Os direitos do empregado demitido variam de acordo com o formato de rescisão. Por isso, é essencial que o trabalhador saiba exatamente quais são as verbas devidas em cada tipo de término de contrato de trabalho.

Todos os procedimentos e requisitos específicos da demissão estão estabelecidos na Consolidação das Leis do Trabalho. Sendo assim, os direitos e obrigações do empregador e do colaborador durante o processo de demissão estão previstos na legislação do trabalho.  Por exemplo, o empregador deve arcar com o saldo de salário que o empregado tem direito, além das verbas rescisórias.  Dentre as quais, estão: as férias, décimo terceiro salário, entre outras.

O que diz a lei sobre a demissão sem justa causa? 

O artigo 477 da CLT explica claramente os direitos dos empregados após a rescisão do contrato, vide:

“Art. 477 – É assegurado a todo empregado, não existindo prazo estipulado para a terminação do respectivo contrato, e quando não haja ele dado motivo para cessação das relações de trabalho, o direto de haver do empregador uma indenização, paga na base da maior remuneração que tenha percebido na mesma empresa”.

Desta forma, a cláusula garante que o trabalhador contratado por tempo indeterminado terá direito à indenização do empregador no momento da rescisão do contrato de trabalho, desde que não indique motivo grave para a rescisão.

O artigo 7º, inciso I, da Carta Magna também dispõe sobre a rescisão do contrato de trabalho, estipulando que o trabalhador estará protegido contra demissão sem justa causa ou arbitrária.

Quais as regras? 

A empresa não precisa explicar o motivo da decisão de demitir um funcionário, mas deve notificar o funcionário com antecedência – 30 dias previamente – ou pagar pelo aviso prévio.

A Rescisão sem justa causa é a mais benéfica ao trabalhador, pois nesse tipo de rescisão ele irá receber todos os direitos trabalhistas previstos na lei. 

Esse é o tipo de rescisão é realizada por iniciativa da empresa, não precisando de uma justificativa. Nesses casos a empresa pode ainda decidir se o empregado deve cumprir ou não o aviso prévio de 30 dias, mas deve pagar o valor correspondente na rescisão mesmo que decida pelo não cumprimento.

A dispensa sem justa causa é a forma mais comum de rescisão do contrato de trabalho. Ela não precisa de justificativa e pode ser aplicada pela empresa a qualquer momento.

Em qualquer caso, no processo de demissão sem justa causa, o RH deve fornecer três vias do termo de rescisão do contrato de trabalho (TRCT). O documento fornece os dados pessoais do trabalhador, bem como os dados básicos da empresa, como nome fantasia, razão social e CNPJ.

Além disso, também fornece informações sobre o contrato, incluindo a data de entrada e demissão do trabalhador, bem como o registro de todos os pagamentos efetuados.

Assim como no caso da contratação de novos funcionários, em decorrência da rescisão do contrato, o RH também deve atuar de forma que o funcionário seja submetido a um exame médico. 

exame demissional tem por objetivo atestar a saúde do trabalhador para garantir que ele não sofre de doença ocupacional ou outra condição que não lhe garanta estabilidade. 

Isso permite que a empresa tenha certeza de que o processo de demissão não abre brechas para uma possível ação trabalhista.

A demissão sem justa causa deve ser registrada na Carteira de Trabalho e Previdência Social (CTPS) do empregado. 

Para isso, basta ir à página Contrato e preencher o campo “Data de saída”, que se encontra abaixo das informações sobre o emprego. A data a ser notificada é aquela que coincide com o fim do aviso-prévio. A esse respeito, vale ressaltar que, de acordo com a Lei nº 12.506, para os empregados com até um ano de função, o aviso prévio deve ser de 30 dias. 

Porém, três dias são adicionados para cada ano de trabalho. No entanto, esse aumento pode ser de até 60 dias, portanto, há um prazo de 90 dias para aviso prévio

Em seguida, a empresa deve carimbar a página e assinar o campo “Ass. do empregador ou rogo c/ test”. Ressalta-se que em nenhum momento é necessário informar o motivo ou tipo de desligamento que motivou a rescisão do contrato. 

Assim que todos os detalhes estiverem atualizados, é hora de devolver a Carteira de Trabalho a seu dono.  Para tanto, o RH deve fornecer um recibo da devolução da CTPS, que deve ser assinado pelo funcionário no momento da devolução do documento.

