Discover & Hire Top Talents in Brazil
Everything you need to know about the country's employment laws, culture, and workforce insights.
Brasília UTC-5 to UTC-2
São Paulo, Rio de Janeiro, Brasília
Brazilian Real (BRL)
Portuguese, English
monthly or semi monthly
31.70% – 39.30%
Talent Landscape in Brazil
Brazil has an estimated labor force of about 108.3 million (2025), with talent demand concentrated in technology, financial services, agribusiness, manufacturing and consumer goods. International employers are most likely to find relevant candidate pools for Software & Data, Accounting & Finance, and Sales & Marketing. Its scale can support multi function hiring, although availability and compensation vary significantly by location, seniority and industry.
Major Economic Hubs
São Paulo, Rio de Janeiro, Brasília
Skills In-Demand
Software & Data
Working Culture
Jeitinho, Flexibility and Clear Guardrails
Brazilian teams are often resourceful and flexible when navigating complex situations, sometimes associated with jeitinho. Managers should value practical problem solving while setting clear ethical, compliance and quality boundaries.
Personal Relationships and Warm Communication
Trust is strengthened through conversation, responsiveness and a sense of personal connection. A cold, purely transactional style can slow cooperation even when the proposal is strong.
Hierarchy with Regional and Sector Variation
Senior authority is visible in many organisations, while technology and creative teams may be more informal. Communication and work rhythm also differ across São Paulo, Rio de Janeiro, the south, northeast and other regions.
Average Salary
| Job Title | Avg Monthly Salary (BRL) | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 3,350 BRL | S$4,556 |
| Administrative Executive, Mid (3-5 years) | 4,500 BRL | S$6,120 |
| Book Keeper, Junior (1-3 years) | 3,000 BRL | S$4,080 |
| Book Keeper, Mid (3-5 years) | 4,100 BRL | S$5,576 |
| Finance Executive, Junior (1-3 years) | 3,900 BRL | S$5,304 |
| Finance Executive, Mid (3-5 years) | 5,100 BRL | S$6,936 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 3,900 BRL | S$5,304 |
| Graphic Designer, Mid (3-5 years) | 5,600 BRL | S$7,616 |
| UI/UX Designer, Junior (1-3 years) | 4,100 BRL | S$5,576 |
| UI/UX Designer, Mid (3-5 years) | 7,150 BRL | S$9,724 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 5,600 BRL | S$7,616 |
| Data Analyst, Mid (3-5 years) | 7,350 BRL | S$9,996 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 5,600 BRL | S$7,616 |
| Data Engineer, Mid (3-5 years) | 9,050 BRL | S$12,308 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 5,600 BRL | S$7,616 |
| Data Scientist, Mid (3-5 years) | 7,550 BRL | S$10,268 |
| Machine Learning Engineer, Junior (1-3 years) | 4,750 BRL | S$6,460 |
| Machine Learning Engineer, Mid (3-5 years) | 7,150 BRL | S$9,724 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 4,550 BRL | S$6,188 |
| Content Marketing, Mid (3-5 years) | 6,700 BRL | S$9,112 |
| Digital Marketing, Junior (1-3 years) | 4,550 BRL | S$6,188 |
| Digital Marketing, Mid (3-5 years) | 6,700 BRL | S$9,112 |
| Growth Marketing, Junior (1-3 years) | 4,750 BRL | S$6,460 |
| Growth Marketing, Mid (3-5 years) | 7,150 BRL | S$9,724 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 5,850 BRL | S$7,956 |
| Backend Developer, Mid (3-5 years) | 8,650 BRL | S$11,764 |
| Job Title | Avg Monthly Salary (BRL) | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 5,600 BRL | S$7,616 |
| DevOps Engineer, Mid (3-5 years) | 7,550 BRL | S$10,268 |
| Site Reliability Engineer, Junior (1-3 years) | 5,600 BRL | S$7,616 |
| Site Reliability Engineer, Mid (3-5 years) | 8,000 BRL | S$10,880 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 2,800 BRL | S$3,808 |
| Customer Service Officer, Mid (3-5 years) | 3,650 BRL | S$4,964 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 4,100 BRL | S$5,576 |
| Customer Success Manager, Mid (3-5 years) | 5,850 BRL | S$7,956 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 3,650 BRL | S$4,964 |
| HR Executive, Mid (3-5 years) | 4,950 BRL | S$6,732 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 4,550 BRL | S$6,188 |
| Blockchain Developer, Mid (3-5 years) | 6,700 BRL | S$9,112 |
| Payments Engineer, Junior (1-3 years) | 4,550 BRL | S$6,188 |
| Payments Engineer, Mid (3-5 years) | 6,050 BRL | S$8,228 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 5,200 BRL | S$7,072 |
| Cloud Engineer, Mid (3-5 years) | 7,550 BRL | S$10,268 |
Hiring Guide in Brazil
This guide highlights the fundamental rules employers must know to hire compliantly, covering pay structures, leave policies, termination procedures, and compliance requirements.
