.png)
Expanding and hiring in Brazil? Brazil is the world’s ninth-largest economy.
It is potentially one of the richest countries with a robust industrial sector.
Also, Brazil is the most influential country in Latin America, with 50% of the population under 20 years of age.
This means that companies that want to grow here can tap into a bigger pool of exceptional talent.
Population: 217.6 million
Currency: Real (R$) (BRL)
Capital city: Brazilia
Languages spoken: Portuguese
GDP: USD1.92 billion
This Latin American country presents a unique compliance landscape for global HR.
Moreover, companies must factor in a complex set of labor and employment compliance in Brazil, including the labor code, social security policy, taxation, and work permit requirements (for foreign employees).
Modern HR solutions, like an employer of record in Brazil, can significantly simplify global businesses' expansion into a foreign jurisdiction.
An Employer of Record in Brazil (EOR) is a third-party company that acts as the legal employer for your hired workers.
This means that the EOR in Brazil handles all the legal and administrative responsibilities associated with hiring workers, such as:
Skuad is among the leading providers of EOR services in Brazil which makes it easy for you to expand your business in Brazil.
The best part is that you can scale up your business without setting up a national subsidiary unit.
Our automated and unified global HR platform assists you in creating, paying, and seamlessly managing a globally distributed team. That’s not all.
Our in-country experts will also manage compliance with Brazil labor laws and taxes in Brazil. Connect with Skuad to know more about it.
Also, wondering how much you can save using an employer of record services in Brazil. You can use our cost calculator to get a more accurate estimate.
Read along to learn more about hiring employees in Brazil and the onboarding process for Brazil, entity compliance in Brazil, the necessary HR compliance documents in Brazil, and tax compliance in Brazil.
.svg)
Hire and pay talent globally, the hassle-free way with Skuad
Talk to an expertLet’s discuss how you can simplify your hiring process in Brazil yet stay compliant:
You may either set up an entity in Brazil or partner with an employer of record in Brazil.
Brazil employment rate is considered good, with 70% of the workforce geared towards the service sector.
Companies that plan to hire employees in Brazil can advertise their openings on job boards/portals. Indeed, Buscojobs, Catho, Vagas, and Trabalhabrasil are Brazil's top 5 job boards.
These portals do an excellent job of bridging the gap between employers and fresh graduates. Companies can source, screen, and hire the best candidates from these portals.
However, relying too much on these portals can have a drawback. Companies may encounter misleading profiles at times.
To alleviate such challenges, employers must consider partnering with Brazil employer of record like Skuad.
Our in-house experts hire and manage remote teams from over 150 countries.
They will not only handle the hiring and onboarding of your employees but also arrange Brazil work permits for foreigners.
Talk to a Skuad expert today to learn more.
The process of setting up a subsidiary office in Brazil is quite similar to the rest of the countries. Yet, you need to have an in-depth understanding of Brazilian rules and regulations.
Incorporating a holding company in Brazil is a five-step process that can take 60 to 90 days to complete. Please note that this does not include the time involved in opening a bank account.
Pros:
Cons:
Fortunately, you can partner with a reliable employer of record companies in Brazil, saving you from the risks of making mistakes and facing penalties.
Skuad can help you diversify operations in Brazil without the need to set up an entity. Click here to know everything about it.
Employers wanting to increase their market competitiveness and boost revenue should use the EOR solution.
It will take all the employee responsibilities off your shoulders. Skuad’s Brazil EOR (Employer of Record) is a leading global HR platform.
Our professionals will ensure all the compliances are met, and HR processes run smoothly. Find out more about Skuad here.
Skuad’s Brazil EOR Solution can assist you with all your basic hiring needs. It makes business diversification in Brazil much less complicated and arduous.
Our Globally automated HR platform and powerful dashboard can tailor-fit HR solutions to your requirements.
That’s not all; our in-country professionals will also handle your HR tasks, employment contracts, and Brazil work visa requirements.
In addition, we will manage your timesheets, probation, termination, work permits, and employee benefits in compliance with Brazilian laws.
