Hire in Brazil

Here’s where you get started with human resources best practices and hiring in Brazil.

beautiful scenery in the country of brazil

Brazil Currency

Brazilian Real (BRL)

The Capital of Brazil


Time Zone in Brazil


Important Facts About the Country of Brazil

Introduction to Brazil

Brazil, officially known as Federative Republic of Brazil (República Federativa do Brasil), is the world’s fifth largest country by area. It is a federal republic with a president, who serves as both head of state and government. São Paulo and Rio de Janeiro are the major urban centres. The country’s total population is estimated at around 210 million people. Brazil is considered an advanced emerging economy, hosting some of the world’s most abundant renewable and non-renewable resources.

What to Know about Brazil's Geography

Brazil accounts for over half of the landmass of the continent of South America, spanning an area of over 8.5 million square kilometers. It shares land borders with Uruguay to the south, Argentina and Paraguay to the southwest, Bolivia and Peru to the west and Colombia to the northwest. Brazil borders Venezuela, Guyana, Suriname and French Guiana to the north.

Climate in Brazil

Due to its vast size, Brazil experiences many differing climates. In general it has a humid tropical and subtropical climate, except for the drier, semi-arid areas in the Northeast.

The Culture of Brazil

Modern Brazilian life is marked by various cultures coming together. The predominant influence is Portuguese, due to the historical connection to the Portuguese empire. Brazilian culture is also shaped by indigenous Indian and African cultures, along with more recent European and North American influences.

Religions Observed in Brazil

Approximately two-thirds of Brazilian people adhere to Roman Catholicism, just under one quarter adhere to Protestantism and less than one in ten express no religious affiliation.

Languages Spoken in Brazil

Portuguese is the official language of Brazil. English and Spanish are commonly taught as second languages. Many different minority languages are spoken by Brazil’s indigenous population, especially in more remote areas.

Brazilian Human Resources at a Glance

Employment Law Protections in Brazil

The main source of labor law in Brazil is the Consolidation of Labor Laws 1943 (Consolidação das Leis do Trabalho, CLT), which is also known as the Labor Code. Its extensive 2017 reforms, known collectively as the Labor Reform, implemented changes to many articles and was intended to modernize the Labor Code, simplify procedures, better recognize collective negotiations and formalize workforce regulation.

In Brazil, labor laws are a matter of federal law rather than state and municipality legislation. Therefore, labor laws are generally standardized.

Employment relationships are also governed by the provisions outlined in Collective Bargaining Agreements (CBAs).

Employment Contracts in Brazil

A written employment contract is not required in Brazil. However, it is strongly recommended to furnish a written contract to include agreement on certain conditions and details. These include:

  • Salary and benefits
  • Job role
  • Working hours
  • Place of work
  • Agreement on overtime pay and the offset of extra working hours
  • Probation periods
  • Fixed terms (if applicable)
  • Employee’s duties of confidentiality, non-disclosure agreements and non-competition clauses
  • Company policies and standard operating practices, such as IT-related practices and expense reimbursement
  • The conditions of travel and transfers

Any provisions concerning the above may not be considered valid and enforceable if a written contract is not executed. In that case, the employment relationship would be subject to  the Labor Code and interpreted similarly by any court.

The employment contract should additionally observe the following minimum conditions:

  • The legal minimum wage or a minimum wage negotiated by CBA
  • Holiday entitlement of 30 days, with payment of additional holiday pay at one-third of the regular salary
  • Maximum working hours (normally eight hours per day and 44 hours per week)
  • Payment of one extra month’s salary (13th month’s salary)
  • Brazilian Severance Indemnity Fund (FGTS)

Contracts must be signed and registered at least 48 hours before the start date.

Brazil's Contract Terms

Employment agreements in Brazil are usually set for an indefinite term. Fixed-term employment agreements are only allowed:

  • for up to two years when either the temporary nature of the service justifies a pre-established term or the business activities have a temporary nature;
  • during an initial 90-day probation employment period, after which the employment agreement will become for an indefinite term.

