Mandatory CLT benefits: which ones does your company need to offer?

Mandatory CLT benefits correspond to the minimum experience for employees. Together with optional benefits, they are key to reducing turnover, motivating people and attracting talent.

The Consolidation of Labor Laws (CLT) was created in 1943, bringing together the guarantees won in previous decades. These rights are seen not only for their practical results, but also as a great symbolism by professionals. That's why complying with the rules affects trust and image with the teams.

Read on to find out about the mandatory CLT benefits and thus comply with the law more efficiently!

What are the differences between mandatory and optional benefits?

Mandatory benefits are minimum guarantees in CLT contracts. Optional benefits, on the other hand, are incentives granted freely by companies.

All employers must provide mandatory CLT benefits. This is a point where we can differentiate ourselves in terms of organization and efficiency, but the benefits will be the same.

Optional benefits, on the other hand, create a unique and personalized experience for employees. After all, each company can adapt the incentives according to the needs of its team.

Which CLT benefits are mandatory

Learn about the main mandatory CLT benefits!

Severance Indemnity Fund (FGTS)

The Severance Indemnity Fund (FGTS) is a mandatory investment for employees. Through a deduction of 8% of the gross salary made by the company, the government forms a savings account for the person.

The amounts can be withdrawn in the event of dismissal, serious illness, the purchase of real estate and, periodically, in the month of one's birthday. At the same time, they discourage unfair dismissal, due to the 40% fine on the total deposits made.

13th salary

The 13th salary was a bonus paid by some companies for performance throughout the year, called a Christmas bonus. Law 4.090/62 transformed it into one of the mandatory CLT benefits.

Payments are made in two installments. The first is paid by November 30 and the second is paid by December 21 of each year. Added together, the amounts correspond to a salary.

Paid vacation with 1/3 bonus

Employees go on vacation with their salary plus 1/3 for 30 days. The benefit is acquired after 12 months of employment. The company then has the same amount of time to enforce the right.

Family allowance

Family allowance is an additional benefit proportional to the number of children or dependents up to the age of 14. Currently, the amount is R$62.04, and employees earning up to R$1,819 are entitled to the benefit.

Among other things, we need to check that employees' children are registered with the INSS. This is because the value of the benefit is returned to the company with a discount on the social security contribution, which requires correct information.

Maternity/Paternity Leave

Maternity and paternity leave are paid time off due to the birth of a child. The periods are 120 days for mothers and 5 days for fathers, respectively. To be eligible, the employee must apply to the INSS.

Overtime

Overtime is the period that exceeds the normal working hour. Currently, the law stipulates that they must be paid with an additional 50%. As a rule, the daily limit is two hours over the normal working day.

Unemployment insurance

Unemployment insurance is a guarantee for involuntary unemployment. The aid varies from 3 to 5 months ' pay within the limits of the annual table.

To be eligible, the employee must have:

• 12 months on the job at first application;
• 9 months on Monday;
• 6 months from the third.

Payments are made from public funds. In this sense, the company's role is to generate the payment slips via Employer WEB when the contract is terminated.

Additional Night

The night bonus is an increase granted for work between 10pm and 5am. During this period, the hourly rate is increased by 20%.

Transport vouchers

The transportation voucher is an advance payment of the money needed to commute to work. As it is an advance payment, the law authorizes the deduction of up to 6% of salary as an option for the company.

Remunerated Weekly Rest (RSR)

Paid weekly rest is the right to a day off during the week. It also applies to public holidays and should preferably be granted on Sundays.

What are the optional benefits?

Optional benefits are choices made by the company, the main ones being:

• meal;
• feeding;
• mobility;
• home;
• entertainment;
• education;
• health;
• academia;
• well-being;
• discounts and promotions.

Each organization will have its own model, choosing the incentives that make sense for its particularities.

Why offer mandatory and optional CLT benefits to employees

Mandatory CLT benefits increase trust between the organization and its people. By fulfilling these rights efficiently, the company conveys a sense of security to teams and avoids legal complications.

Optional perks, on the other hand, make up the strategy for keeping people motivated and retaining talent. They not only affect the entry of people with relevant skills and experience into teams, but also the ability to get the best out of employees on a daily basis.

Therefore, mandatory and optional CLT benefits are competitive advantages. They are solutions to positively influence people's well-being and experience, with repercussions on productivity, performance and business success.

Now that we've looked at the mandatory benefits, how about exploring the optional ones? Check out the content Customized benefits: a powerful strategy to delight your employees and learn about the advantages that will transform the employee experience and attract talent to your company!

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