These are the main reasons for dismissals for just cause

Summary The main reasons for dismissal for just cause include unexcused absences, insubordination, breach of trust, use of alcohol or drugs on the job, while health problems can lead to disability retirement, not punishment.

Losing your job is already a delicate situation. When it happens under the guise ofdismissal for cause , the impacts are even more severe—both to your financial health and to your professional image. But what exactly constitutes this type of dismissal? What actions can be considered serious enough to justify this measure?

Despite being provided for by law, just cause still raises many questions among workers, especially when applied unexpectedly. Understanding the limits and rights involved is essential to avoid surprises.

Among the main reasons are frequent absences without formal medical certificates or explanations. Accumulated absences compromise the company's operations and, in many cases, generate warnings that accumulate until more serious action is taken.

"The company needs to keep its team running smoothly. When employees miss work without notice or justification, it's difficult to maintain their plans," explains Lúcia Andrade, HR coordinator at a transportation company.

Insubordination and attitudes that disrespect rules

Ignoring direct orders, acting hostilely, or failing to comply with internal rules can also be considered a breach of conduct. However, the company must prove the incident with records, witnesses, or documents, especially if the employee disputes it.

Behaviors that violate trust

Actions such as theft, use of company resources for personal gain, or exposure of confidential data are considered extremely serious. They represent not only a breach of trust but also a legal risk to the business.

In these cases, the dismissal is usually immediate, without the need for prior warnings, as long as the act is proven.

Alcohol and drugs during working hours

Substance use within the company or at work, especially in operational roles, is one of the most common causes. Besides risking productivity, it also puts other employees at risk. Even companies that offer support and referrals for treatment may, in the event of a repeat offense, impose a just cause.

When a health problem enters the scene

In some cases, an employee's performance may decline due to health reasons. And when this condition permanently prevents them from working, it's not a dismissal for misconduct, but rather a different reality: the possibility of disability retirement .

“I’ve seen situations where employees, instead of being fired, were advised to seek medical advice and have their social security rights guaranteed,” comments Lúcia.

It is important to differentiate between the cases: if the worker cannot perform their activities due to a proven condition, they must be evaluated by the INSS — and not penalized with unfair dismissal.

Avoiding surprises starts with information

Dismissal for cause can only be applied when there is a clear, serious, and properly documented reason. Even so, many workers receive this type of dismissal without fully understanding the reasons or knowing they can challenge the decision.

Knowing your rights and responsibilities, maintaining an open dialogue with management, and, most importantly, seeking legal support if you have any questions can help you avoid injustice and protect your career.