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New Rule Changes Deadlines, Oversight, and Limits on Vacation Splitting in the CLT
The new labor law approved in 2025 alters essential points of the Consolidation of Labor Laws (CLT), especially regarding vacation rights. Although the right to 30 paid days remains, new rules begin to restrict splitting, increase oversight, and give more power to the worker.
The changes aim to adapt legislation to the reality of the current market, characterized by hybrid models, remote work, and increased turnover. But they also require attention: those who are unaware of the new requirements may miss deadlines or face penalties.
What Changed in Vacation Rights with the New Labor Law?
The base rule of the CLT remains: the worker acquires the right to vacation after 12 months of work (acquisition period), and the employer has up to 12 months to grant them (concession period). The new labor law, however, makes it mandatory to communicate in writing with at least 30 days in advance.
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In addition, companies that do not grant vacation within the legal deadline will be automatically fined, without the need for legal action. This strengthens worker protection and reduces bureaucracy in cases of delay.
How Will Split Vacations Work in 2025?
The split of vacations into up to three periods, allowed since 2017, remains valid. However, the new labor law imposes stricter limits:
- The first period must be at least 14 consecutive days.
- The other periods must each have at least 10 days.
- Vacations divided into periods shorter than a week are prohibited.
Moreover, splitting can only occur if there is formal justification from the company, and the worker has the right to refuse the split. The new rule aims to ensure that rest is effective and not just an administrative formality.
What Other Rights Does the New CLT Reinforce?
The new labor law also brings more visibility to existing rights that are often overlooked. Among them:
- Full 13th Salary
- FGTS with updates and regular deposits
- Extended Maternity and Paternity Leave
- Sick Leave with Protection Against Dismissal
- Nocturnal Additions and Overtime with Clear Rules
- Proportional Notice Period Based on Length of Service
- Right to Disconnect — workers are not obligated to respond to messages outside working hours
These points have been clearly incorporated into the new wording of the CLT to avoid loopholes and abuses, especially in digital environments.
How Can Workers Monitor Their Own Rights?
The Ministry of Labor has made a dedicated panel available on the Gov.br portal for checking vacation, deadlines, and complaints. The new CLT requires more transparency from employers, and now technology also protects the employee.
In addition, the Digital Work Card app now sends alerts in case of vacation delays or non-compliance with the new rules. This allows workers to act quickly in case of irregularity, with documented evidence.
Will the New Labor Law Affect Your Routine?
The changes require heightened attention from employers and constant updates from workers. The legislation aims to ensure that rest is respected and that rights are more transparent and easier to monitor.
Do you think the new requirements improve the lives of workers or complicate routines in companies? Have you ever had split vacations against your will? Comment below and share your experience — your opinion helps strengthen everyone’s rights.
QUAL nova lei trabalhista? Não fala número, não mostra link, não especifica nada. Cadê a Lei? Que Lei é essa e onde eu posso ler e consultar?
Já tive férias por conta de uma infecção respiratória,peguei 20 dias,ao qual era pra consultas, hospital,Upa e Ubs, enfim foi férias pra cuidar da saúde.
O trabalhador é obrigado a aceitar férias coletivas ou ele pode requerer seus 30 dias de férias independente se a empresa oferecer somente férias coletivas .
Férias coletivas é férias