{"id":52957,"date":"2025-06-04T15:52:07","date_gmt":"2025-06-04T14:52:07","guid":{"rendered":"https:\/\/www.bizneo.com\/blog\/?p=52957"},"modified":"2026-09-24T19:16:39","modified_gmt":"2026-09-24T18:16:39","slug":"tipos-de-demissao","status":"publish","type":"post","link":"https:\/\/www.bizneo.com\/blog\/pt\/tipos-de-demissao\/","title":{"rendered":"Tipos de demiss\u00e3o: quais s\u00e3o e quais os direitos?"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Existem diferentes <strong>tipos de demiss\u00e3o<\/strong>, e cada modalidade determina quais verbas rescis\u00f3rias e direitos s\u00e3o devidos ao trabalhador. Entre os principais est\u00e3o a <strong>demiss\u00e3o sem justa causa, demiss\u00e3o por justa causa, pedido de demiss\u00e3o, acordo entre empregado e empregador e rescis\u00e3o indireta<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Conhecer essas diferen\u00e7as \u00e9 fundamental para que o RH conduza o desligamento corretamente, calcule FGTS, f\u00e9rias, 13\u00ba sal\u00e1rio e aviso pr\u00e9vio e mantenha todo o processo de acordo com a <a href=\"https:\/\/www.bizneo.com\/blog\/pt\/clt\/\" data-wpel-link=\"internal\" target=\"_blank\">Consolida\u00e7\u00e3o das Leis do Trabalho (CLT)<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Quais s\u00e3o os principais tipos de demiss\u00e3o?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A forma como o contrato de trabalho \u00e9 encerrado interfere diretamente nas <strong>verbas rescis\u00f3rias<\/strong>, no saque do FGTS, no seguro-desemprego e no aviso pr\u00e9vio.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Veja as principais diferen\u00e7as:<\/p>\n\n\n\n<figure class=\"wp-block-table is-style-stripes\"><table><thead><tr><th>Tipo de demiss\u00e3o<\/th><th>Saque do FGTS<\/th><th>Multa do FGTS<\/th><th>Seguro-desemprego<\/th><th>Aviso pr\u00e9vio<\/th><\/tr><\/thead><tbody><tr><td><strong>Sem justa causa<\/strong><\/td><td>Sim<\/td><td>40%<\/td><td>Sim*<\/td><td>Sim<\/td><\/tr><tr><td><strong>Por justa causa<\/strong><\/td><td>N\u00e3o<\/td><td>N\u00e3o<\/td><td>N\u00e3o<\/td><td>N\u00e3o<\/td><\/tr><tr><td><strong>Pedido de demiss\u00e3o<\/strong><\/td><td>N\u00e3o<\/td><td>N\u00e3o<\/td><td>N\u00e3o<\/td><td>Deve ser cumprido ou pode ser descontado<\/td><\/tr><tr><td><strong>Acordo entre as partes<\/strong><\/td><td>At\u00e9 80%<\/td><td>20%<\/td><td>N\u00e3o<\/td><td>50% se indenizado<\/td><\/tr><tr><td><strong>Rescis\u00e3o indireta<\/strong><\/td><td>Sim<\/td><td>40%<\/td><td>Sim*<\/td><td>Sim<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><em>*Desde que o trabalhador cumpra os requisitos legais para receber o benef\u00edcio.<\/em><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Demiss\u00e3o sem justa causa<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A <strong>demiss\u00e3o sem justa causa<\/strong> acontece quando a empresa decide encerrar o contrato de trabalho sem que o funcion\u00e1rio tenha cometido uma falta grave.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ela pode ocorrer, por exemplo, devido a mudan\u00e7as organizacionais, redu\u00e7\u00e3o de custos, reestrutura\u00e7\u00e3o de equipes ou outras decis\u00f5es da empresa.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nesse tipo de demiss\u00e3o, o trabalhador tem direito a:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Saldo de sal\u00e1rio<\/strong> pelos dias trabalhados;<\/li>\n\n\n\n<li><strong>13\u00ba sal\u00e1rio proporcional<\/strong>;<\/li>\n\n\n\n<li><strong>F\u00e9rias vencidas e proporcionais<\/strong>, acrescidas de 1\/3;<\/li>\n\n\n\n<li><strong>Aviso pr\u00e9vio<\/strong> trabalhado ou indenizado;<\/li>\n\n\n\n<li><strong>Saque do FGTS<\/strong>;<\/li>\n\n\n\n<li><strong>Multa de 40% sobre o saldo do FGTS<\/strong>;<\/li>\n\n\n\n<li><strong>Seguro-desemprego<\/strong>, desde que cumpra os requisitos legais.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Como os valores variam conforme o tipo de desligamento, tempo de empresa e remunera\u00e7\u00e3o, o RH precisa realizar corretamente o <a href=\"https:\/\/www.bizneo.com\/blog\/pt\/calculo-de-rescisao-clt\/\" data-wpel-link=\"internal\" target=\"_blank\">c\u00e1lculo de rescis\u00e3o CLT<\/a> antes de formalizar a sa\u00edda.