Effortlessly handle payroll, compliance, and benefits for your team in Brazil with our comprehensive Employer of Record (EOR) service.
Our solutions in Brazil are designed to streamline every aspect of employment management, making your operations as efficient as possible.
Effortlessly handle payroll, compliance, and benefits for your team in Brazil with our comprehensive Employer of Record (EOR) service.
Our solutions in Brazil are designed to streamline every aspect of employment management, making your operations as efficient as possible.
Hiring in Brazil means navigating the Consolidação das Leis do Trabalho (CLT), registering employees for INSS social security and monthly FGTS deposits, and managing mandatory benefits like the 13th salary and vacation bonus--all without needing to set up a local entity. As your Employer of Record, Glints legally employs your team on your behalf, handling CLT compliance, payroll, and benefits administration so you can focus on building and managing your team smoothly in Brazil.
In Brazil, employment contracts are typically indefinite (prazo indeterminado), though fixed-term arrangements are permitted in limited cases. A written, Portuguese-language contract is strongly recommended so both parties clearly understand the terms and the agreement holds up under the CLT.
A trial contract (contrato de experiência) in Brazil is capped at 90 days total, commonly structured as an initial period of up to 45 days with a single renewal--letting both parties evaluate the employment fit before it converts to an indefinite contract.
Salaries in Brazil are paid monthly in Brazilian Real (BRL), typically by the fifth business day of the following month, with mandatory income tax (IRRF) withheld at progressive rates from 0% to 27.5%. A mandatory 13th salary is paid in two installments each year.
Employers contribute roughly 20% of payroll to INSS social security (plus RAT and third-party levies), while employees contribute on a progressive scale from 7.5% to 14%. Employers also deposit 8% of gross monthly wages into each employee's FGTS severance fund.
Brazilian law caps normal working hours at 44 per week, generally 8 hours per day. Employees are entitled to paid national and local public holidays, with premium pay for work performed on those days.
Employees are entitled to 30 calendar days of paid vacation (férias) after completing 12 months of service, plus a mandatory vacation bonus equal to one-third of their monthly salary.
Brazil recognizes several types of special leave, including 120 days of paid maternity leave, paternity leave, and leave for marriage or bereavement, supporting a balanced work environment.
The employer pays the first 15 days of a medical absence; from the 16th day, the INSS social security system covers sickness benefits, provided a medical certificate supports the leave.
Termination without cause requires advance notice (aviso prévio) of at least 30 days, plus 3 additional days for each year of service, capped at 90 days total. Notice may be worked or paid in lieu, except in cases of just cause (justa causa).
Are you ready to enhance your team management in Brazil? Explore how our comprehensive EOR and PEO services can simplify your workforce operations, ensuring both efficiency and adherence to local regulations.
Learn more about the benefits of partnering with Glints for your EOR and PEO needs in Brazil!
