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Since July 2025, changes in labor legislation have required more attention from companies and employees regarding vacation, with new rules for advance notice, fractioning, and oversight, reinforcing deadlines and formalities without reducing rights.
The topic of vacation has gained new guidelines in the Consolidation of Labor Laws (CLT). The right to 30 days of paid leave remains, but with more control over deadlines, records, and penalties.
The changes reinforce the advance notice, limit fractioning, and make oversight more rigorous.
Mandatory 30-Day Advance Notice
Companies must communicate in writing the beginning of the vacation at least 30 days in advance.
The notice, signed by the employee, ensures predictability and legal security, avoiding last-minute changes.
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In practice, this formalization binds HR and payroll departments and gives the employee time to organize commitments and finances. The document must be filed in the personal record.
Fractioning with New Limits
The fractioning of vacation remains allowed in up to three periods, but with stricter rules: one of them must have 14 consecutive days and the others a minimum of 5 days each. The division can only occur with the worker’s agreement and within the granting period of 12 months.
The aim is to prevent vacations from being fragmented in a way that harms the rest period.
Companies and employees must register the agreement to avoid conflicts and address oversight.
Deadlines for Granting and Payment
The employee acquires the right to vacation for every 12 months worked (acquisition period).
The company has another 12 months (granting period) to grant the leave.
If the deadline is missed, it must pay the vacation in double. The payment must be made two days before the start of the leave. This deadline has not changed, but the government emphasizes that delays can lead to penalties.
More Rigorous Oversight
The new rules allow for the application of administrative fines without the need for legal action.
Labor auditors will check if there was formal advance notice, compliance with deadlines, and correct registration of the fractioning.
Companies that maintain an annual calendar, notification receipts, and timely payment records reduce the risk of sanctions.
What Changed and What Remained
The core of the right to vacation has not changed: 30 days of rest, possibility to convert up to 10 days into bonus pay, and advance payment.
The difference lies in the emphasis placed on documentation and the advance notice, now central elements in oversight.
According to the Ministry of Labor, the goal is to modernize procedures without removing rights, balancing flexibility for companies and protection for workers.
Impacts on Companies and Workers
Companies need to plan further in advance, standardize notification models, and confirm the employee’s signature. The finance department must schedule payment within the legal time frame, avoiding corrections and fines.
For the worker, formal advance notice facilitates planning for trips, commitments, and budgeting.
In cases of fractioning, the guarantee of a larger block preserves part of the continuous rest.
Recommended Best Practices
The Ministry of Labor advises that companies:
- develop an annual vacation calendar;
- formalize communication in writing;
- register fractioning agreements;
- file payment receipts.
Workers should check the dates, sign notices only after reading, and keep copies of documents.
If there is a discrepancy, the first step is to contact HR; if there is no solution, it is possible to seek union or administrative support.
Avoiding Last-Minute Changes
Sudden changes during the vacation period create conflicts and insecurity. The rule of 30 days advance notice exists to prevent unforeseen events from making rest impossible or causing financial losses to the employee.
Changes should only occur with the worker’s agreement.
Essence of the New Rules
The right to vacation remains, but the formal observation of the stages — advance notice, fractioning within legal limits, and timely payment — has become crucial for labor compliance.
With more present oversight, companies and employees need to pay attention to records and deadlines.
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