Article

Public Holidays in Brazil

January 13, 2026

Managing public holidays in Brazil is a key compliance task for employers. Holidays affect payroll, work schedules, overtime planning, and employee expectations. This becomes more complex when teams work across different states and cities. Brazil also uses “pontos facultativos” (optional holidays), which many companies observe even though they are not always mandatory.

This comprehensive guide explains how public holidays work in Brazil and how employers can manage them correctly to ensure full compliance with Brazilian labor law. Whether you’re planning to hire your first Brazilian employee or already managing teams across multiple locations, understanding the holiday framework is essential to avoid costly compliance issues.

Explore Our Brazil Leave & PTO Guides

Quick Overview: Brazil observes 10 mandatory national public holidays, plus optional days (pontos facultativos), state-specific holidays, and municipal holidays. Employers must provide paid time off or double pay (200%) when employees work on mandatory holidays.

National holidays

6-7

Optional holidays

State holidays

200%

Holidays pay rate

National Public Holidays in Brazil

Brazil observes 10 national public holidays (feriados nacionais) that apply throughout the entire country. These are mandatory paid days off for all employees, established by federal law. Employers must either grant the day off with full pay or provide double pay/compensatory rest if employees work.

Tale a look at the Public Holidays in Brazil for 2026.

They include:

Important for Employers

All national holidays are mandatory paid days off. Employees working on these dates must receive either double pay (200%) or a compensatory day off, according to Law 605/1949 and CLT (Consolidation of Labor Laws).

Optional Public Holidays (Pontos Facultativos)

Ponto facultativo is a legal-administrative practice under which the employer may choose whether normal business activities will take place on a specific date. Unlike a public holiday, work is not automatically suspended.

⚠️ Important:
These dates do not automatically apply to private companies.

Pontos Facultativos in 2026 (Federal Public Sector)

According to Portaria MGI nº 11.460/2025, the following dates are classified as ponto facultativo in 2026 for the federal public sector:

Key differences

Aspect	Public Holiday	Ponto Facultativo
Work suspension	Mandatory	Optional
Employer can require work	Only in essential activities	Yes
Salary deduction if not worked	No	Possible
Double pay if worked	Yes (or compensatory rest)	No
Legal basis	Federal / State / Municipal law	Administrative ordinance

State and Municipal Holidays

Beyond national holidays, Brazil’s 26 states and 5,570+ municipalities can declare their own local holidays. Understanding these is critical for multi-location employers.

State Public Holidays

Each Brazilian state may establish one official state holiday, typically commemorating the state’s foundation date or a significant historical event.

Examples:

São Paulo - July 9: Constitutionalist Revolution Day

Bahia - July 2: Independence of Bahia state

Pernambuco - March 6: Pernambuco Revolution Day

✓ State holidays apply only within that state
✓ Employees must receive paid time off
✓ Same compensation rules as national holidays

Municipal Holidays

Municipalities can declare civil holidays, typically celebrating the city’s anniversary or patron saint’s day. Each city may have 1-4 additional holidays.

Examples:

São Paulo - January 25: City Anniversary

Rio de Janeiro - January 20: City Anniversary

Florianopolis - March 23rd: City Anniversary

✓ Municipal holidays apply only in that city
✓ Based on employee’s work location
✓ Not employer headquarters location

An employee’s holiday entitlement is determined by where they physically work, not:

✓ The city and state where work is performed

✗ The employer’s headquarters location

✗ The employee’s nationality or residence

Explore All 27 State Holidays

Click on any Brazilian state to view its official public holiday

AC

Acre

AL

Alagoas

AP

Amapa

BA

Bahia

CE

Ceará

DF

Distrito

ES

Espírito

GO

Goias

MA

Maranhão

MT

Mato Gr..

MS

Mato Gr..

MG

Minas

PA

Pará

PB

Paraíba

PA

Paraná

PE

Pernam...

PI

Piauí

RJ

Rio de J..

RN

Rio Gr...

RS

Rio Gr...

RO

Rondônia

RR

Roraima

SC

Santa C..

SP

São Pa...

SE

Sergipe

TO

Tocantins

Compensation Rules for Public Holidays in Brazil

Compensation rules for work performed on public holidays in Brazil are strictly regulated by labor law. Employers must clearly distinguish between public holidays (feriados) and optional days (ponto facultativo), as each follows different pay rules.

Is Work on Public Holidays Allowed?

As a general rule, work on civil and religious public holidays is prohibited, and employees are entitled to paid rest on these days.

However, Brazilian law allows exceptions.

Under Law No. 605/1949, work on public holidays is permitted when business activities cannot be suspended, due to:

Technical or operational requirements
Essential or continuous services
Activities of public interest

In these situations, the employer may require employees to work on a public holiday.

Employee Rights When Working on a Public Holiday

When an employee works on a mandatory public holiday, Brazilian labor law guarantees one of the following rights:

Option 1 – Compensatory Day Off: The employer grants another full day of paid rest to compensate for the holiday worked.
Option 2 – Double Pay: If no compensatory day off is granted, the employer must pay the holiday worked with a 100% salary premium (double pay). If compensatory rest is granted, double pay does not apply.

How Is Public Holiday Work Paid?

If the employee works on a public holiday without compensatory rest, the employer must pay:

The paid weekly rest (DSR) for the holiday, plus
An additional 100% premium on the daily wage

This applies to civil and religious public holidays.