You will have ample time to refine your business growth strategies and boost your profits. Book a demo today to learn everything about Skuad’s employer of record service.
The employee onboarding process for Brazil involves providing necessary information, training, and support for their success in their roles.
You can follow the below guidelines to effectively onboard new employees and ensure their success in your organization:
Here is a detailed breakdown of Brazil's tax rate for employers and employees:
You can hire in Brazil securely after considering the following compliance requirements:
Before you initiate hiring in Brazil, it is essential to understand its basic employment structure. The Brazilian Employment Law regulates employee agreements, entitlements, and labor unions in the country.
Moreover, Brazil's labor laws also play a vital role in safeguarding the rights and interests of the Brazilian workforce.
The Consolidação Das Leis Do Trabalho (CLT) administers all employment laws in Brazil by the Federal Constitution 1988.
The Labor Unions compulsorily represent every employee and employer operating in Brazil.
Please note that employment contracts in Brazil are often for an indefinite term. Moreover, fixed-term employment contracts are allowed only in specific cases.
Another type of employment agreement in Brazil is employment-at-will. Any party to the contract is free to terminate the agreement without cause.
However, it is liable to give a prior notice and severance pay, if applicable.
Brazil's generous employee entitlements make it a favorite destination for job seekers. Mandatory employee health benefits in Brazil include medical and dental care, lump-sum death benefits, pensions and retirement plans, and maternity and paternity leaves.
Supplementary benefits include disability benefits and life insurance.
The Brazilian Social Security System, Unified Health System, The National Regulatory Agency for Private Health Insurance and Plans (ANS), and The National Institute for Social Security (INSS) manage all employee benefits in Brazil.
Rather than investing time in understanding the confusing and complex labor laws, compensation, and benefits mandates in Brazil, it is advisable to collaborate with a local payroll provider.
Skuad will mitigate this challenge and give you time to focus on your business goals. Click here to learn more about employment in Brazil.
Are you planning to enter the Brazilian market? If so, you first need to hire a remote team there.
Many hiring companies in Brazil offer services to help you hire contractual or full-time employees. Still, the main challenge lies in hiring contractors or full-time employees.
Let us understand the pros and cons of hiring contractors and full-time employees.
Hiring contractors
Companies should go for independent contractors if they have a short-term project in Brazil.
It is one of the most cost-effective options to attain your business expansion goals.
Moreover, you will be spared from the hassle of handling employee benefits, payroll, statutory payments, and taxes. But, whatever the case, you must comply with the Brazilian Labour Laws.
Hiring full-time employees
If you plan a long-term diversification project in Brazil, you should hire full-time employees. It might seem costly initially, but it will help create a solid workforce base for your company.
You will have a reliable remote team that will ensure continuous contribution to the business.
Collaborate with Skuad to get the best opinion on this matter. Our in-country experts will help you identify the right option and hire a talented remote team.
They will free you from all the stress of employee liabilities and responsibilities.
Click here to learn more about Skuad’s employers of record EOR solution.
Work and residency visas are required for employees who wish to work, receive payment, and stay in Brazil.
They need to file an application at the Brazilian Consulate or Embassy located in their home country.
Please note that the visa application process might take up to three months, and the visa fee can vary from country to country.
Although there are 10 different types of visas in Brazil, they are categorized into three major types:
Both employers and employees must participate in the work permit process. According to the law of employment in Brazil, your company must have a registered subsidiary in Brazil to get a work permit.
But, Skuad’s EOR solutions can assist you in sponsoring work permits in Brazil without any physical entity setup.
Our in-house experts can streamline document collection and government approvals for different types of work visas.
Connect with the expert today to learn about getting a work permit in Brazil.
In Brazil, you must report all your labor, social security, and tax obligations on the newly designed eSocial platform.
Both private companies and public sector employers must use the system, which applies to businesses of all sizes, from large corporations to small entrepreneurs, with one employee.
eSocial consolidates various employer obligations, such as payroll, worker registration, social security contributions (FGTS), tax withholdings, and information on labor contracts and occupational health and safety information, into a single platform.
