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Expand Your Employer of Record Services In Brazil
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Expand Your Employer of Record Services In Brazil
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Brazil At a Glance
Brazil At a Glance
Brazil At a Glance
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Country Information
Easily navigate Brazil Employment Landscape
Easily navigate Brazil Employment Landscape
Easily navigate Brazil Employment Landscape
Discover everything you need to know about working in Brazil with practical, trusted resources designed for both professionals and employers. We break down Brazil’s core employment framework under the CLT (Consolidação das Leis do Trabalho), explain work visa/residence authorization steps for foreign nationals, and cover key workplace rights, payroll, and compliance—so you can confidently plan your career move to Brazil.
Weekly Working Hours
National Holidays
Leave
Types of Employment
Employment Costs
IC Class Factors
Labor Leasing
Minimum Wage
Medical Benefits
Probationary Periods
Termination Notice
Severance
Understanding Weekly Working Hours in Brazil
Explore Work hours Employee rights in Brazil
Explore Work hours Employee rights in Brazil
Explore Work hours Employee rights in Brazil
In Brazil, the standard working time is limited to 8 hours per day and 44 hours per week, promoting employee well-being while maintaining productivity. Any hours worked beyond these limits are classified as overtime and must be compensated at a premium rate.
Under Brazilian labour law, overtime is generally paid at a minimum of 50% above the regular hourly wage. When overtime is performed on Sundays or public holidays, compensation typically increases to at least 100%, unless the employee receives a compensatory day off. Collective bargaining agreements may establish higher overtime rates or alternative compensation arrangements, depending on the sector.
Public Holidays and Employee Leave in Brazil
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
In Brazil, employees are entitled to paid national public holidays, allowing time off to observe civic and religious celebrations. Alongside public holidays, Brazilian labour law guarantees a comprehensive set of statutory leave entitlements that support employee well-being and family life.
Workers are entitled to paid annual vacation, paid sick leave, maternity leave, and paternity leave, with specific durations defined by law. Brazil also recognises parental protections, including job security during pregnancy and after childbirth. In certain situations, employees may take special paid leave for events such as marriage, bereavement, blood donation, military service, or court appearances, as provided under the CLT.
Understanding Employment Contracts in Brazil
Explore Employment Contracts & Costs in Brazil
Explore Employment Contracts & Costs in Brazil
Explore Employment Contracts & Costs in Brazil
In Brazil, employers are required to formalize employment relationships through written employment contracts registered in the employee’s Carteira de Trabalho (CTPS). These contracts must clearly outline job duties, salary, working hours, benefits, and workplace conditions, in accordance with Brazilian labour law and applicable collective agreements.
Types of employment
Permanent (open-ended) employees under the CLT
Fixed-term employees, permitted in specific situations
Temporary workers hired through authorised staffing agencies
Independent contractors, engaged under civil or commercial agreements and not covered by standard employee protections
From a cost perspective, employing staff in Brazil involves significant mandatory employer contributions. In addition to gross salary, employers typically pay social security (INSS), severance fund contributions (FGTS), work accident insurance, and other statutory charges. These costs can add approximately 28%–35% or more to payroll, depending on the employee’s role, salary level, and risk classification.
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ICC classifications, labor leasing, and wage rules in Brazil
Labor Regulations & Independent Contractor Classification in Brazil
Labor Regulations & Independent Contractor Classification in Brazil
Labor Regulations & Independent Contractor Classification in Brazil
In Brazil, the distinction between a freelance (independent contractor) agreement and a service contract is mainly based on the presence or absence of an employment relationship. A service contract is typically result-oriented, focusing on the delivery of a specific service or project within defined terms and deadlines.Â
Labor Leasing
In Brazil, assigning workers to perform duties at a third-party company—commonly known as temporary work or labour intermediation—is permitted only through authorised temporary employment agencies, in accordance with Law No. 6,019/1974 and subsequent reforms. These agencies must be properly registered, and both the agency and the end client may share liability for labour obligations if legal requirements are not met.
Minimum Wage Requirements
Brazil enforces a statutory national minimum wage, which is reviewed and updated annually by the federal government. Employers must comply with this minimum salary floor nationwide. In addition, collective bargaining agreements at the sector or regional level often establish higher minimum wages, benefits, or allowances for specific occupations, which take precedence over the general minimum wage.
How pay and health coverage apply during employee illness in Brazil
Medical Benefits in Brazil
Medical Benefits in Brazil
Medical Benefits in Brazil
In Brazil, employee medical protection and sick pay are governed by a dual system that combines employer responsibility with social security coverage, ensuring income continuity during illness.
When an employee is unable to work due to illness or non-work-related injury, the employer is required to continue paying the employee’s full salary for the first 15 consecutive days of absence. This payment is based on the employee’s regular salary as defined in the employment contract.
From the 16th day onward, responsibility for income support shifts to Brazil’s National Social Security Institute (INSS). At this stage, the employee may receive sickness benefits (auxÃlio-doença), provided they submit valid medical documentation and meet social security eligibility requirements. The benefit amount is calculated according to INSS rules and statutory salary caps, rather than full contractual pay.
For work-related accidents or occupational illnesses, employees may be entitled to accident-related sick benefits, along with job protection for a defined period after returning to work.
Key rules governing probation duration and employer notice requirements.
Probationary Periods & Termination Notice in Brazil
Probationary Periods & Termination Notice in Brazil
Probationary Periods & Termination Notice in Brazil
In Brazil, employment contracts may include a probationary period of up to 90 days, which can be split into two consecutive terms (for example, 45 + 45 days). During probation, either the employer or the employee may terminate the contract with shorter notice and reduced termination obligations, as defined by law and the employment agreement.
Termination Notice Periods After Probation (Brazil)
Once the probation period ends, statutory notice of termination (aviso prévio) applies:
Minimum notice: 30 days
Additional notice: 3 extra days for each completed year of service
Maximum notice: 90 days in total
Notice may be worked or paid in lieu, and collective bargaining agreements may provide more favorable conditions for employees, but cannot reduce the legal minimums.
How termination compensation and background screening are regulated under Austrian labor law
Severance Pay & Pre-Hire Checks in Brazil
Severance Pay & Pre-Hire Checks in Brazil
Severance Pay & Pre-Hire Checks in Brazil
In Brazil, severance is paid at termination, not through monthly contributions. For dismissals without cause, employers must settle statutory payments such as prior notice, unused vacation, proportional 13th-month salary, and FGTS-related amounts, including the severance fine, based on salary and length of service.
Employers may conduct limited background checks, including reviewing public online or social media information, only when relevant to the role and in compliance with Brazil’s LGPD, which requires lawful, proportionate, and non-discriminatory use of personal data.
