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We act as your Employer of Record in Brazil. This nations, the largest economy in South America, presents significant opportunities for businesses looking to expand their operations in the region. However, navigating its complex labor and tax laws can be challenging. An Employer of Record (EOR) in Brazil can streamline your operations and ensure compliance with local laws.
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While establishing a subsidiary in Brazil is a traditional method for local expansion, partnering with an Employer of Record presents several benefits:
The Advantage in Figures
PEO/EOR
Company Incorporation
Price
80% Less Expensive
Market Entry
2-5 Days
6 Months
Compliance with Brazilian Labor Laws
The Employer of Record ensures that your business complies with Brazil’s labor regulations, including those related to employment contracts, taxes, and employee benefits, reducing the risk of legal challenges.
Access to Local Talent
The Employer of Record assists in recruiting and managing Brazilian employees, ensuring access to top talent in the region while managing all employment-related matters.
Expedited Market Entry
Partnering with a Brazilian Employer of Record enables your business to quickly enter the Brazilian market without the need to establish a local entity, accelerating your market penetration.
Cost Savings
By utilizing a Brazilian Employer of Record, you can avoid the substantial costs associated with setting up and operating a local entity. The Employer of Record handles payroll, benefits, and HR functions, allowing you to focus on business growth.
Scalable Operations
A Brazilian Employer of Record provides the flexibility to scale your business operations according to market demands without the long-term commitment of establishing a local entity, offering greater operational agility.
1
Detailed Planning & Assessment
Your collaboration with a Brazilian Employer of Record, like INS Global, begins with a comprehensive consultation to understand your business goals. This involves determining the workforce needed, defining their roles, and setting your expansion timeline. The Employer of Record customizes its services to meet your unique needs, ensuring a seamless integration process in Brazil.
2
Efficient Setup, Recruitment & Onboarding
Whether you’re building a new team in Brazil or relocating current staff, the Employer of Record manages all legal and administrative obligations. This includes handling visas, work permits, payroll, contract administration, and ensuring compliance with Brazilian labor laws. Acting as your legal employer in Brazil, the Employer of Record removes the need to set up a local entity, saving significant time and money.
3
Continuous HR Management & Compliance
Once your employees are operational in Brazil, the Employer of Record oversees ongoing HR and payroll functions. This includes salary processing, managing employee benefits, and ensuring compliance with health insurance and social security requirements. The Employer of Record acts as the HR liaison between you and your Brazilian team, managing administrative responsibilities and addressing employee concerns so you can focus on scaling your business.
Choosing the right Employer of Record in Brazil is critical for successful market entry. Consider these key factors:
Brazil’s tech ecosystem is growing rapidly, especially in urban hubs like São Paulo, Campinas, and Florianópolis. With a large base of remote-ready professionals, particularly in development, design, and customer support, an EOR can help international companies access this talent legally and efficiently. Brazil’s time zone compatibility with both Europe and the U.S. also makes it ideal for distributed teams.
Understanding Brazilian work culture is key to successful team integration. Key cultural insights include:
Hierarchical decision-making: Leadership and seniority are respected.
Personal relationships matter: Trust and informal communication styles are important.
Language: Portuguese is essential for daily operations; most legal documents must be in Portuguese.
Negotiation style: Conversations can be expressive and relationship-oriented.
Partnering with a local EOR ensures smooth onboarding and helps bridge cultural differences when managing Brazilian teams.
Check Our Brazil Labor Law Guide
Working Hours
The standard workweek in Brazil is 44 hours, typically divided into 8 hours per day from Monday to Friday, plus 4 hours on Saturday, or alternatively, 8 hours over 5 days. Overtime is paid at a rate of 50% above the regular hourly wage and is limited to two hours per day. Night work, which is performed between 10 PM and 5 AM, is compensated at a 20% higher rate than daytime work. Brazil’s labor laws also promote work-life balance, with recent trends showing an increase in flexible working arrangements and remote work, especially post-pandemic.