For details, browse the topics through the tabs below.
Payroll in Brazil
Payroll Cycle
Salary is commonly paid at month end, or in two instalments around the 15th and 30th.
Minimum Wage
A statutory national minimum wage applies, while some states may set higher regional wage floors.
Overtime Pay
- Generally 8 hours per day and 44 hours per week. - Ordinary overtime is generally limited to 2 hours per day.
- Ordinary overtime: Hourly Rate × at least 1.50. - Sunday or public holiday not offset by another day off: Hourly Rate × 2.00.
Bonus
13th Month
Brazil requires the décimo terceiro salário or 13th salary for employees.
13th salary = 1/12 of December remuneration for each qualifying month in the calendar year. A month counts when the employee worked at least 15 days. Variable remuneration is averaged under the statutory rules.
Employees are entitled to the full amount after 12 qualifying months and a proportional amount for partial year service. The first instalment is generally paid between February and 30 November, and the second by 20 December. Terminating employees generally receive the accrued proportional amount, except in legally excluded cases such as dismissal for cause.
Employees Benefits
| Types of Benefit | Details |
|---|---|
| Mandatory | |
| INSS social security, FGTS severance fund, occupational accident insurance and statutory benefits | INSS social security, FGTS severance fund, occupational accident insurance and statutory benefits is the principal mandatory benefit framework for eligible staff in Brazil. The employer is responsible for onboarding the worker with the administering institution, calculating contributions on the legally defined wage base and remitting both shares where employee withholding applies. Exemptions for expatriates, short assignments or specific sectors should be confirmed before payroll starts. |
| Statutory termination or end of service entitlement in Brazil | The employer deposits 8 percent of remuneration into the employee’s FGTS account. In a dismissal without cause, the employee can withdraw the balance and the employer generally pays a 40 percent penalty on the deposited FGTS amount, in addition to notice and accrued statutory payments. |
| Work injury protection under INSS social security, FGTS severance fund, occupational accident insurance and statutory benefits | Work related accidents in Brazil are handled under the statutory injury provisions associated with INSS social security, FGTS severance fund, occupational accident insurance and statutory benefits. Employers remain responsible for registration, contribution or insurance costs and timely incident reporting. Eligible workers can receive medical care and cash compensation for incapacity, disability or death according to the local schedule. |
| Public healthcare or mandatory medical coverage in Brazil | Employees and dependants can use the Unified Health System. Employer INSS contributions finance social security rather than a dedicated company health policy, while private medical plans are a common negotiated benefit and are regulated by the National Supplementary Health Agency. |
| Optional | |
| Meal, commuting and business travel support in Brazil | Meal and food vouchers can be offered through the Workers’ Food Programme. Transport vouchers are mandatory for eligible commuting employees who request them, with the employee contribution limited by law. |
| Performance or profit sharing bonus in Brazil | Variable pay can include profit sharing under a compliant PLR programme. A properly structured PLR payment follows Law 10,101 requirements and is treated differently from ordinary salary, while routine bonuses may become salary for labour purposes. |
| Supplementary private medical insurance in Brazil | Private medical insurance in Brazil should be designed around the gaps left by INSS social security, FGTS severance fund, occupational accident insurance and statutory benefits. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
| Housing, relocation and remote work support in Brazil | Housing, relocation and remote work support in Brazil is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
Taxes
Country Tax
Brazil's country tax is known as Brazil is transitioning to a new dual VAT system from 2026; legacy IPI, PIS/COFINS, ICMS and ISS rules continue during the transition
Individual Tax
| Tax Component | Contribution Rate (%) | Details |
|---|---|---|
| Income Tax Structure | ||
| Resident Tax Rates | Up to 27.5% | Brazil applies Up to 27.5% to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source. |
| Non-Resident Employment Income | Generally 25% | Nonresident Brazil sourced employment income is generally subject to 25% withholding, subject to treaty or specific statutory treatment. |
| Taxable Income Adjustments | ||
| Main Deductions and Allowances | See details | Brazilian Private Pension Fund contributions (PGBL or Fapi modes only), up to 12% of gross taxable income On the annual federal income tax return, the taxpayer may elect the standard deduction, which is 20% of taxable income up to a maximum deduction of BRL16,754.34, or may deduct the following amounts: . Brazilian Private Pension Fund contributions (PGBL or Fapi modes only), up to 12% of gross taxable income. . |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Brazil, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies. |
| Benefits in Kind | Taxable value at marginal rate where applicable | In Brazil, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support. |
Explore hiring in other countries
Explore Brazil's Employment Essentials
Glints specializes in Southeast Asia, making us the ideal partner for your expansion. Let's work together to simplify hiring and ensure compliance in Brazil.