This eliminates the need to report separately to different government bodies.
Further, you must report events in real time or within specified deadlines.
Here are key areas you can face fines/penalties for non-compliance when hiring in Brazil. Generally, fines/penalties are doubled upon repeated violations:
Brazillian labor laws emphasize transparency and accountability when protecting employee privacy.
The General Data Protection Law (LGPD) and the Labor Code regulate employee data collection, use, and sharing.
Key provisions include obtaining consent, limiting data collection, ensuring data security, and providing employees with rights to access and rectify their data.
Brazil's payroll cycle can be monthly or bi-weekly. It is paid on the 15th and 30th of every month. Brazil also mandates the concept of the 13th salary.
This means that employees will get a 13th salary equal to one month at the end of the year.
You may either pay your employees directly via bank transfer and checks or as a simpler alternative, you may use an EOR as your payroll partner.
However, companies looking to pay employees in Brazil should consider payroll outsourcing services.
Brazil payroll outsourcing will free them from all the payroll and tax complications and formalities.
Why don’t you connect with our experts here for more details?
The minimum wage in Brazil varies regionally, with an acceptable nationwide level of 1.320,00 Brazilian Reais. Alternatively, Brazil's minimum wage in USD is 256 per month.
To estimate the salaries of your newly hired employees in Brazil, you can explore average salary benchmarks for various roles, adjust for local taxes, and view employer costs for hiring in Brazil.
Our salary insight tool provides detailed information on Brazil minimum salary, and gross and net salaries, considering Brazillian withholding tax and other local legal obligations such as social security and benefits.
Brazil's labor law mandates you to pass on a comprehensive benefits package to all your employees.
Moreover, Brazil is the only country that offers free universal health coverage to all its citizens. Here's a breakdown of some of the key compensation and benefits in Brazil:
You must respect the following worker rights per the labor laws in Brazil:
Most remote workers are classified as exempt employees per Brazilian labor laws.
Moreover, there are no clear provisions for remote & hybrid work systems in Brazil. You can factor in the following unique considerations when deciding upon Brazil workplace culture for remote workers in Brazil:
Furthermore, you can review this remote work readiness checklist to ensure proper technology and infrastructure requirements.
You can align your HR policy with the Brazil leave policy for better work productivity and employee morale:
You can conduct background checks on employees in Brazil following the country's labor laws and the General Data Protection Law (LGPD).
The key rules and restrictions include:
The standard probation period in Brazil is 45 days. However, with the employee and employer's mutual consent, it can be increased to 90 days.
According to the employment contract law in Brazil, contract agreements can be dismissed by giving proper notice to the parties involved.
However, some employees are excused from this rule of termination of employment in Brazil. They are:
Brazil's offboarding process involves exit interviews, final pay, and return of company property. Here’s a comprehensive checklist for a smooth employee exit.
Companies planning to expand operations in Brazil should consider collaborating with a trustworthy EOR solution provider.
Skuad can help handle your termination, probationary period in Brazil, and offboarding formalities. Click here for more details.
Brazillian business culture blends European influences with Latin American flair.
Here are some Brazillian social norms and business etiquette in Brazil that you must know:
A Professional Employer Organization (PEO) is an organization that works with mid- and small-scale companies in a partnership called co-employment.
It offers HR outsourcing, payroll management, taxation, compliance, and employee benefits. Despite these services, all the major employee decisions lie with the employer only.
On the other hand, EOR offers services that are more or less similar to those of a professional employer organization in Brazil. But, unlike PEO, EOR becomes the legal employer.
It holds all the liabilities of recruiting, employing, and terminating employees.
Employers that want to increase their competitiveness in the market and boost revenue should go for the EOR solution. It will take all the employee responsibilities off your shoulders.
Skuad’s Brazil EOR (Employer of Record) is a leading global HR platform.
Our professionals will ensure all the compliances are met, and HR processes run smoothly. Find out more about Skuad here.
