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Companies Can Grant Bonuses for Regular Attendance Without Costs, As Long As They Comply With Labor Law in Internal Policy
The attendance bonus is a practice recognized by labor law as a discretionary award, which can be adopted by companies to encourage employees’ attendance and punctuality. Although it is not mandatory, the benefit serves as a strategic tool to reduce absenteeism and strengthen team commitment.
According to the CLT, especially after the Labor Reform of 2017, this type of award does not integrate the salary and can be granted in a personalized manner, without direct impact on vacations, 13th salary, FGTS, or INSS. However, it is essential that the policy is documented and applied equally.
What Is the Attendance Bonus and How Does It Work?
The term attendance refers to regular and absence-free presence in the workplace. The bonus is granted to the employee who maintains this behavior, and it can be offered in cash, bonuses, shopping vouchers, experiences, or material goods, depending on the company’s policy.
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The legal basis is in Article 457, §4 of the CLT, which defines awards as discretionary payments offered due to performance exceeding expectations. Thus, the attendance bonus qualifies as an incentive that does not integrate the salary, as long as it complies with legal criteria and is not habitual or a substitute for salary increases.
Is the Company Obligated to Pay This Benefit?
No. The payment of the attendance bonus is not a legal obligation. It is a strategic decision of the company, which can adopt or revoke the benefit at any time. However, if it is established, it must be formalized through internal regulations or collective agreements, and applied without discrimination.
The practice is more common in sectors with high absenteeism rates, such as telemarketing, retail, construction, and logistics, where financial incentives have a direct impact on performance.
How Should the Bonus Be Calculated?
The legislation does not establish a fixed amount for the attendance bonus. It is up to the company to define the criteria. The most commonly adopted models are:
- By Attendance Rate: increasing amounts according to frequency level;
- By Percentage of Base Salary: bonus proportional to the employee’s salary;
- By Collective Goals: payment for teams that meet attendance targets.
The important thing is that the method is transparent, accessible, and documented, avoiding doubts and legal risks.
Do Justified Absences Affect the Bonus?
It depends on the internal policy. The company may choose to not penalize legally justified absences, such as medical appointments, maternity leave, or sick leave. The recommendation is that these situations are explicitly outlined in the benefit’s regulations, ensuring compliance with labor legislation.
What Legal Care Should Be Taken When Applying the Bonus?
The Labor Reform (Law No. 13.467/2017) expanded legal certainty for companies that adopt this type of award. Since then, the attendance bonus:
- Does not generate labor charges, provided the occasional nature is respected and it is not linked to salary;
- Can be revoked or altered, as per the employer’s convenience;
- Must be documented in regulations, contracts, or collective agreements.
It is essential to avoid using the bonus as a disguised substitute for salary adjustments, which can create legal liabilities.
How Should Attendance Control Be Done?
Accurate measurement of presence is crucial for the fair application of the benefit. The most commonly used methods include:
- Electronic Point Clocks (REP);
- Applications with geolocation and facial recognition;
- Spreadsheets and systems integrated with HR.
These tools ensure reliability in record-keeping and reduce labor disputes.
What Are the Benefits of the Bonus for the Company and Employee?
For companies, the award represents:
- Reduction of absences and lateness;
- Improvement of organizational climate;
- Increased productivity and engagement.
For employees, it means:
- Recognition for commitment;
- Internal professional reputation;
- Possible opportunities for growth.
The attendance bonus strengthens the culture of mutual responsibility and contributes to a more stable work environment.
Does your company already offer this benefit? Do you believe that attendance awards make a difference in team performance? Share your experience in the comments – we want to hear from those who live this in practice.
A única bonificação que conheço, nesse caso, é a cesta básica.