Paid Leave
Brazilian labor law mandates various types of paid leave, including annual leave, sick leave, and maternity leave. Employees are entitled to 30 days of paid annual leave after completing a year of service. Maternity leave is set at 120 days with full pay, and paternity leave is five days. Additionally, employees are entitled to paid sick leave, which is covered by the employer for the first 15 days and by the social security system thereafter. Brazil also observes 11 public holidays, which are fully paid. These paid leave provisions are designed to ensure the well-being and job satisfaction of employees.
Social Insurance
Brazil’s social insurance system is extensive, covering health, pensions, unemployment, and work-related injuries. The National Social Security Institute (INSS) administers these benefits, with contributions from both employers (20% of the payroll) and employees (ranging from 8% to 11% of their salary). The INSS provides retirement benefits, disability pensions, and sickness benefits. Additionally, the Unified Health System (SUS) offers free healthcare services to all residents. As of 2023, approximately 86% of the Brazilian workforce is covered by social insurance, reflecting the system’s wide reach and importance in providing financial security and healthcare access.
Severance Pay
Severance pay in Brazil is mandated by the CLT and is an essential aspect of worker protection. Employees dismissed without just cause are entitled to a severance package that includes 40% of the balance in their Severance Indemnity Fund (FGTS) account, a fund into which employers contribute 8% of the employee’s salary monthly. Additionally, employees receive proportional pay for unused vacation and a 13th-month salary. The FGTS system is designed to provide financial stability during unemployment, ensuring workers have a financial cushion while seeking new employment.
Managing these intricate details can be time-consuming and requires vigilance in tracking legal changes. Collaborating with an Employer of Record in Brazil gives you a local legal partner, ensuring your business adheres to labor laws and protects you from potential liabilities.
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faqs
An Employer of Record in Brazil handles all legal, HR, and compliance work required for employing workers, enabling businesses to swiftly enter the market without establishing a local entity.
Employing an Employer of Record in Brazil can be more cost-effective than setting up a local subsidiary, as it eliminates incorporation costs and lowers ongoing administrative expenses.
Yes, a Brazilian Employer of Record handles the entire visa and work permit application process, ensuring compliance with local immigration laws and procedures.
Businesses of all sizes benefit from Employer of Record services in Brazil, particularly those seeking fast market entry, cost savings, and reduced administrative workload.
Employer of Records in Brazil have local experts who are knowledgeable about the latest legal updates and manage all compliance activities to ensure adherence to Brazilian labor laws.
While the Brazilian Employer of Record is the legal employer, you retain considerable control over the daily management and operational decisions regarding your workforce.
A Global Employer of Record is an effective solutions for companies like yours that are looking to expand a workforce abroad effortlessly.
This approach allows you to outsource the international hiring process quickly and efficiency, providing access to a global talent pool while still managing payroll compliance in each country.
Level 39, Marina Bay Financial Centre Tower 2, 10 Marina Boulevard
Singapore 018983Public Holidays Calendar
Brazil
| Date | Day | Holiday | Notes |
|---|---|---|---|
| January 1 | Wednesday | New Year’s Day | Celebrates the first day of the year |
| March 3 | Monday | Carnival | Optional holiday (Ponto facultativo) |
| March 4 | Tuesday | Carnival | Optional holiday (Ponto facultativo) |
| March 5 | Wednesday | Ash Wednesday | Optional holiday until 2 PM (Ponto facultativo) |
| April 18 | Friday | Good Friday | Christian holiday commemorating the crucifixion of Jesus |
| April 21 | Monday | Tiradentes Day | Honors national martyr Joaquim José da Silva Xavier |
| May 1 | Thursday | Labour Day | International Workers’ Day |
| June 19 | Thursday | Corpus Christi | Optional holiday (Ponto facultativo) |
| September 7 | Sunday | Independence Day | Commemorates Brazil’s independence from Portugal |
| October 12 | Sunday | Our Lady of Aparecida | Honors Brazil’s patron saint; also Children’s Day |
| November 2 | Sunday | All Souls’ Day | Christian holiday remembering the faithful departed |
| November 15 | Saturday | Republic Day | Marks the proclamation of the Republic in 1889 |
| November 20 | Thursday | Black Consciousness Day | First year as a national holiday; honors Afro-Brazilian heritage |
| December 25 | Thursday | Christmas Day | Celebrates the birth of Jesus Christ |