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Demiss\u00e3o por justa causa<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A <strong>demiss\u00e3o por justa causa<\/strong> ocorre quando o empregado comete uma falta grave prevista no artigo 482 da CLT.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Entre as situa\u00e7\u00f5es previstas est\u00e3o:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Ato de improbidade<\/strong>;<\/li>\n\n\n\n<li><strong>Incontin\u00eancia de conduta ou mau procedimento<\/strong>;<\/li>\n\n\n\n<li><strong>Des\u00eddia no desempenho das fun\u00e7\u00f5es<\/strong>;<\/li>\n\n\n\n<li><strong>Embriaguez habitual ou em servi\u00e7o<\/strong>;<\/li>\n\n\n\n<li><strong>Viola\u00e7\u00e3o de segredo da empresa<\/strong>;<\/li>\n\n\n\n<li><strong>Indisciplina ou insubordina\u00e7\u00e3o<\/strong>;<\/li>\n\n\n\n<li><strong>Abandono de emprego<\/strong>;<\/li>\n\n\n\n<li><strong>Ato lesivo \u00e0 honra ou \u00e0 boa fama<\/strong>;<\/li>\n\n\n\n<li><strong>Pr\u00e1tica constante de jogos de azar<\/strong>.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Nesse caso, o trabalhador recebe o saldo de sal\u00e1rio e eventuais f\u00e9rias vencidas acrescidas de 1\/3.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Por outro lado, n\u00e3o tem direito a aviso pr\u00e9vio, f\u00e9rias proporcionais, 13\u00ba sal\u00e1rio proporcional, multa de 40% do FGTS, saque do fundo por motivo da rescis\u00e3o ou seguro-desemprego.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A aplica\u00e7\u00e3o da justa causa exige aten\u00e7\u00e3o do RH. A empresa deve conseguir demonstrar a ocorr\u00eancia da falta grave e manter registros que sustentem a decis\u00e3o.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Quando houver problemas recorrentes de comportamento ou descumprimento de normas internas, medidas como feedbacks e <a href=\"https:\/\/www.bizneo.com\/blog\/pt\/advertencia-no-trabalho\/\" data-wpel-link=\"internal\" target=\"_blank\">advert\u00eancias no trabalho<\/a> tamb\u00e9m ajudam a manter um hist\u00f3rico documentado da rela\u00e7\u00e3o entre empresa e colaborador.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Baixo desempenho pode gerar demiss\u00e3o por justa causa?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">O baixo desempenho, por si s\u00f3, <strong>n\u00e3o significa automaticamente uma demiss\u00e3o por justa causa.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A empresa<strong> pode optar pela demiss\u00e3o sem justa causa<\/strong> quando entende que o funcion\u00e1rio n\u00e3o apresenta o desempenho esperado. Em situa\u00e7\u00f5es espec\u00edficas e reiteradas, por\u00e9m, a conduta pode ser analisada como des\u00eddia, uma das hip\u00f3teses previstas no artigo 482 da CLT.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Por isso, \u00e9 importante que o RH estabele\u00e7a <strong>metas e crit\u00e9rios claros<\/strong>, realize avalia\u00e7\u00f5es peri\u00f3dicas e registre feedbacks e planos de melhoria antes de tomar uma decis\u00e3o.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A documenta\u00e7\u00e3o do desempenho permite tornar o processo mais transparente e reduzir decis\u00f5es baseadas apenas em percep\u00e7\u00f5es individuais.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"\/br\/pesquisa-clima-organizacional\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\"><img decoding=\"async\" width=\"1500\" height=\"972\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/pesquisa-de-clima-organizacional-perguntas.webp\" alt=\"pesquisas mapas de calor\" class=\"wp-image-21518\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/pesquisa-de-clima-organizacional-perguntas.webp 1500w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/pesquisa-de-clima-organizacional-perguntas-300x194.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/pesquisa-de-clima-organizacional-perguntas-1024x664.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/pesquisa-de-clima-organizacional-perguntas-768x498.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/pesquisa-de-clima-organizacional-perguntas-810x525.