Hire and pay talent globally, the hassle-free way with Skuad
Talk to an expertExpanding and hiring in Brazil? Brazil is the world’s ninth-largest economy.
It is potentially one of the richest countries with a robust industrial sector.
Also, Brazil is the most influential country in Latin America, with 50% of the population under 20 years of age.
This means that companies that want to grow here can tap into a bigger pool of exceptional talent.
Population: 217.6 million
Currency: Real (R$) (BRL)
Capital city: Brazilia
Languages spoken: Portuguese
GDP: USD1.92 billion
This Latin American country presents a unique compliance landscape for global HR.
Moreover, companies must factor in a complex set of labor and employment compliance in Brazil, including the labor code, social security policy, taxation, and work permit requirements (for foreign employees).
Modern HR solutions, like an employer of record in Brazil, can significantly simplify global businesses' expansion into a foreign jurisdiction.
An Employer of Record in Brazil (EOR) is a third-party company that acts as the legal employer for your hired workers.
This means that the EOR in Brazil handles all the legal and administrative responsibilities associated with hiring workers, such as:
Skuad is among the leading providers of EOR services in Brazil which makes it easy for you to expand your business in Brazil.
The best part is that you can scale up your business without setting up a national subsidiary unit.
Our automated and unified global HR platform assists you in creating, paying, and seamlessly managing a globally distributed team. That’s not all.
Our in-country experts will also manage compliance with Brazil labor laws and taxes in Brazil. Connect with Skuad to know more about it.
Also, wondering how much you can save using an employer of record services in Brazil. You can use our cost calculator to get a more accurate estimate.
Read along to learn more about hiring employees in Brazil and the onboarding process for Brazil, entity compliance in Brazil, the necessary HR compliance documents in Brazil, and tax compliance in Brazil.
Let’s discuss how you can simplify your hiring process in Brazil yet stay compliant:
You may either set up an entity in Brazil or partner with an employer of record in Brazil.
Brazil employment rate is considered good, with 70% of the workforce geared towards the service sector.
Companies that plan to hire employees in Brazil can advertise their openings on job boards/portals. Indeed, Buscojobs, Catho, Vagas, and Trabalhabrasil are Brazil's top 5 job boards.
These portals do an excellent job of bridging the gap between employers and fresh graduates. Companies can source, screen, and hire the best candidates from these portals.
However, relying too much on these portals can have a drawback. Companies may encounter misleading profiles at times.
To alleviate such challenges, employers must consider partnering with Brazil employer of record like Skuad.
Our in-house experts hire and manage remote teams from over 150 countries.
They will not only handle the hiring and onboarding of your employees but also arrange Brazil work permits for foreigners.
Talk to a Skuad expert today to learn more.
The process of setting up a subsidiary office in Brazil is quite similar to the rest of the countries. Yet, you need to have an in-depth understanding of Brazilian rules and regulations.
Incorporating a holding company in Brazil is a five-step process that can take 60 to 90 days to complete. Please note that this does not include the time involved in opening a bank account.
Pros:
Cons:
Fortunately, you can partner with a reliable employer of record companies in Brazil, saving you from the risks of making mistakes and facing penalties.
Skuad can help you diversify operations in Brazil without the need to set up an entity. Click here to know everything about it.
Employers wanting to increase their market competitiveness and boost revenue should use the EOR solution.
It will take all the employee responsibilities off your shoulders. Skuad’s Brazil EOR (Employer of Record) is a leading global HR platform.
Our professionals will ensure all the compliances are met, and HR processes run smoothly. Find out more about Skuad here.
Skuad’s Brazil EOR Solution can assist you with all your basic hiring needs. It makes business diversification in Brazil much less complicated and arduous.
Our Globally automated HR platform and powerful dashboard can tailor-fit HR solutions to your requirements.
That’s not all; our in-country professionals will also handle your HR tasks, employment contracts, and Brazil work visa requirements.
In addition, we will manage your timesheets, probation, termination, work permits, and employee benefits in compliance with Brazilian laws.