The fixed-term agreement will automatically become an indefinite term employment agreement if the agreement:

  • is intended for a fixed term, but the reason to justify it is not one of the reasons permitted by law;
  • does not include a clause confirming the duration of the term and the legal justification for having a fixed-term;
  • is extended more than once;
  • the maximum term of the fixed-term agreement is exceeded;
  • any renewal is not agreed upon by both parties in writing;
  • if successive fixed-term employment agreements are used without observing the legally mandated 6-month break.

Pre-Employment Checks

Brazilian law restricts what type of information can be asked from employees by employers and checked during the recruitment process.

Criminal records and drug tests are possible only for specific job positions; in which case the candidate must grant specific consent. Pregnancy tests are prohibited by law, in any case. Immigration checks are generally required for foreign workers (expatriates).

An applicant is obligated to submit to a medical examination. Depending on the employee’s line of work, there can be other mandatory test requirements. If the test results are not satisfactory, the employer has the right to prevent future labor claims. This means they can terminate the recruitment process following the test. However, companies must have justifiable reasons in order to prevent being sued for discrimination.

Brazil's Guidelines Regarding Probation Period/Trial Period

The trial period may be established within the terms of the Employment Contract. The trial period may be for a period of up to 90 days. This period may also be split into two periods that add up to 90 days and may be extended only once, at the employer’s discretion, to the total period.

There is no probation period for fixed-term contracts.

Regulations and Rules Regarding Working Hours in Brazil

The regular working period cannot exceed eight hours per day and 40 hours per week. Employees who work more than six hours a day are entitled to at least a one-hour break. There must be a minimum rest period of 11 hours between the completion of a working day and the beginning of another. Employees are entitled to a paid rest period each week, preferably on Sundays. Some specific categories allow for a different work shift.

Day hours are considered from 5 am to 10 pm. Night hours are considered from 10 pm to 5 am, and must be paid with an additional 20% of the day-hour rate.

Employers with 20 or more employees must keep a record of their employees’ working hours, including those who work from home. Some legal exceptions might apply, such as employees in a position of trust (those who have direct reports, manage a department, have the authority to sign on behalf of their employer, or are involved in hiring and firing employees).

Brazilian Laws Regarding Overtime

In general, overtime should be limited to two hours per day. Compensation for overtime work must be at least 100% greater than the compensation for regular work. If the overtime is performed on Saturdays, Sundays or holidays, the additional pay is 100% of the standard rate.

Employees may negotiate with the employers and an agreement may be made to bank hours to compensate any overtime worked instead of taking payment. In this sense, the overtime worked in one day may be compensated by the exact reduction of the work shift in another day or days, within a period of six months (may vary depending on employer).

The following categories of employees are not entitled to receive overtime payments and are not subject to the established limits on working hours under the Labor Code:

  • employees who carry out external activities that are incompatible with the establishment of working hours, and this condition must be noted in the Work and Social Security Card and in the employee register; and
  • employees (such as managers) who occupy trust positions (subject to evaluation)
  • and teleworking employees who provide services by production or task

Note: EEs who occupy trust positions, must be paid at least an additional 40% on top of their regular base monthly salary.

Health and Safety in the Workplace

Employers are liable for protecting the health and safety of their workforce. Thus, they must ensure a healthy and safe workplace for employees and comply with all mandatory regulations regarding healthy and safety matters. These regulations cover mandatory periodical medical examinations, medical examinations upon admission and termination, medical records, provision of specific task related training, maintenance of an Internal Commission for Accident Prevention (CIPA) as well as other requirements.

Record Keeping

Employers are required to provide a section for employees to specify their self-identified racial or ethnic information in administrative documents and records. This requirement applies to various forms, such as those used for employee admission and dismissal, and registration for the Brazilian Social Security System, among others.

Rules Regarding Bonus and 13th Month Pay in Brazil

Most employees are entitled to receive a statutory Christmas bonus each year, equivalent to one monthly salary. Typically, 50% of the Christmas bonus must be paid by November 30 and the remaining 50% on or before December 20.