Mas ATENÇÃO – existem casos em que a empresa não pode demitir o funcionário, são as exceções para esse tipo de dispensa, que acontece por exemplo em relação à colaboradora gestante, colaborador em período de estabilidade acidentária e aos dirigentes sindicais e membros CIPA. Isso porque todos estes somente podem ser dispensados por justa causa.

São direitos do trabalhador dispensado sem justa causa:

  • Saldo de salário;
  • Horas extras e banco de horas;
  • Aviso prévio;
  • Valor das férias proporcionais acrescidas de 1/3;
  • Férias vencidas com adicional de 1/3;
  • 13º salário proporcional;
  • Guias para saque do FGTS;
  • 40% de multa sobre o Fundo de Garantia;
  • Guias para requerimento de seguro-desemprego.

Lembrando que, após finalizar os cálculos e definir os valores devidos, o departamento financeiro da empresa deve pagar a indenização ao trabalhador.

Quer se trate de despedimento sem justa causa ou de qualquer outro tipo de despedimento, a empresa tem de pagar no prazo máximo de 10 dias após a rescisão do contrato.  Do contrário, pode ter que pagar uma multa devida ao trabalhador lesado.

No tocante ao aviso prévio, tem duas possibilidades: aviso prévio trabalhado ou o indenizado. Se o aviso for trabalhado, o empregado deverá cumprir um período de trabalho determinado pela lei ou pelas condições do contrato de trabalho. Caso seja indenizado, o empregador deverá pagar um valor correspondente a um salário do empregado.

O trabalhador também tem direito ao saldo de salário, que corresponde ao valor proporcional aos dias trabalhados no mês da demissão. Além disso, o empregador deve pagar as férias proporcionais, acrescidas de 1/3 do valor, e o 13º salário proporcional ao período trabalhado.

Outra verba rescisória importante é a multa do FGTS (Fundo de Garantia por Tempo de Serviço). O empregador é obrigado a depositar mensalmente uma quantia equivalente a 8% do salário do empregado em uma conta vinculada no FGTS. 

Por fim, o empregado também pode sacar o saldo da conta vinculada do FGTS, além de receber o seguro-desemprego, caso tenha direito. 

Todos esses direitos estão previstos na CLT e devem ser cumpridos pelo empregador na demissão sem justa causa. 

A demissão sem justa causa é calculada com base nas seguintes verbas rescisórias:

  • Saldo de salário: pagamento correspondente aos dias trabalhados no mês da demissão.
  • Aviso prévio: indenização correspondente ao período de antecedência que o empregador deveria ter dado ao comunicar a demissão ao trabalhador. O aviso prévio pode ser trabalhado ou indenizado, ou seja, o empregador pode optar por dispensar o trabalhador de cumprir o período do aviso prévio e pagar o valor correspondente em dinheiro.
  • Férias vencidas e proporcionais: pagamento correspondente às férias que o trabalhador não tirou no período aquisitivo anterior e às férias proporcionais ao período trabalhado no ano corrente.
  • 13º salário proporcional: pagamento correspondente ao décimo terceiro salário proporcional aos meses trabalhados no ano corrente.
  • FGTS e multa: o empregador deve depositar o FGTS mensalmente na conta vinculada do trabalhador. Na demissão sem justa causa, o trabalhador tem direito a receber o saldo total do FGTS, acrescido de uma multa de 40% sobre esse valor.

Então, para calcular a demissão sem justa causa, é preciso:

  1. Considerar a remuneração e o tempo de serviço na empresa

O valor do saldo de salário é calculado multiplicando o salário diário pelo número de dias trabalhados no mês da demissão. 

  1. Calcular o aviso prévio indenizado

Para essa etapa, utilize o salário mensal do trabalhador como base.

  1. Calcular as férias vencidas e o 13º salário proporcional.

As férias vencidas e proporcionais e o 13º salário proporcional são calculados com base na remuneração do trabalhador.

Na demissão sem justa causa, a multa rescisória é de 40% sobre o valor total do FGTS durante o período de trabalho.

Por exemplo, imagine que um funcionário recebeu R$10.000,00 em sua conta do FGTS ao longo do tempo em que trabalhou. Nesse caso, ele receberá uma multa de R$4.000,00 ao ser demitido sem justa causa. E esse valor será somado às outras verbas rescisórias.

