Brazil PEO & Employer of Record Services
Global PEO Services (GPS) helps companies hire employees in Brazil without establishing a legal entity. All human resources, benefits, payroll, and tax needs for the employees are managed by our Brazil PEO, while the new hires and headquarter teams focus on your business goals. Using Brazil PEO services is the fastest and most efficient way to develop a workforce in Brazil.
When hiring employees in Brazil, establishing a subsidiary or branch office is not always the best route, as it’s often a lengthy and expensive process. Hiring via a Professional Employer Organization (PEO), or Employer of Record (EOR), is a faster and often more effective option – especially when starting up in a new country.
Global PEO Services hires the employees on your behalf, legally contracting them through our subsidiary in accordance with Brazil labor laws. As a result, the burden of compliance is on us and the employees can begin work for your company in a matter of days. PEOs/EORs provide you with a streamlined option for hiring employees, testing markets, and responding to growing business needs in Brazil. With Global PEO Services, you get control without taking on legal entity liabilities, contractor risks, or sacrificing on talent or speed to market.
Brazil - Country Overview
Brazil is the fifth-largest country in the world and gets its name from the Brazilwood tree. The country is known for its passion for soccer, and every city in Brazil has a stadium. Brazil is the largest economy in Latin America and the second largest in the Americas, after the United States. Brazil has a vast quantity of natural resources, including gold, uranium, and iron. The fertile and enormous landmass makes the production of different agricultural products easy, thus making agriculture the main contributor to its economy.
Brazilian Real (R$)
Federal Presidential Republic
Other Major Cities
São Paulo, Rio de Janeiro
Employment Contracts in Brazil
An employment contract might be verbal or written, according to the Brazilian Consolidation of Labor Laws. It could be in place indefinitely, for a set amount of time, or for sporadic employment.
Some of the details typically mentioned in the written employment contract in Brazil include:
- Procedure to offset extra working hours
- Employee responsibilities (that is, confidentiality, non-disclosure and non-competition obligations, compensation duties for damages caused to the employer)
- Company policies and procedures, such as IT-related processes and expense compensation
- The possibility and terms of travel and transfers
- and more
The different types of employment relationships are:
- Permanent Employment – Employment contracts are typically concluded for an indefinite term and at will, which means that either party may terminate without cause, with mandatory prior notice and severance pay.
- Fixed-Term Contracts – Per the labor law of Brazil, a fixed-term employment agreement may be implemented for a term of two years and during an initial 90-day probation period before becoming indefinite.
- Temporary Employment – A temporary employment agreement can be used to meet the temporary replacement of staff or a complementary demand for services under the Outsourcing Law (Lei da Terceirizaço). The temporary contract has a 180-day initial term that can be extended by 90 days (whether consecutive or not).
In Brazil, a probationary period typically lasts up to 90 days and is extendable by not more than 90 days.
Working Hours in Brazil
Employees are required to work 8 hours per day or 44 hours per week, with exceptions for hazardous jobs. The daily working hours can be increased to 12 hours per day, but there is still a weekly limit of 44 hours.
Holidays in Brazil
Employees in Brazil are entitled to the following leaves:
- Annual leave in Brazil – Per the Brazilian Labor Law, employees are entitled to annual leave after 12 months of service as follows:
- 30 days – if the employee has been absent for 5 days
- 24 days – if the employee has been absent for 6 to 14 days
- 18 days – if the employee has been absent for 15 to 23 days
- 12 days – if the employee has been absent for 24 to 32 days
- Maternity leave in Brazil – Female employees are entitled to 120 days (approximately 17 weeks) of paid maternity leave, with a maximum 4-week extension on medical grounds (2 weeks prior and 2 weeks after birth). Per the Corporate Citizenship Program (Programa Empresa Cidad) implemented under Law 11.770 of 2008 organizations may extend maternity leave for their employees by an additional 60 days.
- Sick leave in Brazil – In the event of illness, employees are entitled to paid sick leave. The employer pays the full salary for the first 15 days of the leave, and from the 16th day on, Social Security pays the sickness benefit.
- Parental leave in Brazil – If a mother adopts a child, she is entitled to 120 calendar days of fully paid maternity leave, regardless of the child’s age. In Brazil, there is no statutory right to additional parental leave.
The following are the statutory national holidays in Brazil:
- January 1 – New Year’s Day
- February 15 – Carnival Monday
- February 16 – Carnival Tuesday
- February 17 – Carnival end
- April 2 – Good Friday
- April 21 – Tiradentes Day
- May 1 – Labor Day / May Day
- June 3 – Corpus Christi
- September 7 – Independence Day
- October 12 – Our Lady of Aparecida / Children’s Day
- October 28 – Public Service Holiday
- November 2 – All Souls’ Day
- November 15 – Republic Proclamation Day
- December 24 – Christmas Eve
- December 25 – Christmas Day
- December 31 – New Year’s Eve
Employee Termination in Brazil
In Brazil, employment is considered to be usually at will.
Each party who wishes to terminate an indefinite employment contract without cause must give the other party notice or pay instead of a notice period in Brazil. This is as follows:
- 8 days in advance if salaries are paid weekly or at shorter intervals.
- 30 days in advance if salaries are paid on a twice a month or monthly basis or if the employee’s service in the organization exceeds 12 months.
Global Mobility in Brazil
There are typically the following categories of visas in Brazil:
- Temporary visas – Temporary visas, furthermore, include:
- VITUR – Tourist visa
- VITEM 1 – Cooperation visa
- VITEM 2 – Business visa
- Temporary residence visas – Temporary resident permits allow for a lengthier stay and allow the tourist to bring in personal belongings. The length of these visas is determined by the activity for which they are issued such as:
- VITEM 3 – Performer’s visa
- VITEM 4 – Student visa
- VITEM 5 – Work visa
- VITEM 6 – Journalism visa
- VITEM 7 – Religious visa
- In addition, the following types of visas are available:
- VIPER – Permanent visa
- VIDIP/VISOF – Diplomatic visa
The Ministry of Labor and Employment grants temporary visas/VITEM-V to employees with work permits in Brazil. Working for a legally established Brazilian entity is one of the eligibility conditions.
Employee Benefits in Brazil
Insured employees are covered for retirement, public healthcare, accident aid, family allowance, maternity leave, and death under the Brazilian contribution-based social security system (INSS) (family monthly pension). The social security system is funded by both employers and employees.
Some examples of social insurance programs in Brazil are:
- Dependents’/Survivors Benefit – The National Institute of Social Security in Brazil provides for the dependents and survivors of an insured worker in the event of the worker’s death. The death pension, which must be equal to the retirement benefit owed to the insured, is paid out to them monthly.
- Life and Disability Insurance/Benefit – Employees who retire due to disability in Brazil get a monthly pension after a medical evaluation by a recognized practitioner confirms their entire inability to work. An employee must have made at least 12 months of contributions to be eligible for this perk.
- Unemployment Insurance – Employees in Brazil are eligible for unemployment benefits if they have worked for at least the past 6 months and have contributed to the Guarantee Fund for Severance Pay (even as an autonomous worker) for at least 15 months in the last 24 months. The Social Security System does not pay unemployment benefits.