Brazilian severance calculator (CLT)
Estimate Brazilian termination pay with the 2026 INSS and income tax tables.
Simulate a Brazilian CLT termination: salary balance, prior notice (30 days + 3 per year worked), proportional 13th salary and vacation, and the 40% FGTS fine (20% in mutual agreements). Deductions use the official 2026 tables — INSS capped at R$ 8,475.55 and the new income tax exemption up to R$ 5,000/month. All computed in your browser, no sign-up.
What goes into severance
Brazilian CLT severance gathers everything owed when the contract ends: salary balance (days worked in the final month), notice period, accrued and proportional vacation with the constitutional third, proportional 13th salary, and, in a dismissal without cause, the 40% FGTS fine. The calculator sums it all under 2026 rules and shows the estimate instantly.
The type of termination changes the amount
Not every exit pays the same. In a dismissal without cause, the worker gets everything, including the 40% fine and unemployment insurance. In a resignation, there is no FGTS fine or withdrawal, and notice may be deducted. In a mutual agreement, the fine drops to 20% and FGTS withdrawal is partial. Pick the right reason for a faithful estimate.
An estimate, not the official settlement
The result is an estimate so you can check the ballpark of your rights — INSS and income-tax deductions on taxable amounts are already applied using the 2026 tables. The final homologated figure may vary with collective agreements, absences and other contract details. All calculation runs in your browser, with no data uploaded.
Frequently asked questions
Which amounts get INSS and income tax deducted?
Only the salary balance and the proportional 13th salary. Indemnified notice, indemnified vacation (proportional and vested, with the 1/3 bonus) and the FGTS fine are indemnities, exempt from INSS and income tax.
What changes in a mutual agreement (art. 484-A)?
In a mutual agreement, indemnified notice is halved, the FGTS fine is 20% (instead of 40%) and you may withdraw up to 80% of the FGTS balance — but you lose unemployment insurance.
Why might the result differ from HR’s calculation?
This is a simplified estimate: it excludes overtime/commission averages, absences, notice projection over 13th/vacation and collective agreements. Use it to sanity-check the order of magnitude, not as the official settlement.
What about termination for cause or resignation?
For just cause you only get the salary balance and vested vacation (if any) — no notice, no proportional 13th, no FGTS fine and no FGTS withdrawal. When you resign you get the balance, proportional 13th and vacation, but no indemnified notice (you may have to work it or pay it), no FGTS fine and no withdrawal. To simulate these cases, leave out the amounts that do not apply.