Assim, esse tipo de rescisão contempla o recebimento de todas as verbas trabalhistas e do ponto de vista financeiro é o melhor tipo de dispensa para o trabalhador, pois nesses casos, ele deverá receber todos os seus direitos, em até 10 dias a contar da data da dispensa. 

Para entender se esse tipo de rescisão é o aplicado ao seu caso, consulte um advogado especializado na área trabalhista. 

Nessa modalidade de demissão, o empregador não precisa apresentar nenhum motivo específico para a dispensa do funcionário. Porém, existem razões comuns, que geralmente causam esse tipo de demissão.

Os principais motivos para uma demissão sem justa causa incluem corte de custos, reestruturação da empresa, desempenho insuficiente, falta de adaptação à cultura da empresa, problemas de relacionamento.

  1. Corte de custos: Em alguns momentos, a empresa pode passar por dificuldades financeiras e precisar reduzir seus gastos para se manter competitiva no mercado. Nesse caso, pode ser necessário demitir funcionários para reduzir a folha de pagamento e cortar custos.
  2. Reestruturação da empresa: Quando a empresa passa por uma reestruturação, pode ser necessário reorganizar as equipes e adequar o quadro de funcionários à nova realidade. Isso pode implicar na demissão de colaboradores que não se encaixam mais no perfil desejado pela empresa.
  3. Desempenho insuficiente: Se o colaborador não estiver apresentando um desempenho satisfatório em suas atividades, a empresa pode optar por demiti-lo sem justa causa. É importante que a empresa tenha feito um acompanhamento do desempenho do colaborador e oferecido feedbacks para que ele tivesse a oportunidade de melhorar.
  4. Falta de adaptação à cultura da empresa: cultura da empresa é um conjunto de valores, crenças e comportamentos que norteiam a forma como a organização atua. Se um colaborador não se adapta a essa cultura e não está alinhado aos valores da empresa, pode ser demitido sem justa causa.
  5. Problemas de relacionamento: Se o colaborador apresenta problemas de relacionamento com colegas de trabalho, superiores ou clientes, pode ser demitido sem justa causa. Nesse caso, é importante que a empresa tenha tentado solucionar o problema por meio de feedbacks, treinamentos e outras medidas antes de optar pela demissão.

É importante lembrar que, independentemente do motivo da demissão, o colaborador tem direito a receber as verbas rescisórias previstas na legislação trabalhista.

A demissão sem justa causa é um tema que gera muitas dúvidas tanto para os empregados quanto para as empresas. É um tipo de desligamento que, apesar de não envolver nenhuma falta grave cometida pelo colaborador, ainda assim pode gerar incertezas sobre as consequências e procedimentos a serem seguidos. 

Muitos trabalhadores têm dúvidas sobre os direitos que têm nessa situação, enquanto as empresas precisam saber como proceder para evitar problemas jurídicos futuros. Então, veja um resumo das principais dúvidas:

O que é demissão sem justa causa?

Demissão sem justa causa é quando o empregador decide rescindir o contrato de trabalho do funcionário sem que haja uma razão específica para isso, como desempenho insatisfatório ou conduta inadequada. É a forma mais comum de demissão no Brasil e o empregado tem direito a receber uma série de verbas rescisórias.

A demissão sem justa causa vai acabar?

Apesar de haver uma discussão tramitando no STF que pode afetar a demissão sem justa causa, não existem indícios reais de que isso acontecerá e, até o momento, essa modalidade de demissão é legal e normatizada. 

A demissão sem justa causa é um direito garantido ao empregador, desde que não haja nenhum tipo de discriminação ou violação das leis trabalhistas. Para o trabalhador, é importante estar ciente de seus direitos em relação a essa situação, que incluem o recebimento de aviso prévio, verbas rescisórias e multa sobre o FGTS.

O cumprimento de todas as nuances da demissão sem justa causa é um dever e deve ser garantido a um profissional, esses são os principais direitos e cálculos a serem feitos para garanti-los, os elementos do processo e a homologação deste tipo de desligamento.

A demissão é um tema sensível e complexo, que envolve direitos e deveres, tanto para o empregado quanto para o empregador.  Logo, a legislação trabalhista brasileira estabelece os parâmetros e regras que ambas as partes devem seguir nesse processo. Conhecer seus direitos e obrigações é fundamental, garantindo uma relação de trabalho mais equilibrada.

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