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/pesquisa-de-clima-organizacional-perguntas-1140x739.webp 1140w\" sizes=\"(max-width: 1500px) 100vw, 1500px\" \/><\/a><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Pedido de demiss\u00e3o<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">O <strong>pedido de demiss\u00e3o<\/strong> acontece quando o pr\u00f3prio trabalhador decide encerrar o v\u00ednculo com a empresa.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nesse caso, ele tem direito a:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Saldo de sal\u00e1rio<\/strong>;<\/li>\n\n\n\n<li><strong>13\u00ba sal\u00e1rio proporcional<\/strong>;<\/li>\n\n\n\n<li><strong>F\u00e9rias vencidas e proporcionais<\/strong>, acrescidas de 1\/3.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Por outro lado, o trabalhador n\u00e3o recebe a multa de 40% do FGTS, n\u00e3o pode sacar o saldo do fundo por motivo do pedido de demiss\u00e3o e n\u00e3o tem direito ao seguro-desemprego.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tamb\u00e9m existe a obriga\u00e7\u00e3o de cumprir o aviso pr\u00e9vio. Caso o trabalhador deixe a empresa imediatamente e o empregador n\u00e3o dispense seu cumprimento, o valor correspondente pode ser descontado das verbas rescis\u00f3rias.<\/p>\n\n\n\n<bzn-note><a href=\"\/blog\/pt\/aviso-previo-indenizado\/\" id=\"destacado-post\" target=\"_blank\" rel=\"noopener noreferrer\" data-wpel-link=\"internal\"><span class=\"bzn-note-title\"><strong>Aviso Pr\u00e9vio Indenizado<\/strong><\/span><br>Guia de c\u00e1lculo, prazos e execu\u00e7\u00e3o para RH e DP.<\/a><\/bzn-note>\n\n\n\n<h3 class=\"wp-block-heading\">Demiss\u00e3o por acordo entre empregado e empregador<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A <strong>rescis\u00e3o por acordo<\/strong> permite que empresa e trabalhador encerrem o contrato de comum acordo.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Essa modalidade foi introduzida pela <a href=\"https:\/\/www.bizneo.com\/blog\/pt\/reforma-trabalhista\/\" data-wpel-link=\"internal\" target=\"_blank\">Reforma Trabalhista<\/a> e est\u00e1 prevista no artigo 484-A da CLT.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nesse tipo de desligamento:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>O aviso pr\u00e9vio indenizado \u00e9 pago pela metade<\/strong>;<\/li>\n\n\n\n<li><strong>A multa sobre o FGTS \u00e9 de 20%<\/strong>;<\/li>\n\n\n\n<li><strong>O trabalhador pode sacar at\u00e9 80% do saldo do FGTS<\/strong>;<\/li>\n\n\n\n<li><strong>N\u00e3o existe direito ao seguro-desemprego<\/strong>;<\/li>\n\n\n\n<li><strong>Saldo de sal\u00e1rio, f\u00e9rias e 13\u00ba proporcional s\u00e3o pagos normalmente<\/strong>.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">O acordo deve representar a vontade das duas partes. Por isso, \u00e9 importante que o RH documente corretamente a decis\u00e3o e todas as condi\u00e7\u00f5es envolvidas no encerramento do contrato.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Rescis\u00e3o indireta<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A <strong>rescis\u00e3o indireta<\/strong> ocorre quando uma falta grave \u00e9 cometida pelo empregador e o trabalhador solicita o encerramento do contrato.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c9 uma situa\u00e7\u00e3o diferente do pedido de demiss\u00e3o, pois o rompimento acontece devido ao descumprimento das obriga\u00e7\u00f5es da empresa.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Entre as situa\u00e7\u00f5es previstas no artigo 483 da CLT est\u00e3o o descumprimento das obriga\u00e7\u00f5es contratuais, tratamento com rigor excessivo e exposi\u00e7\u00e3o do trabalhador a perigo manifesto.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Quando a rescis\u00e3o indireta \u00e9 reconhecida, o trabalhador pode ter direito \u00e0s mesmas principais verbas de uma demiss\u00e3o sem justa causa, incluindo aviso pr\u00e9vio, saque do FGTS, multa de 40% e seguro-desemprego, quando preenchidos os requisitos.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Por se tratar de uma modalidade que normalmente exige an\u00e1lise das circunst\u00e2ncias do caso, \u00e9 importante que empresa e trabalhador mantenham documentos e registros relacionados \u00e0 rela\u00e7\u00e3o de trabalho.