You will have ample time to refine your business growth strategies and boost your profits. Book a demo today to learn everything about Skuad’s employer of record service.
The employee onboarding process for Brazil involves providing necessary information, training, and support for their success in their roles.
You can follow the below guidelines to effectively onboard new employees and ensure their success in your organization:
Here is a detailed breakdown of Brazil's tax rate for employers and employees:
You can hire in Brazil securely after considering the following compliance requirements:
Before you initiate hiring in Brazil, it is essential to understand its basic employment structure. The Brazilian Employment Law regulates employee agreements, entitlements, and labor unions in the country.
Moreover, Brazil's labor laws also play a vital role in safeguarding the rights and interests of the Brazilian workforce.
The Consolidação Das Leis Do Trabalho (CLT) administers all employment laws in Brazil by the Federal Constitution 1988.
The Labor Unions compulsorily represent every employee and employer operating in Brazil.
Please note that employment contracts in Brazil are often for an indefinite term. Moreover, fixed-term employment contracts are allowed only in specific cases.
Another type of employment agreement in Brazil is employment-at-will. Any party to the contract is free to terminate the agreement without cause.
However, it is liable to give a prior notice and severance pay, if applicable.
Brazil's generous employee entitlements make it a favorite destination for job seekers. Mandatory employee health benefits in Brazil include medical and dental care, lump-sum death benefits, pensions and retirement plans, and maternity and paternity leaves.
Supplementary benefits include disability benefits and life insurance.
The Brazilian Social Security System, Unified Health System, The National Regulatory Agency for Private Health Insurance and Plans (ANS), and The National Institute for Social Security (INSS) manage all employee benefits in Brazil.
Rather than investing time in understanding the confusing and complex labor laws, compensation, and benefits mandates in Brazil, it is advisable to collaborate with a local payroll provider.
Skuad will mitigate this challenge and give you time to focus on your business goals. Click here to learn more about employment in Brazil.
Are you planning to enter the Brazilian market? If so, you first need to hire a remote team there.
Many hiring companies in Brazil offer services to help you hire contractual or full-time employees. Still, the main challenge lies in hiring contractors or full-time employees.
Let us understand the pros and cons of hiring contractors and full-time employees.
Hiring contractors
Companies should go for independent contractors if they have a short-term project in Brazil.
It is one of the most cost-effective options to attain your business expansion goals.
Moreover, you will be spared from the hassle of handling employee benefits, payroll, statutory payments, and taxes. But, whatever the case, you must comply with the Brazilian Labour Laws.
Hiring full-time employees
If you plan a long-term diversification project in Brazil, you should hire full-time employees. It might seem costly initially, but it will help create a solid workforce base for your company.
You will have a reliable remote team that will ensure continuous contribution to the business.
Collaborate with Skuad to get the best opinion on this matter. Our in-country experts will help you identify the right option and hire a talented remote team.
They will free you from all the stress of employee liabilities and responsibilities.
Click here to learn more about Skuad’s employers of record EOR solution.
Work and residency visas are required for employees who wish to work, receive payment, and stay in Brazil.
They need to file an application at the Brazilian Consulate or Embassy located in their home country.
Please note that the visa application process might take up to three months, and the visa fee can vary from country to country.
Although there are 10 different types of visas in Brazil, they are categorized into three major types:
Both employers and employees must participate in the work permit process. According to the law of employment in Brazil, your company must have a registered subsidiary in Brazil to get a work permit.
But, Skuad’s EOR solutions can assist you in sponsoring work permits in Brazil without any physical entity setup.
Our in-house experts can streamline document collection and government approvals for different types of work visas.
Connect with the expert today to learn about getting a work permit in Brazil.
In Brazil, you must report all your labor, social security, and tax obligations on the newly designed eSocial platform.
Both private companies and public sector employers must use the system, which applies to businesses of all sizes, from large corporations to small entrepreneurs, with one employee.
eSocial consolidates various employer obligations, such as payroll, worker registration, social security contributions (FGTS), tax withholdings, and information on labor contracts and occupational health and safety information, into a single platform.
