Payroll Outsourcing in Brazil | INS Global
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Payroll Outsourcing in Brazil

Hire Globally, Pay Locally, Expand Effortlessly

When expanding overseas, many companies find that ensuring payroll for their employees overseas can be one of the most time-consuming and complex processes. However, providing proper payroll is critical to a company’s operations, so outsourcing payroll to a professional provider is an increasingly popular option.  

For companies with operations in Brazil, INS Global offers payroll outsourcing services that provide professional support and allow you to guarantee compliant payroll for your employees at home and abroad.  

Payroll Outsourcing in Brazil - Summary

What are the Benefits of Payroll Process Outsourcing in Brazil?

Consistent Regulation Protection

Be assured of compliance at all times; even when labor regulations are updated, our experts are there to guide you through the changes easily and smoothly 

Minimize Payroll Interruptions and Waste

Boost your efficiency and ensure your employees are paid on time every time 

Scalability of Payroll Options

Your employees are covered, whether there’s one or one hundred, with no additional hassle 

Focus on your Expansion; Let Us Handle the Rest

We take care of all the payroll processes you need and can offer a range of further HR outsourcing options as you require them 

An INS Global expansion Advisor Available at all times

You can have access to in-depth expertise and support for all your payroll questions through a single point of contact 

How INS Global Handles Payroll for Employees in Brazil

Paying your employees on time and correctly and ensuring they’re paid according to every local tax and benefits regulation can be difficult when working overseas. INS Global utilizes specialist knowledge and well-developed support systems in Brazil to guarantee correct and punctual payment. 

Working with a payroll outsourcing partner allows you to avoid the complex process of managing these services yourself. These services includes: 

  • Having a legal entity to recruit and employ staff in Brazil 
  • Opening bank accounts that are able to pay local employees while also dealing with the currency of your other branches in case you need to make transfers 
  • Creating employee contracts that are entirely compliant with local regulations and establishing processes for deducting necessary payroll taxes, employee social security contributions, etc.  
  • Once this has been set up, you’ll have to constantly manage these processes and watch closely for any changes to local labor and tax laws. 

 

Alternatively, INS Global can organize these steps simply and efficiently through our local PEO. Our PEO in Brazil allows us to manage all your HR needs, including each step of the payroll process.  

testimonial from Manuel Ramos

Testimonial

Manuel Ramos

TERAO ASIA

Managing Director

We think INS Global is a good solution about starting in a market like China. Understanding the market doesn’t mean you need to set up a company immediately. 

5/5

What Payroll Taxes are Necessary for Brazil?

 

INS Global provides innovative payroll and HR outsourcing services in over 80 countries worldwide. Our global expansion advisors offer in-depth knowledge of local regulations and best practices to ease your transition overseas.  

With INS Global, you can expand effortlessly, rapidly, and fearlessly, knowing you are supported all the way.  

To learn more, contact our team here.  

CONTACT US TODAY

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FAQs

No, it is necessary to use a local entity abroad to comply with each country labor law.

Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.

The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.

Liabilities may vary from country to country and include all the staff management responsibilities: labor contract issues, payroll management, and tax compliance, social security management, expenses claim declaration, hiring and termination
procedures, etc.

In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.