Decided exclusively by the employer, they must take place within a period exceeding ten calendar days
Collective holidays are pre-arranged periods in which a company simultaneously shuts down its operations for most or all of its employees. Generally these periods are scheduled during periods of lower demand or when the company wants to optimize resources.
This practice can occur in different industries and has different purposes. One of these is strategic alignment with periods of low economic activity or seasonality, such as school holidays or end-of-year holidays.
This allows the company to reduce operating costs such as energy, maintenance, and even wages and benefits as employees use their vacation days during this period.
Advantages of group holidays
Collective holidays also offer advantages beyond saving resources. They allow building or industrial maintenance activities to be maintained and carried out without interrupting normal productivity, as well as offering a break for employees, promoting well-being and reducing professional burnout.
However, it is important to highlight that collective holidays must be communicated and planned in advance, in compliance with collective labor agreements, labor regulations and transparent dialogue with employees. This helps minimize negative impacts, such as lack of employee planning or dissatisfaction with chosen dates.
In Brazil, collective holidays are regulated by the CLT (Consolidation of Labor Laws), requiring prior communication to the Ministry of Labor and the Trade Union. Furthermore, it is important to follow specific rules established to ensure that workers’ rights are preserved.
If well planned and adequately communicated, they can bring benefits to both the company and the employees, helping to create a healthier and more efficient working environment.
Watch the video with Stéfany Klein, labor law lawyer from Silveiro Advogados, who answers the main questions on collective holidays.
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Source: Terra
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