Remote makes employment in Brazil easy. With our localized contracts, easy invoice management, and best-in-class compliance, you can grow your global team with confidence.
As the largest country in South America and the sixth-largest in the world by population, Brazil is home to millions of talented people in a variety of industries. Brazil is one of seven countries to speak Portuguese as its primary official language. Each year, Rio de Janeiro plays host to the biggest carnival in the world, attracting visitors from around the globe.
Ease of doing business
Cost of living index
$$ (101 of 139 nations)
VAT - standard rate
GDP - real growth rate
Employing in Brazil usually requires employers to own a legal entity in the country to manage payroll, tax, benefits, and compliance through their own in-country resources. The finer nuances of employment regulations in Brazil can make full compliance with employment laws an onerous process. To employ workers in Brazil legally without an entity, you need the help of a global employment solutions provider, like Remote.
Over the last few years, Brazil has made several changes to its employment laws and increased the flexibility of its legislation to attract more foreign investment. Employers planning to open an office in Brazil or hire a remote team in Brazil have two options: incorporate their own entity or work with a global employment solutions provider, also known as an employer of record.
Employment contracts in Brazil must be drafted in Portuguese. Employment of expats requires the approval of the labor department. If a probationary period is used, the period cannot last longer than 90 days.
To employ workers in Brazil, contact Remote to learn more about your options.
Below are national public holidays applicable for all regions in this country. Remote customers have access to a detailed list of regional public holidays within the Remote platform. Sign up now to access all public holiday information.
|Sunday, January 1, 2023||New Year's Day (Ano Novo)|
|Friday, April 7, 2023||Good Friday (Paixão de Cristo)|
|Friday, April 21, 2023||Tirdentes´Day (Tiradentes)|
|Monday, May 1, 2023||Labor Day (Dia Mundial do Trabalho)|
|Thursday, September 7, 2023||Independence Day (Independência do Brasil)|
|Thursday, October 12, 2023||Our Lady Aparecida (Nossa Senhora da Aparecida)|
|Thursday, November 2, 2023||All Souls Day (Finados)|
|Wednesday, November 15, 2023||Republic Proclamation Day (Proclamação da República)|
|Monday, December 25, 2023||Christmas Day (Natal)|
In Brazil, the minimum wage is 1,454.91 Brazilian reals per month (about US $281), paid 13 times a year.
For customers of Remote, all employee payments will be made in equal bi-monthly installments, payable in arrears.
Employees in Brazil are also entitled to a 13th month payment. This is an amount equal to one month’s salary which is paid out to employees in two parts. The first part is paid in November by the 30th and the other half up until the 20th December.
The pro-rated 13th-month salary is also due upon termination. The 13th-month payment is a legally mandated benefit and not part of the base salary. During negotiations with candidates, it is important to clearly state what salary is being offered and whether it is inclusive or exclusive of the 13th-month payment.
We can help you get a new employee started in Brazil fast. The minimum onboarding time we need is only 4 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity,” which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).
Our benefits packages in Brazil are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Brazil.
20.00% - Public Pension Fund (INSS)
8.0% - Severance Fund (FGTS)
5.8% - Additional Contributions
1-3% - Accident Insurance
13th Salary - Also known colloquially as a 'Christmas Bonus', this payment is an amount equal to one month’s salary. The first half of this payment must be paid any time up until the 30th of November, and the other half up until the 20th of December. The pro-rated 13th-month salary is also due upon termination. The 13th-month payment is a legally mandated benefit and not part of the base salary. During negotiations with candidates, it is important to clearly state what salary is being offered and whether it is inclusive or exclusive of the 13th-month payment. The Christmas Bonus is calculated at 8.33% of the base annual salary.
Vacations Bonus - Professionals in Brazil are entitled to 30 calendar days of vacation per year after every 12 months of service, and the employee must be paid 1/3rd of a month’s salary as a Vacations bonus. Holiday pay and holiday bonus payments are pro-rated upon termination. The Vacation bonus is calculated at 2.77% of the base annual salary.
8-11% - Social Security (Max of 482.93 BRL)
0 (Up to 1903.98 BRL)
7.50% (1903.98-2826.65 BRL)
15.00% (2826.65-3751.05 BRL)
22.50% (3751.05-4664.68 BRL)
27.50% (4664.68 BRL & above)
Professionals in Brazil are entitled to 30 calendar days of paid annual leave per year after each 12 months of service. The vacation period is typically taken in one block (or split between 20 days and 10 days). In addition, the employee must be paid 1/3rd of a month’s salary as holiday bonus.
Mothers in Brazil are entitled to 120 days of maternity leave at 100% their regular salary, paid for by the employer, who is later refunded by the government. This leave applies to adoption as well. Employees, contractors, and most other worker classifications are all eligible for the benefit.
Fathers in Brazil are entitled to up to five days of paid paternity leave. Compensation for paternity leave is set at 100% of the employee’s salary.
Same-sex male couples in Brazil may apply to receive full maternity leave benefits beginning on the day the caregiver takes leave from work.
Brazilian employment law allows either party to give notice to terminate the contract of employment. In the event of termination of a local employee, the employee’s salary must be paid on the last day of employment.
In case the employee resigns without notice, the employee’s salary for the period worked must be settled within seven days of the last day of employment. In case of termination due to misconduct, the employee’s salary must be settled on the last day of employment. If extenuating circumstances prevent immediate payment, the employee must still be paid within three business days
Employees are required to give their employers 30 days’ notice to terminate their employment.
When the employer decides to terminate the employment, the statutory notice period depends on the duration of employment.
In Brazil, the severance pay depends on the nature of termination. While severance pay is not required in all cases, severance is typically one month of pay for every year the person has worked for the company.
Employers in Brazil must contribute 8% of each employee’s salary to a government-run severance fund. When an employer terminates an employee, the employer must pay 40% of the balance in the fund as a termination fine. If the employee and employer mutually agree to part ways, the employer must pay 20%.
The maximum probationary period allowed in Brazil is 90 days (two terms of 45 days). If the initial trial period is 45 days, it may be renewed but only for an additional term of 45 days.