Brazil has Latin America's biggest talent pool, and its most protective labor code. The all-in cost of an employee is roughly 1.7x their gross salary, and the courts take a hard line on disguised employment. Here is what to know before your first hire.
Formal employment runs under the CLT (Consolidação das Leis do Trabalho): a written contract in Portuguese, a registered employment record, capped working hours, and strong termination protections. There is no lightweight at-will option; the CLT is the deal, and hiring through an EOR means the CLT is our problem, not yours.
Around R$1,518 per month as of 2025*, adjusted every January. Professional salaries are far above the floor, but several statutory amounts key off it.
Monthly payroll plus a mandatory 13th salary, paid in two installments by the end of November and the 20th of December. Vacation pay carries an extra one-third bonus.
Around 13 national public holidays*, plus state and municipal dates depending on where the employee lives.
Contracts must be drafted in Portuguese. Probation runs at most 90 days (45 + 45). Through TGTC, a hire can typically start within days of signed paperwork.
Brazil has the heaviest statutory load in the region: roughly 72% on top of gross salary once every mandatory charge and accrual is counted.
The 13th is one extra month of pay, split across November and December, and pro-rated on termination. Vacation adds one-third of a month on top of the 30 days of paid leave. Both are law, not perks; state clearly in offers whether a quoted salary includes them.
Employees pay INSS at 7.5-14% on a progressive scale and income tax from 0% to 27.5%*. Withholding is the employer's job, which under EOR means ours.
30 calendar days of paid vacation after each 12 months of service, usually taken in one block or split with one period of at least 14 days, plus the one-third vacation bonus.
120 days at full salary, funded through social security, extendable to 180 days for companies in the Empresa Cidadã program. Applies to adoption as well.
5 days paid, extendable to 20 under Empresa Cidadã.
The employer covers the first 15 days of sick leave, then INSS takes over with a medical certificate. Short paid leaves exist for marriage (3 days) and bereavement (2 days).
Either side can end the contract with notice. Employer notice starts at 30 days and grows by 3 days per year of service, up to 90. Final pay is due fast: on or shortly after the last working day.
Dismissal without cause triggers a fine of 40% of the employee's accumulated FGTS balance, on top of accrued 13th, vacation, and notice. Mutual-agreement exits halve the fine to 20%.
90 days maximum, structured as two periods of up to 45 days.
Hiring someone as a company (PJ) while treating them like an employee - fixed hours, one client, your direction - is routinely reclassified by labor courts, with back charges for the full engagement.
*All figures are estimates from public sources (2025-26), pending ops verification - same basis as the EOR cost calculator. Not tax or legal advice.
Compliant CLT contract, payroll, 13th salary, FGTS, and benefits - handled. One invoice, flat $399/month.