It is common practice in Brazil to reward employees through bonus payments, which may be contractual or discretionary. All bonuses must be provided on an equal opportunity basis to all employees at similar levels.

Bonus terms and conditions are generally agreed upon at will between the employer and the employee. However, employers should note that if a bonus is paid regularly it might be considered as part of the employment contract. In this case, it becomes subject to regulations. For example, after establishing the regular payment of a bonus, it may not be altered to the detriment of the employee.

To ensure the bonus received by the employee is not considered part of his or her contractual remuneration, the following considerations must be met:

  • The bonus payment must be offered at the employer’s discretion.
  • The bonus payment must not be paid out on a regular basis.
  • The bonus payment must be related to the employee’s performance being “above the usual expected.”



Under Brazil’s labor legislation, there are five distinct types of termination.

  1. Termination without cause: the employer is not required to disclose the reason
  2. Resignation by the employee
  3. Indirect termination: this type of termination is characterized by serious misconduct the employer commits against the employee
  4. Termination by mutual consent: both parties mutually agree to terminate employment
  5. Termination for cause: must be grounded in one of the situations:
  • an act of dishonesty
  • intemperance of conduct (related to inappropriate sexual behavior) or misconduct
  • habitual trading on the employee’s own account without permission from the employer or when such an act constitutes as competition to the employer or is harmful to the business;
  • criminal conviction of the employee (if there has been no suspension of the sentence)
  • negligent performance of duties
  • habitual drunkenness in the workplace
  • breach of company secrets
  • an act of indiscipline or insubordination
  • abandonment of employment
  • physical violence or acts against someone’s honor or name during work (except in the case of self-defense or defense of third parties)
  • customary practice of gambling in the workplace

Payment of termination costs must be made within 10 calendar days after the end date.

Pregnant women cannot be terminated by the employer during pregnancy or for a period of 60 days after the end of maternity leave. Employees under sick leave (work-related or not) cannot be terminated without cause.

An employee cannot be terminated without legal just cause within 30 days prior to the Union base date. If termination happens within this period, additional severance is due, and it is equivalent to one additional monthly salary.

Brazil's Requirements Regarding Notice Period

By Employer

Notice of termination must be given prior to dismissal in the event of a termination without cause and at the employer’s initiative. In the event of termination of the employment agreement for an indefinite term the prior notice period is at least 30 days, with three days added per year of work, limited to 90 days in total. During this 30-day notice period, as per the law, employees are entitled to choose between reducing their notice by 2 hours per day or by 7 days.

The employer may opt to provide a pay in lieu of notice and release the employee from working in this period. Dismissal without notice is accepted in terminations for cause, in which case the communication of the termination is immediate and no payment in lieu is due.

By Employee

When an employee initiates the termination of an indefinite term without cause, it is called a resignation. The employee must offer a prior notice to the employer of 30 days or request to be released from working during the prior notice period.

In the event of a termination by mutual consent, the required prior notice period will be cut in half.

Fixed-term Contract

No notice is needed to terminate the fixed-term contract, but severance is still due.

Severance Pay in Brazil

Under the five distinct types of termination, severance pay guidelines are as follows:

  1. Termination without cause by the employer: payment of salary balance, accrued vacation plus one-third bonus, proportional vacation plus one-third bonus, proportional 13th salary, 40 percent severance fund (FGTS) fine over the balance of the employee’s individual account. The employee is also entitled to withdraw the FGTS balance and receive unemployment insurance.
    For early termination of fixed-term contracts (including the probationary period), additional severance is due and it is equivalent to 50% of salaries up to the end of the original contract tenure.
  2. Resignation by the employee: payment of salary balance, proportional 13th-month salary, accrued vacation plus one-third bonus, and proportional vacation plus one-third bonus.
  3. Indirect termination: same payments due as in a termination without cause.
  4. Termination by mutual consent: half of the payment of the prior notice and the FGTS fine (employee’s part) and, in full, other labor allowances due in a termination without cause. In this type of termination, the employee will be able to withdraw up to 80%t of the FGTS balance and will not be entitled to receive unemployment insurance.
  5. Termination for cause: payment of salary balance and accrued vacation plus one-third.