This eliminates the need to report separately to different government bodies.
Further, you must report events in real time or within specified deadlines.
Here are key areas you can face fines/penalties for non-compliance when hiring in Brazil. Generally, fines/penalties are doubled upon repeated violations:
Brazillian labor laws emphasize transparency and accountability when protecting employee privacy.
The General Data Protection Law (LGPD) and the Labor Code regulate employee data collection, use, and sharing.
Key provisions include obtaining consent, limiting data collection, ensuring data security, and providing employees with rights to access and rectify their data.
Brazil's payroll cycle can be monthly or bi-weekly. It is paid on the 15th and 30th of every month. Brazil also mandates the concept of the 13th salary.
This means that employees will get a 13th salary equal to one month at the end of the year.
You may either pay your employees directly via bank transfer and checks or as a simpler alternative, you may use an EOR as your payroll partner.
However, companies looking to pay employees in Brazil should consider payroll outsourcing services.
Brazil payroll outsourcing will free them from all the payroll and tax complications and formalities.
Why don’t you connect with our experts here for more details?
The minimum wage in Brazil varies regionally, with an acceptable nationwide level of 1.320,00 Brazilian Reais. Alternatively, Brazil's minimum wage in USD is 256 per month.
To estimate the salaries of your newly hired employees in Brazil, you can explore average salary benchmarks for various roles, adjust for local taxes, and view employer costs for hiring in Brazil.
Our salary insight tool provides detailed information on Brazil minimum salary, and gross and net salaries, considering Brazillian withholding tax and other local legal obligations such as social security and benefits.
Brazil's labor law mandates you to pass on a comprehensive benefits package to all your employees.
Moreover, Brazil is the only country that offers free universal health coverage to all its citizens. Here's a breakdown of some of the key compensation and benefits in Brazil:
You must respect the following worker rights per the labor laws in Brazil:
Most remote workers are classified as exempt employees per Brazilian labor laws.
Moreover, there are no clear provisions for remote & hybrid work systems in Brazil. You can factor in the following unique considerations when deciding upon Brazil workplace culture for remote workers in Brazil:
Furthermore, you can review this remote work readiness checklist to ensure proper technology and infrastructure requirements.
You can align your HR policy with the Brazil leave policy for better work productivity and employee morale:
You can conduct background checks on employees in Brazil following the country's labor laws and the General Data Protection Law (LGPD).
The key rules and restrictions include:
The standard probation period in Brazil is 45 days. However, with the employee and employer's mutual consent, it can be increased to 90 days.
According to the employment contract law in Brazil, contract agreements can be dismissed by giving proper notice to the parties involved.
However, some employees are excused from this rule of termination of employment in Brazil. They are:
Brazil's offboarding process involves exit interviews, final pay, and return of company property. Here’s a comprehensive checklist for a smooth employee exit.
Companies planning to expand operations in Brazil should consider collaborating with a trustworthy EOR solution provider.
Skuad can help handle your termination, probationary period in Brazil, and offboarding formalities. Click here for more details.
Brazillian business culture blends European influences with Latin American flair.
Here are some Brazillian social norms and business etiquette in Brazil that you must know:
A Professional Employer Organization (PEO) is an organization that works with mid- and small-scale companies in a partnership called co-employment.
It offers HR outsourcing, payroll management, taxation, compliance, and employee benefits. Despite these services, all the major employee decisions lie with the employer only.
On the other hand, EOR offers services that are more or less similar to those of a professional employer organization in Brazil. But, unlike PEO, EOR becomes the legal employer.
It holds all the liabilities of recruiting, employing, and terminating employees.
Employers that want to increase their competitiveness in the market and boost revenue should go for the EOR solution. It will take all the employee responsibilities off your shoulders.
Skuad’s Brazil EOR (Employer of Record) is a leading global HR platform.
Our professionals will ensure all the compliances are met, and HR processes run smoothly. Find out more about Skuad here.
.svg)
.png)
Global employment, payroll, teams and expansion, simplified.
Request demo
.svg)
