Are you going to work in Corpus Christi? See when you can amend and what your rights are

Is Corpus Christi a holiday? See which capitals will have time off
Many workers are already looking at the long-awaited "holiday holiday" of Corpus Christi, celebrated next Thursday (4).
The date is considered a national optional point, that is, states and municipalities can decree it as a religious holiday, as long as there is local regulation - which can allow amendments and prolong the rest. (see in which capitals the date guarantees a day off)
Do you have any suggestions for a report? Send it to g1
As the celebration falls on a Thursday, the rest can last up to four days in a row for those who get Friday (5) off and don't work on the weekends. See what the calendar looks like:
June 4th: Corpus Christi (optional point);
June 5th: optional point;
June 6th (Saturday): day off for those who don't work on weekends;
June 7th (Sunday): day off for those who don't work on weekends.
In cities where Corpus Christi is considered a holiday, the general rule is to be released from work. Even so, the legislation allows activities considered essential to operate. (check out which ones below)
⚠ But be careful: whoever is scheduled to work on the date has guaranteed rights, such as double pay or a compensatory day off.
g1 spoke to lawyers specializing in labor law to help understand the rules.
Below, you will find out:
Can my boss force me to work during the holiday?
⚖ What are my rights?
Double pay or time off? Who decides?
❌ I missed work, despite being cast. Can I be fired for just cause?
➡ Who can amend the holiday?
⚠ Are the rules different for permanent and temporary employees?
✍ How does it work in the case of intermittent workers?
What are the next holidays in 2026?
Corpus Christi: the country's streets feature colorful carpets made by believers
Reproduction/TV Globo
1. Can my boss make me work during the holiday?
Yes. Although article 70 of the CLT prohibits professional activities during national holidays, the legislation makes exceptions for services considered essential, such as sectors of industry, commerce, transport, communications, funeral services and activities linked to security, among others.
In addition, the employer may request that the employee work during the holiday when there is a Collective Labor Agreement - an agreement previously signed between employers and unions.
2. What are my rights?
For those who work on holidays, the legislation guarantees double payment or compensation with time off on another day.
"If there is a bank of hours, it is also possible to post these hours worked, under the terms of the individual or collective agreement", explains Ana Gabriela Burlamaqui, labor lawyer and partner at AC Burlamaqui Consultores.
3. Double pay or time off? Who defines it?
The definition of the type of compensation - double payment or granting of compensatory time off - is generally determined in an agreement signed between the employer and the union.
In the absence of a Collective Labor Agreement, the decision can be negotiated between the employer and employee. However, it is important that both parties are in agreement and that the compensation chosen is in accordance with the legislation.
"The employer cannot decide unilaterally. If there is an agreement or collective convention providing for compensation for time off, this rule prevails; if it does not exist, double payment for work on holidays is mandatory", says Elisa Alonso, labor lawyer and partner at RCA Advogados.
4. I missed work even though I was scheduled. Can I be fired for just cause?
It depends. Absence can be characterized as insubordination - that is, disobedience to a hierarchical superior.
"But dismissal for just cause, in general, does not result from an isolated fact, but from repeated misconduct", says Ana Gabriela Burlamaqui, labor lawyer.
Thus, dismissal for just cause generally results from a process that includes formal warnings and attempts to correct behavior.
In the case of normal working hours, the employee may suffer other administrative penalties such as deduction for the day not worked, which will be considered unjustified absence.
""Unjustified absence must be reprimanded. However, to characterize just cause, other factors need to be analyzed, such as the recurrence of the conduct, the impact caused to the company and the role performed by the employee", adds labor lawyer Elisa Alonso.
5. Who can amend the holiday?
As it falls on a Thursday (4), Corpus Christi opens up the possibility for many workers to "amend" their day off with the weekend, reaching four consecutive days of rest.
Despite this, it is important to highlight that the Friday (5) is not a national holiday, but a normal working day.
Thus, the possibility of amendment depends on the rules of each company, in the case of the private sector, and on decisions by municipal, state and federal governments, in the case of public servants. See below:
PRIVATE COMPANIES
According to labor lawyer Vanessa Carvalho, the legislation does not oblige the employer to grant the so-called "holiday amendment" to employees.
"However, it is possible - and quite common - that the topic be the subject of negotiation between the parties, employers and employees", adds the expert.
An alternative is compensation for hours not worked through a time bank, work on a Saturday or an addition of up to two hours to the daily shift throughout the week.
There are also companies that grant time off spontaneously. In these cases, the employer cannot deduct the day or demand compensation later.
PUBLIC EMPLOYEES
For federal employees, Friday (05) will be an optional point, according to the calendar released by the government at the end of last year.
For state and municipal employees, the adoption of the optional point depends on the decision of each local administration. In São Paulo, for example, the city hall determined the suspension of working hours, with subsequent compensation for hours not worked.
In these cases, employees, interns and residents must make up the hours between January and September 2026. The municipal administration may also establish shifts, if necessary. necessary.
➡ It is worth remembering that services considered essential continue to operate normally, without changing the working day.
6. Are the rules different for permanent and temporary employees?
The basic rules on working on holidays apply to both permanent and temporary employees, including the right to double payment or compensatory time off.
However, workers hired on a temporary basis may have specific conditions set out in the contract.
7. Intermittent work regime - legal provision included in the CLT by the 2017 Labor Reform -, payment for days worked on holidays must be agreed at the time of hiring.
The contract must specify the value of the hour worked, which already needs to consider the additional payments due for working on holidays or overtime.
In this way, the intermittent worker receives exactly the amount previously agreed for the days actually worked, including holidays, explains lawyer Luís Nicoli.
8. next holidays in 2026?
In total, 2026 will have 10 national holidays, 9 of which will fall on working days. This is one of the most favorable calendars in recent years for those who want to plan extended breaks throughout the year.
After Corpus Christi, which is a national optional holiday, the next holidays are September 7th (Independence of Brazil) and October 12th (Our Lady of Aparecida).
Both fall on a Monday and can provide an extended break for those who have weekends off.
G1 has prepared a calendar with all the optional and national holidays in 2026. Check out:
2026 Calendar
g1
READ ALSO
The best dates to take a vacation in 2026: see how to amend holidays and get up to six days off
2026 holidays: almost all fall on working days and become extended days off; see how to take advantage
Holidays in 2026: almost all fall on working days and become extended days off

Source: G1