Post-Termination Restraints / Restrictive Covenants

There is no specific regulation in Brazil regarding restrictive covenants or their enforceability following termination of employment agreements. However, the Brazilian Federal Constitution establishes an individual’s right and freedom to work.

Non-compete clauses

Based on case law, Brazilian labor courts tend to consider a non-compete agreement valid and enforceable after termination only when the following components are included in such an agreement:

  • Limitation in time: The period of restriction must be reasonable and, in all events, limited to 24 months maximum.
  • Geographic limitation: A reasonable geographic limitation for the restriction must be established. It is possible to conclude the restriction applies on a worldwide basis or in a specific region.
  • Limitation of object: The obligations set out by the non-compete must not exceed the limits of what is considered reasonable to protect the employer’s interests.
  • Fair compensation: The parties may negotiate what is reasonable on a case-by-case basis based on the extension of the non-compete obligation, period and restrictions. For example, if the restriction is broad (e.g. the former employee cannot work for any company that is a competitor of the former employer) the general rule is that compensation, during the period of the non-compete obligation, should be equal to the amount the former employee would earn as his or her ordinary compensation if he or she remained employed for such period. As a rule of thumb, fair compensation corresponds to the last compensation multiplied by the number of months for the non-compete obligation.

Customer & Employee non-solicit clause

Although there is no legislation in Brazil regarding non- solicitation provisions, it is common for employers to include this type of restriction in the employment agreements of employees at the management level. As there is also little history in case law on this matter, there are few conclusions about its enforceability. However, the current legal perspective generally understands that non-solicitation clauses are valid so long as the parties agree on: (a) limitations in time; (b) limitations of geography and (c) limitations of objective.

Trade Unions / Collective Agreements in Brazil

Unions may negotiate on behalf of employers and employees and execute CBAs. The terms and conditions negotiated by the unions are mandatory, covering employers and employees within the specific category. An employer may also negotiate a specific CBA with the employees’ union, determining how it will apply to its employees. There are some matters that can only be implemented by means of a CBA, such as the offsetting of a working hours system or a profit sharing program.

Tax and Social Security Information for Employers in Brazil

Personal Income Tax in Brazil

Brazilian Resident Individuals are taxed on a progressive basis

Income Brand Tax Rate % Income Tax Deduction (BRL)
0 – 2,259.20 0 0
From 2,259.21 to 2,826.65 7.5 169.44
From 2,826.66 to 3,751.05 15 381.44
From 3,751.06 to 4,664.68 22.5 662.77
Above 4,664.68 27.5 896.00

Non-residents are taxed at a flat rate of 25%.

Residents of Brazil are taxed on their worldwide income. Non-residents are taxed exclusively on their Brazilian-sourced income.

Social Security in Brazil

The social security contribution rates paid by employees vary depending on the individual’s salary level.

Income Band (monthly) Employee Contribution Rate (%)
Up to BRL 1,412.00 7.50
From BRL 1,412.01 – 2,666.68 9.00
From BRL 2,666.69- 4,000.03 12.00
From BRL 4,000.04 – 7,786.02 14.00

The employer’s contribution is determined at a rate ranging from 20-28.8% percent of the total payroll, with no cap on earnings subject to contributions. The employer’s contributions are used to finance sickness, maternity benefits and family allowances. Employers are also subject to an 8% contribution to the Brazilian Indemnity Severance Fund (FGTS).

Type of Social Insurance Employer Contribution Rate (%)
INSS – Social Security Contribution 20.0%
Unemployment Pension Fund (FGTS) 8.0%
EDUC – Social Development Activities (Primary Education) 2.5%
INCRA – Social Development Activities (Agriculture) 0.2%
SENAC – Social Development Activities (Trade education) 1.0%
SESC – Social Development Activities (Commerce) 1.5%
SEBRAE – Social Development Activities (Small enterprises) 0.6%
RAT/FAT – Work Accident Insurance 2.0%
TOTAL 27.8%

*The above table serves as a broad guideline. Actual rates charged by GoGlobal will differ.