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Demiss\u00e3o coletiva<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A <strong>demiss\u00e3o coletiva<\/strong>, tamb\u00e9m conhecida como demiss\u00e3o em massa, ocorre quando uma empresa encerra simultaneamente o contrato de v\u00e1rios trabalhadores.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Embora as verbas rescis\u00f3rias geralmente sigam as mesmas regras da demiss\u00e3o individual sem justa causa, o processo possui uma particularidade importante: a jurisprud\u00eancia do STF estabelece a necessidade de <strong>interven\u00e7\u00e3o sindical pr\u00e9via<\/strong> em demiss\u00f5es coletivas.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Essa interven\u00e7\u00e3o n\u00e3o significa que o sindicato precise autorizar os desligamentos ou que seja obrigat\u00f3rio chegar a um acordo, mas a participa\u00e7\u00e3o sindical deve ocorrer antes da efetiva\u00e7\u00e3o da medida.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Al\u00e9m disso, conven\u00e7\u00f5es e acordos coletivos podem estabelecer outras condi\u00e7\u00f5es aplic\u00e1veis \u00e0 categoria. Por isso, o RH tamb\u00e9m deve verificar as normas coletivas antes de executar uma demiss\u00e3o em massa.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/hello.bizneo.com\/kit\/gestao-de-rh\/?utm_content=post-KIT-RRHH\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"307\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH-1-1024x307.png\" alt=\"KIT Gest\u00e3o de pessoas\" class=\"wp-image-52110\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH-1-1024x307.png 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH-1-300x90.png 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH-1-768x230.png 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH-1-810x243.png 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH-1-1140x342.png 1140w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/KIT-RH-1.png 1360w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Quais s\u00e3o os direitos em cada tipo de demiss\u00e3o?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">As verbas recebidas pelo trabalhador dependem diretamente do motivo do encerramento do contrato.<\/p>\n\n\n\n<figure class=\"wp-block-table is-style-stripes\"><table><thead><tr><th>Verba rescis\u00f3ria<\/th><th>Sem justa causa<\/th><th>Justa causa<\/th><th>Pedido de demiss\u00e3o<\/th><th>Acordo<\/th><\/tr><\/thead><tbody><tr><td><strong>Saldo de sal\u00e1rio<\/strong><\/td><td>Sim<\/td><td>Sim<\/td><td>Sim<\/td><td>Sim<\/td><\/tr><tr><td><strong>F\u00e9rias vencidas + 1\/3<\/strong><\/td><td>Sim<\/td><td>Sim<\/td><td>Sim<\/td><td>Sim<\/td><\/tr><tr><td><strong>F\u00e9rias proporcionais + 1\/3<\/strong><\/td><td>Sim<\/td><td>N\u00e3o<\/td><td>Sim<\/td><td>Sim<\/td><\/tr><tr><td><strong>13\u00ba proporcional<\/strong><\/td><td>Sim<\/td><td>N\u00e3o<\/td><td>Sim<\/td><td>Sim<\/td><\/tr><tr><td><strong>Aviso pr\u00e9vio<\/strong><\/td><td>Sim<\/td><td>N\u00e3o<\/td><td>A cumprir ou descontar<\/td><td>50% se indenizado<\/td><\/tr><tr><td><strong>Multa do FGTS<\/strong><\/td><td>40%<\/td><td>N\u00e3o<\/td><td>N\u00e3o<\/td><td>20%<\/td><\/tr><tr><td><strong>Saque do FGTS<\/strong><\/td><td>Sim<\/td><td>N\u00e3o<\/td><td>N\u00e3o<\/td><td>At\u00e9 80%<\/td><\/tr><tr><td><strong>Seguro-desemprego<\/strong><\/td><td>Sim*<\/td><td>N\u00e3o<\/td><td>N\u00e3o<\/td><td>N\u00e3o<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><em>*Desde que atendidos os requisitos legais.<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O 13\u00ba sal\u00e1rio na rescis\u00e3o, por exemplo, <strong>\u00e9 devido na demiss\u00e3o sem justa causa<\/strong>, pedido de demiss\u00e3o e rescis\u00e3o por acordo. Na demiss\u00e3o por justa causa, n\u00e3o h\u00e1 direito ao 13\u00ba proporcional.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">J\u00e1 o valor do FGTS e do aviso pr\u00e9vio <strong>varia conforme a modalidade<\/strong>. Por isso, identificar corretamente o tipo de demiss\u00e3o deve ser uma das primeiras etapas do processo de rescis\u00e3o.