Fourteenth salary: everything you need to know to plan
Posted: Sun Feb 02, 2025 6:13 am
We can, without a doubt, say that the fourteenth salary can make a big difference in a company, especially when leaders want to create motivation and satisfaction in employees.
By reading this content, you will certainly understand what the fourteenth salary consists of , how it works, and what benefits a company has when offering it. Follow along.
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What is the fourteenth salary?
This is an additional benefit that some companies offer their employees, in armenia whatsapp list addition to the traditional thirteenth salary. We can see this benefit as a prize or bonus.
Is the fourteenth salary mandatory by law?
No, in Brazil only the thirteenth salary is guaranteed by law to all workers governed by the CLT . The fourteenth salary, on the other hand , has no legal requirement for workers, therefore depending exclusively on the internal policy of each company.
Therefore, no company is obliged to offer it, except in cases that have been certified through labor documents such as the Collective Labor Agreement (CCT) or Collective Labor Agreement (ACT).
Organizations that adopt this payment practice generally seek to encourage and reward their employees more abundantly, which promotes a culture of valuing and retaining the best talent.
The fourteenth salary can be presented as part of the company's benefits policy, as well as other flexible benefits , such as food vouchers, meal vouchers, medical insurance, among others.
What are the advantages of offering the fourteenth salary for both the company and employees?
While it is the most desired benefit for all employees in the job market, the fourteenth salary is an excellent strategy for employee engagement and motivation.
Benefits of the benefit for companies
Contributes to improving employee satisfaction and engagement;
Intensifies the improvement of team productivity and performance;
Effectively reduces absenteeism in the company;
Helps attract and retain talent;
Shows gratitude for the employee's efforts;
It significantly reduces high turnover rates in the organization.
Benefits of the benefit for professionals
The employee feels valued;
Offers a better quality of life to employees;
The worker can pay off his debts;
The employee will have more purchasing power;
You will be able to take out loans and pay them off.
BR - INBOUND - Blog CTA - Template - HR Checklist
How should the company proceed if it wants to offer the fourteenth salary?
Firstly, the company that intends to offer its employees the fourteenth salary must observe some situations before offering the benefit, let's look at some of them below.
Analyze cash flow
The first step is to carefully analyze the cash flow to check whether it is possible to meet this additional financial commitment and whether this will not destabilize the business's finances.
Since payment of this benefit is not mandatory, the company must conduct an in-depth study and meticulous planning. If the company concludes that it does not have the resources to pay an extra salary at the end of the year, there are alternative financial benefits that can be considered.
Commitment of areas of the company
It is necessary to check whether the payment of this bonus will not compromise other areas of the company, that is, there is no point in offering a bonus to the worker if it means a loss of staff in other areas.
By reading this content, you will certainly understand what the fourteenth salary consists of , how it works, and what benefits a company has when offering it. Follow along.
sesame hr logo
All the information you need, in one place, with Sesame RH's Document Manager
Simplify document management, access important files in seconds, and collaborate efficiently with your team securely from anywhere
Free trial
What is the fourteenth salary?
This is an additional benefit that some companies offer their employees, in armenia whatsapp list addition to the traditional thirteenth salary. We can see this benefit as a prize or bonus.
Is the fourteenth salary mandatory by law?
No, in Brazil only the thirteenth salary is guaranteed by law to all workers governed by the CLT . The fourteenth salary, on the other hand , has no legal requirement for workers, therefore depending exclusively on the internal policy of each company.
Therefore, no company is obliged to offer it, except in cases that have been certified through labor documents such as the Collective Labor Agreement (CCT) or Collective Labor Agreement (ACT).
Organizations that adopt this payment practice generally seek to encourage and reward their employees more abundantly, which promotes a culture of valuing and retaining the best talent.
The fourteenth salary can be presented as part of the company's benefits policy, as well as other flexible benefits , such as food vouchers, meal vouchers, medical insurance, among others.
What are the advantages of offering the fourteenth salary for both the company and employees?
While it is the most desired benefit for all employees in the job market, the fourteenth salary is an excellent strategy for employee engagement and motivation.
Benefits of the benefit for companies
Contributes to improving employee satisfaction and engagement;
Intensifies the improvement of team productivity and performance;
Effectively reduces absenteeism in the company;
Helps attract and retain talent;
Shows gratitude for the employee's efforts;
It significantly reduces high turnover rates in the organization.
Benefits of the benefit for professionals
The employee feels valued;
Offers a better quality of life to employees;
The worker can pay off his debts;
The employee will have more purchasing power;
You will be able to take out loans and pay them off.
BR - INBOUND - Blog CTA - Template - HR Checklist
How should the company proceed if it wants to offer the fourteenth salary?
Firstly, the company that intends to offer its employees the fourteenth salary must observe some situations before offering the benefit, let's look at some of them below.
Analyze cash flow
The first step is to carefully analyze the cash flow to check whether it is possible to meet this additional financial commitment and whether this will not destabilize the business's finances.
Since payment of this benefit is not mandatory, the company must conduct an in-depth study and meticulous planning. If the company concludes that it does not have the resources to pay an extra salary at the end of the year, there are alternative financial benefits that can be considered.
Commitment of areas of the company
It is necessary to check whether the payment of this bonus will not compromise other areas of the company, that is, there is no point in offering a bonus to the worker if it means a loss of staff in other areas.