Important Information for Brazilianan Employees

Salary Payment

Salaries should be paid out monthly, no later than the 5th business day after any given working month. It is important to note the Federal Constitution also specifically prohibits salary reductions, except in situations established by a CBA.


A payslip must be provided to the employee at the time of salary payment. The payslip must include details of the pay period, the gross salary, the relevant deductions and the net salary.

Annual Leave

After a qualifying period of 12 months, employees are entitled to 30 calendar days of paid vacation. This should be taken within the subsequent period of 12 months, at times most convenient for the employer. The vacation period can be split into periods, provided the employee agrees to this. The vacation leave can be taken in up to three periods, one of which cannot be for less than 14 days. The other periods must not be less than five days each. Additionally, the employee may trade up to 10 days of their vacation period for the equivalent salary compensation. The vacation remuneration corresponds to the monthly salary plus one-third of the employee’s monthly salary. This is regarded as a vacation bonus. Payment of the vacation bonus must happen at least 2 days prior to the vacation start date.

Carry over rules

If the vacation it is not taken within the year, employers must pay double the salary for the vacation period, as well as allow the employee to carry over the right to take the vacation to the next year and they must be scheduled right away to allow the employee to rest.

Sick Leave

With the presentation of an appropriate medical certificate, an employer is responsible for an employee’s salary during the first fifteen days of sick leave. After the fifteenth day of absence due to sickness, the Social Security Agency (INSS) will pay a sick leave benefit to the employee. This benefit does not substitute the actual salary. It is based on INSS calculations of the last contributions and is capped at approximately BRL 7,786.02. The INSS-supported leave will last for as long as the employee needs to make a full recovery. This time is compensated without any legal limitation.

During medical leave, the employment contract is suspended. However, it may not be terminated.

Leave of absence

According to the Labour Code, an employee may be absent from work, without any prejudice to his or her salary, in the following situations:

  • marriage: three consecutive days (the employee has the right to take vacation time off immediately before or after marriage leave. It is mandatory that the employee informs the employee at least 60 days in advance.);
  • certified voluntary blood donation: one day each 12-month period;
  • electoral enlistment: up to two days, consecutive or not;
  • military or any other public service: for the necessary period (the employer must continue paying salaries during the first 90 days);
  • university admission tests: on the dates of the exams;
  • participation in court proceedings: for the necessary period required by the authorities;
  • union officers: for the necessary period to meet the duties related to the mandate;
  • accompanying a spouse or partner to medical appointments and follow-up examinations during their pregnancy: up to 6 medical appointments;
  • accompanying a child of up to six years to a medical consultation: one day per year (if the employee needs to care for his/her sick minor child, the absence shall be considered excused and without pay for the day not worked. The absence cannot substitute the day of rest);
  • certified cancer preventive exams: three days each 12-month period;
  • legal abortion: two weeks;

Collective bargaining agreements may also provide other types of paid leave that must be observed by the company.

The employer can choose to grant unpaid leave if employees request. During this period, the contract is suspended for all legal means.

Compassionate & Bereavement Leave

Two consecutive days paid leave for death of a spouse, ascendant, descendant, sibling or a person who lives under the employee’s economic dependence (and is declared in his or her labor booklet).

Maternity and Paternity Leave

All female employees are eligible for maternity benefits. The maternity benefit is subsidised by the INSS to the employee for 120 days. This period may commence up to 28 days before the expected birth date. The employer is responsible for paying this benefit. They can then deduct the relevant amount from the social security contributions due to the INSS.

Male employees in Brazil are entitled to five consecutive days of paid paternity leave.

Under certain circumstances, the maternity leave may be extended to 180 days. Paternity leave can be extended up to 20 days. In these cases, the requirements established by the government program must be observed.

