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Users’ Reports Worry Employees by Showing That Alerts from the Digital Labor Card Indicate Dismissals Before Any Direct Notice from the Company
The increase in reports involving notifications from the Digital Labor Card has reignited a relevant discussion among workers.
This discussion involves specialists and labor lawyers.
The focus is on understanding how communication of a dismissal should be conducted.
This issue gained momentum after posts on X.
Users claim to have discovered their own dismissal through alerts from the Digital Labor Card.
These alerts appeared even without any prior contact from the company.
The situation directly involves how employers register admissions in the official system.
It also involves how they register dismissals.
This raises questions about respect and dignity.
Additionally, it raises doubts about transparency.
The role of digital tools in labor relations has also become a topic of debate.
What Workers’ Reports Show
The reports drew attention because a user claimed to have discovered her dismissal through a notice from the Digital Labor Card.
The notice displayed the term “Termination/Rescission”.
She had not received any prior notice from the company.
The notification appeared automatically when the action was registered in the system.
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Shortly after, another user reported a similar episode.
He received the alert while heading to work.
He also had not been informed by his employers.
His post reached millions of views.
It gathered thousands of interactions.
As a result, many users began to report fear.
They claim to feel apprehensive when receiving notifications from the app.
They fear that the alert may anticipate the news of their own dismissal.
How Specialists Assess These Episodes
Labor lawyer Malu Vieira Xavier explains that it is possible to go to court in these situations.
This is valid as long as there is evidence of moral damage.
This damage must result from the company’s conduct.
According to her, moral damage does not arise solely from the lack of notice.
It also arises from the abruptness of the communication.
This attitude can violate the dignity of the worker.
In many cases, the employee discovers the dismissal when trying to access internal systems.
He also discovers it upon noticing restrictions on access to the workplace.
He further finds out when colleagues or clients inform him about the dismissal.
These situations constitute embarrassment.
They may justify a claim for compensation.
This is valid when the worker gathers evidence such as screenshots, conversations, or witnesses.
What the Ministry of Labor and Employment Says
The MTE emphasizes that the Digital Labor Card app only reflects records made by companies.
These records are sent to eSocial.
The platform is required to gather labor data.
The notifications appear because the event has already been registered.
They do not represent an independent notice.
Even so, the agency highlights a requirement.
The employer must communicate directly with the worker.
He must explain whether there will be prior notice.
He must inform the conditions of the dismissal.
Dismissal Is a Formal Act and Requires Direct Communication
The lawyer reminds that dismissal follows rules outlined in the CLT.
The communication must be clear.
It must be unequivocal.
It must be respectful.
According to her, the use of technology does not replace direct contact.
The communication of dismissal is a personal act.
She states that registering the termination before the formal conversation can create issues.
This applies except in cases of job abandonment.
Position of Other Specialists on Communication in the Workplace
Labor lawyer Maurício Corrêa da Veiga states that digital tools continue to grow in labor relations.
However, human communication remains indispensable.
The way the message is conveyed impacts dignity.
It also impacts respect between the company and the employee.
Dismissal Without Prior Notice and Possible Moral Damages
The legislation allows dismissal without prior notice but mandates compensation equivalent to the period not granted.
When the record occurs without direct communication, there may be a lack of transparency.
Thus, this scenario may allow legal action when moral damage is proven.
Among these cases are access blocks perceived by the employee.
There are also notifications displayed in the app before the official conversation.
Additionally, there are situations where third parties disclose the dismissal before the company.
Rights Guaranteed to Dismissed Workers
The worker dismissed without just cause must receive termination payments provided in the CLT.
These include salary balance and prior notice.
Additionally, they include accrued and proportional vacation.
They also include proportional thirteenth salary and withdrawal from FGTS.
Unemployment insurance can be requested when there is entitlement.
In the case of just cause, the scenario changes.
The employee receives only salary balance and accrued vacation.
Mandatory Care by Companies in the Dismissal Process
Companies need to comply with mandatory communications in eSocial.
They must respect a ten-day deadline after the dismissal.
Although they can register data quickly, they should not do so before the formal notice.
This practice avoids embarrassment.
It also reduces labor conflicts.
Therefore, prior communication is essential.
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