚠️ This is a boilerplate template, not legal advice. Brazilian labour, data-protection, consumer- protection and sanitary law (the Consolidação das Leis do Trabalho — CLT, Decreto-Lei 5.452/1943, as reformed by Lei 13.467/2017; the eSocial digital reporting system, under which the admission event must be filed no later than the day before work starts and the CTPS Digital record is updated automatically; Lei 12.506/2011 on proportional notice periods; Lei 13.352/2016, the Lei do Salão Parceiro; the LGPD — Lei 13.709/2018 — supervised by the ANPD, including the simplified regime for agentes de pequeno porte under Resolução CD/ANPD nº 2/2022; the Código de Defesa do Consumidor — CDC, Lei 8.078/1990 — and Decreto 7.962/2013 for e-commerce; and ANVISA's RDC 216/2004 on food-service good practices, as supplemented by state/municipal vigilância sanitária rules) is highly procedural, tied to fixed statutory deadlines (e.g. eSocial admission BEFORE the first working day, a 3-calendar-day minimum notice for each intermittent-work shift, a 10-day TRCT settlement deadline, a 30-day advance vacation notice) and to significant penalties for missed deadlines or missing documentation. ⚠️ ADDITIONAL CONTEXT TO VERIFY WITH YOUR ADVISORS: (1) NR-1/PGR — psychosocial risk factors (fatores de risco psicossociais, Portaria MTE 1.419/2024) became subject to PUNITIVE fiscalização from 26 May 2026 — confirm your current Programa de Gerenciamento de Riscos (PGR) status (MEI is exempt; low-risk ME/EPP may qualify for a simplified declaration at pgr.trabalho.gov.br); (2) the "pejotização" question (STF Tema 1389) — whether an "autônomo"/"PJ" services arrangement may be reclassified as employment — remained UNRESOLVED by the Supreme Court (STF) as of mid-2026; any PJ/autônomo arrangement carries this litigation risk; (3) NFC-e/NF-e/CF-e-SAT/MFE/NFS-e fiscal documents are issued through your accountant's (contador) authorised system and are OUT OF SCOPE for this template; (4) almost every small business in this segment operates under Simples Nacional (MEI/ME/EPP) — a contador is a de facto mandatory partner for payroll, tax and eSocial compliance. This English text is a DRAFTING AID ONLY. It must be reviewed, translated into Portuguese where required for validity/ enforceability, and adapted by a Brazilian labour/commercial lawyer (advogado) and accountant (contador) — and checked against current guidance from the Ministério do Trabalho e Emprego (MTE), ANPD, ANVISA, Procon and local vigilância sanitária — before use.