Adoptive parents are also entitled to the same 120 days for female employees and five consecutive days for male employees.

Public Holidays

Employees are entitled to paid leave from work on public holidays. Local (municipal or state) holidays may also apply, depending on where the company is based. If an employer requires an employee to work on a holiday, the remuneration paid must be at least double the regular compensation. Applicable CBAs may establish a higher rate for holiday remuneration.

Benefits to the Employee in Brazil

Brazilian Statutory Benefits

The social security authority in Brazil provides different types of insurance programs to workers who have contributed to the system. Individual allowances are often dependent on the number of contributions made and on the amounts involved in each contribution. The main insurances provided by the Social Security Authority are: 1) retirement allowance; 2) accident and illness allowance; 3) disability allowance and 4) maternity allowance.

Employers are required to provide Life/Short-term disability insurance to employees. At GoGlobal, the current amount is BRL 334.62 per worker/month.

Other Benefits

Typically, employees in senior roles are offered supplementary benefit packages. These may include:

  • Supplementary Private pension programs
  • Employers are not required to offer private healthcare to their employees, but it is very common
  • Collective bargaining agreements may establish additional benefits to employees and, therefore, employers must comply with the conditions set forth and grant such benefits to its employees
  • Meal vouchers
  • Transportation

Rules Regarding Visas and Foreign Workers in Brazil

General Information

To work in Brazil, a foreign national will be required to obtain a work visa. Applications are to be made to the Brazilian Ministry of Labor and Employment (MTE).

The most common types of visas are:

  • Temporary visa for employment contract: This is for foreign nationals who will work as an employee of a Brazilian company. It is valid for up to two years and may be extendable once for the same period. under certain qualifying terms, it may be converted into a permanent visa. The employer must submit a copy of the employment contract to the MTE and provide evidence the employee has sufficient qualifications and experience to occupy the position.
  • Permanent visa to represent a Brazilian company: This is for foreign nationals who will act as a director, manager or a managing administrator of a Brazilian company. This visa is either limited to the period in which the foreign national will hold the appointment. If that period is deemed indefinite, the visa is limited initially to a period of five years. This visa also requires a foreign investment of at least BRL600,000 into the company.
  • Temporary visa for technical and specialized services: This is for foreign nationals who will work as technicians or provide other specialized services in the name of the foreign company. Such visas can be valid for 30 days, 60 days or one year. For the visa application the company must provide the MTE with, along with other documentation, evidence of at least three years of relevant professional experience.

The MTE usually requires between 30 and 45 days to process the documentation and information before confirming success or failure of the application.

An employer-sponsored temporary work visa is personal and does not extend to third parties. Therefore, spouses and other family members of a foreign worker holding a temporary work visa must apply for their own work permit. However, these family members may seek a temporary work visa and are entitled to receive a family reunion visa. This type of visa allows them to exercise any activity in the country, including remunerated work activity, for the same period.

The Brazilian Labor Code institutes a ‘two-thirds rule.’ This rule requires that a Brazilian employer company must hire two Brazilian employees for each foreign employee they may hire. This requirement is also reflected in relation to the ratio in the company payroll. Thi means two-thirds of the payroll must be absorbed by Brazilian employees.

Getting a Tax Number

In addition to the specific working visa, a foreign national must also obtain a:

  • Brazilian ID card, (issued by the Brazilian Federal Police – it usually takes 60 to 180 days to obtain)
  • Work and social security card, (issued by the MTE – it usually takes seven to 10 days to obtain)

Both the work and social security cards are a requirement for obtaining employment. It is illegal for a Brazilian company to employ someone without these documents.

Public Holidays Recognized by Brazil in 2024

Occasion Date
1 New Year’s Day January 1
2 Carnaval Break February 12 – 14
3 Good Friday March 29
4 Labour Day May 1
5 Corpus Christi May 30
6 Republic Proclamation Day November 15
7 Black Consciousness Day November 20
8 Christmas Day December 25
Note: Talent must also observe local holidays that are mandated by the city and/or state they live in.

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