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Como funciona a demiss\u00e3o durante um afastamento m\u00e9dico?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A possibilidade de demitir um funcion\u00e1rio afastado por motivos m\u00e9dicos<strong> depende da origem e das circunst\u00e2ncias do afastamento<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nos casos relacionados a acidente de trabalho,<strong> o empregado pode ter direito a estabilidade provis\u00f3ria por 12 meses<\/strong> ap\u00f3s o retorno \u00e0s atividades, conforme as regras previdenci\u00e1rias aplic\u00e1veis.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Em outros afastamentos m\u00e9dicos, n\u00e3o existe automaticamente a mesma estabilidade. Entretanto, a empresa precisa verificar se h\u00e1 alguma prote\u00e7\u00e3o espec\u00edfica, norma coletiva ou circunst\u00e2ncia que possa caracterizar uma demiss\u00e3o discriminat\u00f3ria.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Por isso, desligamentos envolvendo afastamentos m\u00e9dicos exigem an\u00e1lise cuidadosa e documenta\u00e7\u00e3o adequada antes da tomada de decis\u00e3o.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">O que a CLT diz sobre os tipos de demiss\u00e3o?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A <a href=\"https:\/\/www.bizneo.com\/blog\/pt\/clt\/\" data-wpel-link=\"internal\" target=\"_blank\">CLT<\/a> re\u00fane as principais regras relacionadas \u00e0 rescis\u00e3o do contrato de trabalho.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Entre os dispositivos mais relevantes est\u00e3o:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Artigo 482:<\/strong> Define as hip\u00f3teses de demiss\u00e3o por justa causa;<\/li>\n\n\n\n<li><strong>Artigo 483:<\/strong> Trata das situa\u00e7\u00f5es que podem gerar rescis\u00e3o indireta;<\/li>\n\n\n\n<li><strong>Artigo 484-A:<\/strong> Regulamenta a rescis\u00e3o por acordo entre empregado e empregador;<\/li>\n\n\n\n<li><strong>Artigo 477:<\/strong> Estabelece regras relacionadas \u00e0 formaliza\u00e7\u00e3o e ao pagamento da rescis\u00e3o.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Al\u00e9m da legisla\u00e7\u00e3o, acordos e conven\u00e7\u00f5es coletivas podem estabelecer condi\u00e7\u00f5es espec\u00edficas para determinadas categorias profissionais.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Por isso, o RH deve analisar n\u00e3o apenas a modalidade de desligamento, mas tamb\u00e9m as regras aplic\u00e1veis ao trabalhador antes de concluir o processo.<\/p>\n\n\n\n<bzn-info><a href=\"https:\/\/www.bizneo.com\/blog\/pt\/direitos-trabalhistas-no-brasil\/\" id=\"destacado-post\" target=\"_blank\" rel=\"noopener noreferrer\" data-wpel-link=\"internal\"><span class=\"bzn-note-title\"><strong>Direitos Trabalhistas<\/strong><\/span><br>Veja quais s\u00e3o os principais no Brasil.<\/a><\/bzn-info>\n\n\n\n<h2 class=\"wp-block-heading\">Como calcular as verbas rescis\u00f3rias?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">O <a href=\"https:\/\/www.bizneo.com\/blog\/pt\/calculo-de-rescisao-clt\/\" data-wpel-link=\"internal\" target=\"_blank\">c\u00e1lculo de rescis\u00e3o<\/a> muda conforme o tipo de demiss\u00e3o.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Entre os valores que podem fazer parte da rescis\u00e3o est\u00e3o:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Saldo de sal\u00e1rio<\/strong>;<\/li>\n\n\n\n<li><strong>F\u00e9rias vencidas e proporcionais<\/strong>;<\/li>\n\n\n\n<li><strong>Adicional constitucional de 1\/3 sobre as f\u00e9rias<\/strong>;<\/li>\n\n\n\n<li><strong>13\u00ba sal\u00e1rio proporcional<\/strong>;<\/li>\n\n\n\n<li><strong>Aviso pr\u00e9vio<\/strong>;<\/li>\n\n\n\n<li><strong>Multa sobre o FGTS<\/strong>, quando aplic\u00e1vel;<\/li>\n\n\n\n<li><strong>Horas extras, adicionais e outros valores pendentes<\/strong>.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Antes de realizar o c\u00e1lculo, o departamento pessoal deve confirmar qual modalidade de rescis\u00e3o ser\u00e1 utilizada, j\u00e1 que isso determina quais verbas devem ou n\u00e3o ser pagas.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Como funciona o aviso pr\u00e9vio na demiss\u00e3o?