Brazil: Employment and HR

Brazil's Chamber of Deputies has approved a constitutional amendment to reduce the maximum working week from 44 to 40 hours and abolish the traditional '6×1' work schedule. However, the approved text contains problematic wording that may increase costs for all employers beyond what was intended, while also affecting collective bargaining arrangements in ways that could undermine recent labour market reforms.

The Chamber of Deputies of the Brazilian Congress approved a proposed Constitutional Amendment (PEC 221/19) (“Amendment”)...

A nova lei brasileira altera a CLT para expandir as obrigações empresariais relacionadas à saúde ocupacional, exigindo que empregadores informem ativamente os trabalhadores sobre seu direito a ausências remuneradas para exames preventivos de câncer, incluindo especificamente testes de HPV. As empresas agora devem implementar ações afirmativas de conscientização e fornecer orientação sobre acesso a serviços de diagnóstico, marcando uma mud

Companies with 100 or more employees in Brazil face an August 31 deadline to submit supplementary remuneration and salary criteria information to the Ministry of Labor and Employment. This sixth edition of the Equal Pay legislation reporting requirement will result in public disclosure of wage data in September, with significant penalties for non-compliance.

Brazil has expanded occupational health obligations, requiring companies to identify and manage psychosocial risks such as stress, burnout and harassment within workplace risk management programs.

Companies with 100 or more employees must submit, by February 28, the complementary information on remuneration and pay criteria to the Ministry of Labor and Employment (MTE), through the Emprega Brasil Portal.

Cross-border employee assignments create distinct compliance obligations under social security coordination and income taxation frameworks. Understanding how totalisation agreements and double tax treaties operate independently—rather than interchangeably—is essential for managing assignment costs and avoiding regulatory pitfalls.

CADE instaurou novos processos administrativos para apurar práticas anticompetitivas em grupos empresariais, com base em acordos de leniência, e alerta para os riscos de multas milionárias para envolvidos.

In this LATAM regional quarterly update, we review the latest changes in labour law across selected Latin American countries.

A Portaria Interministerial MPS/MF nº 16/2026 estabelece novas regras para divulgação e revisão do Fator Acidentário de Prevenção (FAP) aplicável em 2027, impactando diretamente a alíquota do Risco Ambiental do Trabalho (RAT) sobre as remunerações dos empregados. As empresas já podem consultar seus índices individuais desde 30 de setembro de 2026 e têm um prazo específico para contestar eventuais divergências nos elementos

As Brazil's new psychosocial risk regulations take effect, employers face a unique opportunity during the 2026 World Cup. Could allowing employees to watch matches actually help companies comply with workplace...

A nova lei brasileira altera a CLT para expandir as obrigações empresariais relacionadas à saúde ocupacional, exigindo que empregadores informem ativamente os trabalhadores sobre seu direito a ausências remuneradas para exames preventivos de câncer, incluindo especificamente testes de HPV. As empresas agora devem implementar ações afirmativas de conscientização e fornecer orientação sobre acesso a serviços de diagnóstico, marcando uma mud