Best Practices for Managing Public Holidays

Managing public holidays correctly requires more than just knowing the rules—it demands systematic processes and proactive planning. Here are the essential best practices that successful employers in Brazil follow to ensure full compliance while maintaining operational efficiency.

1. Maintain Updated Holiday Calendars

Track national, state, and municipal holidays for each location where you have employees. This is particularly critical for companies with operations across multiple Brazilian states, as each location may have different holiday obligations.

Subscribe to official government holiday announcements from federal, state, and municipal authorities
Create location-specific calendars for each state and city where you employ staff
Share updated calendars with HR and payroll teams well in advance of each holiday
Review and update calendars annually, as some dates (like pontos facultativos) change yearly

2. Configure Payroll Systems for Automatic Compliance

Modern payroll software should automatically apply holiday premium rules and track compensatory time. Manual calculations increase the risk of errors and non-compliance penalties.

Program automatic 200% pay calculations for holiday work
Implement compensatory day-off tracking within your payroll system
Set up automated alerts for upcoming holidays to ensure proper planning
Conduct regular audits to verify system accuracy

3. Review Collective Bargaining Agreements

Many sectors in Brazil have union-negotiated rules that differ from standard labor law. These collective agreements (CCT – Convenção Coletiva de Trabalho) may provide additional holidays, different compensation rates, or specific procedures.

Review annual collective bargaining agreements for your sector
Identify any sector-specific holiday provisions or enhanced benefits
Document all special arrangements and communicate them to affected employees
Consult with local labor law experts when interpreting complex provisions

4. Communicate Holiday Schedules Proactively

Clear communication prevents misunderstandings and demonstrates respect for employees’ work-life balance. Announce holiday schedules early so employees can plan accordingly.

Announce the full year’s holiday schedule at the beginning of January
Explain compensation options clearly for employees required to work holidays
Provide multilingual communications if your workforce includes non-Portuguese speakers
Send reminder notifications before each upcoming holiday

5. Plan Business Operations Around Holiday Periods

Brazilian culture embraces “emendas” or “bridge holidays”—extending holidays when they fall on Tuesdays or Thursdays. Productivity often drops significantly during these periods, particularly around Carnival and Corpus Christi.

Schedule critical project deadlines away from major holiday periods
Plan for extended business closures during Carnival week
Arrange coverage plans for essential services that must operate during holidays
Consider offering bridge days off to align with cultural expectations

6. Partner with an Employer of Record (EOR)

For international companies without established Brazilian entities, an Employer of Record service ensures automatic compliance with all holiday regulations while reducing administrative burden and legal risk.

Conclusion: Mastering Brazilian Public Holiday Compliance

Understanding and managing public holidays in Brazil is essential for employment compliance. With 10 national holidays, optional pontos facultativos, plus state and municipal holidays, employers must track location-specific calendars and ensure correct compensation.

Whether you’re hiring your first Brazilian employee or managing teams across multiple states, Europortage’s Employer of Record services ensure you stay compliant with all holiday regulations while respecting local customs and culture. Let us handle the complexity while you focus on growth.

Frequently Asked Questions (FAQ)

What happens if a public holiday falls on a weekend?

In Brazil, if a national holiday falls on Saturday or Sunday, there is generally no automatic transfer to Monday (unlike some countries). The holiday is observed on the actual date. However, some collective bargaining agreements or company policies may provide for alternative arrangements. Employees still receive their regular weekly rest days (typically weekends) in addition to the holiday.

Can employers deduct pay for pontos facultativos (optional holidays)?

Yes. Since pontos facultativos are optional for private companies, if the company chooses to remain open and an employee does not work, the employer may legally deduct that day’s pay or require the employee to use vacation/PTO time, unless the company policy or collective agreement states otherwise. This is a key difference from mandatory public holidays where pay deduction is prohibited.

What are "emendas" (bridge holidays) and how do they affect business?

“Emendas” or “ponte” refers to the practice of extending a holiday when it falls on Tuesday or Thursday by also taking Monday or Friday off, creating a long weekend. While not legally mandated, this is a widespread cultural practice in Brazil. Many businesses close during these periods, especially around Carnival, Corpus Christi, and major holidays. Employers should plan for reduced productivity and consider offering these days off to align with employee expectations.

How do I track holidays for employees in multiple Brazilian cities?

For multi-location operations, maintain separate holiday calendars for each city/state combination where you have employees. Use payroll software that can assign location-specific calendars to individual employees. Consider working with an EOR or local HR partner who maintains updated regional holiday databases. Remember: the work location determines holiday entitlement, not the company headquarters or where the employee was hired.

Can an employee refuse to work on a public holiday?

Generally, yes. Since work on public holidays is prohibited by law, employees have the right to refuse unless:

(1) the business falls under essential services exceptions (healthcare, security, hospitality, etc.), or

(2) the employee’s role is specifically designated for holiday coverage with proper compensation.

Even in these cases, the employee must be informed in advance and receive either double pay or compensatory rest.

Are remote workers entitled to municipal holidays?

This depends on the employment contract and work arrangement. Typically, remote workers are entitled to holidays based on: (1) the city where they physically work (if working from home), or (2) the company’s registered office location if specified in the contract. For fully remote workers who move between cities, the employment contract should clearly specify which municipal holidays apply to avoid confusion.