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">O aviso pr\u00e9vio permite que a outra parte seja informada com anteced\u00eancia sobre o encerramento do contrato.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Na demiss\u00e3o sem justa causa, ele pode ser trabalhado ou indenizado. O per\u00edodo come\u00e7a em 30 dias e pode aumentar conforme o tempo de servi\u00e7o do trabalhador na mesma empresa.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Na demiss\u00e3o por justa causa, n\u00e3o existe aviso pr\u00e9vio. No pedido de demiss\u00e3o, o trabalhador pode precisar cumprir o per\u00edodo ou ter seu valor descontado da rescis\u00e3o. J\u00e1 na rescis\u00e3o por acordo, o aviso indenizado \u00e9 pago pela metade.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Como o RH deve conduzir uma demiss\u00e3o?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Depois de identificar corretamente o tipo de demiss\u00e3o, o RH precisa garantir que todas as etapas legais e administrativas sejam cumpridas.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Entre os principais cuidados est\u00e3o:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Confirmar a modalidade de desligamento e sua base legal<\/strong>;<\/li>\n\n\n\n<li><strong>Reunir documentos e registros necess\u00e1rios<\/strong>;<\/li>\n\n\n\n<li><strong>Calcular corretamente as verbas rescis\u00f3rias<\/strong>;<\/li>\n\n\n\n<li><strong>Definir e comunicar o aviso pr\u00e9vio, quando aplic\u00e1vel<\/strong>;<\/li>\n\n\n\n<li><strong>Emitir a documenta\u00e7\u00e3o de rescis\u00e3o<\/strong>;<\/li>\n\n\n\n<li><strong>Registrar o desligamento nos sistemas obrigat\u00f3rios<\/strong>;<\/li>\n\n\n\n<li><strong>Cumprir os prazos para pagamento das verbas<\/strong>;<\/li>\n\n\n\n<li><strong>Organizar a devolu\u00e7\u00e3o de equipamentos e o cancelamento de acessos<\/strong>;<\/li>\n\n\n\n<li><strong>Realizar o offboarding e, quando fizer sentido, a entrevista de desligamento<\/strong>.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A forma como a sa\u00edda \u00e9 conduzida tamb\u00e9m afeta a experi\u00eancia do colaborador e a percep\u00e7\u00e3o dos profissionais que permanecem na organiza\u00e7\u00e3o.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Por isso, al\u00e9m das obriga\u00e7\u00f5es legais, \u00e9 importante estabelecer um <a href=\"https:\/\/www.bizneo.com\/blog\/pt\/desligamento-de-funcionarios\/\" data-wpel-link=\"internal\" target=\"_blank\">processo de desligamento de funcion\u00e1rios<\/a> padronizado.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Com processos centralizados e informa\u00e7\u00f5es atualizadas em um <a href=\"https:\/\/www.bizneo.com\/br\/\" data-wpel-link=\"internal\" target=\"_blank\">software de recursos humanos<\/a>, por exemplo, o departamento de RH consegue reduzir erros, acompanhar prazos e manter um hist\u00f3rico completo das decis\u00f5es relacionadas a cada colaborador.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/hello.bizneo.com\/demo\/suite\/br\/?utm_content=post-banner-grande\" target=\"_blank\" rel=\"noopener\" data-wpel-link=\"internal\"><img decoding=\"async\" width=\"1360\" height=\"408\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Software-Recursos-Humanos-RH.jpg\" alt=\"Software de Recursos Humanos (RH)\" class=\"wp-image-21674\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Software-Recursos-Humanos-RH.jpg 1360w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Software-Recursos-Humanos-RH-300x90.jpg 300w, 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<\/p>\n","protected":false},"author":31,"featured_media":54588,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center 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center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[207],"tags":[],"class_list":["post-52957","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-gestao-de-pessoal"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Tipos de demiss\u00e3o e como gerenci\u00e1-las<\/title>\n<meta name=\"description\" content=\"H\u00e1 diferentes tipos de demiss\u00e3o. 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