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From
$249/month
$49/month
2% of gross salary / month
Horizons provides compliance solutions to ensure your business in Brazil operates in line with Brazilian labor laws and tax regulations. Businesses benefit from hiring in, investing in, or job outsourcing to, Brazil in a range of industries, from customer service, to accounting services, to software development.
We also process monthly payroll, and, as a Brazil Employer of Record, absorb all local employer liabilities. Partnering with our Brazil EOR is the quickest and most cost-effective way to enter the Brazilian market.
Note, a Brazil Employer of Record is also known as a Brazil Professional Employer Organization (PEO).
Hire in Brazil, and pay employees through our platform or app.
Our Brazil EOR solution is the most affordable on the market.
Fast onboarding in Brazil, hire in as little as 24 hours.
We draft labor contracts compliant with Brazil labor law.
We administer all mandatory benefits and contributions in Brazil, including FGTS.
It doesn’t stop with Brazil — we are an international EOR
When hiring in Brazil, it is possible to use both spoken and written arrangements, but we would always recommend producing a formal written contract of employment. The contract should be in Portuguese, the official language of Brazil, and include all details of your agreement such as salary/wage (in BRL currency), entitlements, and benefits.
By partnering with our Brazil EOR, Horizons’ team of local experts can provide assistance for drafting strong employment contracts that are compliant with local regulations.
12 months maximum
30 days
Only applicable after 12 months’ service: 1 month’s salary per year of service
If for a business reason: 2 months’ salary per year of service
Maximum 2 years’ contract
Maximum 1 time renewal
Limited contract must be justified to be accepted by the labor bureau
12 months maximum
30 days
Only applicable after 12 months’ service: 1 month’s salary per year of service
If for a business reason: 2 months’ salary per year of service
There are several nationally recognized holidays in Brazil, as well as further unofficial holidays, such as Good Friday. These are observed in some but not all areas, so always be sure to understand the local customs in your area of operation.
The main days celebrated at national and regional levels are:
| Date | Holiday name |
|---|---|
| 1 Jan Wednesday | New Year’s Day |
| 3 mar Monday | Carnival Monday |
| 4 Mar Tuesday | Carnival Tuesday |
| 18 Apr Friday | Good Friday |
| 21 Apr Monday | Tiradentes Day |
| 1 May Thursday | Labour Day / May Day |
| 19 Jun Thursday | Corpus Christi |
| 7 Sep Sunday | Independence Day |
| 12 Oct Sunday | Our Lady of Aparecida / Children’s Day |
| 28 Oct Tuesday | Public Service Holiday |
| 2 Nov Sunday | All Souls’ Day |
| 15 Nov Saturday | Republic Proclamation Day |
| 20 Nov Thursday | Dia da Consciência Negra (Black Consciousness Day) |
| 24 Dec Wednesday | Christmas Eve |
| 25 Dec Thursday | Christmas Day |
| 31 Dec Wednesday | New Year’s Eve |
It’s always important that you understand what kinds of benefits your employees in Brazil are legally entitled to or will expect to receive. Our Brazil Employer of Record provide support for managing the following areas:
Employees in Brazil can take 30 days of vacation leave per year after completing one year of employment. They are also entitled to a holiday bonus payment of one-third of normal monthly pay.
Mothers in Brazil are legally entitled to four months of maternity leave, and cannot be fired throughout pregnancy or within one year of their child’s birth date, with full salary and benefits being paid throughout. Under some circumstances, employers can extend the four-month period by 60 days and write the payment off as a tax deduction.
Fathers can take up to five days of paid leave.
Terminations of employment must be notified in writing by either the employer or employee, 30 days in advance, or with an equivalent payment. Employees are entitled to a further three days of notice after one year of service, and three more per year of service up to a maximum of 60 days (90 days total).
Severance payments must include a 13th-month salary, unused vacation payments, and any other relevant benefits, all calculated pro rata. When employees are terminated by an employer they also receive a payment from a national unemployment fund (FGTS). Employers fund this with 8% of salary and employees receive the fund upon termination. If the termination is without proper cause, the employer must pay a further 40% of the total fund to the employee, and 10% to the government.
Navigating employee terminations and handling severance packages can be complicated for companies expanding overseas for the first time. Horizons’ Brazil EOR can mitigate risk for foreign companies and provide guidance through this process.
Employers can expect to pay roughly 80% in addition to each employee’s salary in added contributions.
The corporate tax rate in Brazil is 15%, but there is also a 10% surcharge on annual taxable income above 240,000 BRL.
Employees in Brazil are entitled to a ‘transport voucher’ to be used for transportation to and from the office, valued at 6% of an employee’s salary. This is a mandatory allowance.
Some employees are also entitled to a ‘meal voucher’ to be used for food. If an employee is entitled to a meal voucher, and at what value, is usually determined the collective agreement (union) of the industry your employee is working in. Each case will be different.
The minimum wage in Brazil is R$1,320 per month (approximately 258.59 USD). Details of compensation should always be included clearly in your employment contracts. As an employer in Brazil, you may also be pressured by trade unions to increase salaries periodically.
It is mandatory for employers in Brazil to pay a 13th-month salary, where workers receive an extra one month of salary in two parts across November and December.
Setting up your Brazilian benefits system as a foreign employer can be difficult. The laws are complicated, there is a potential language barrier in all negotiations, and legislation can change regularly. These factors can make it a very time-consuming process.
A great solution is to outsource your Brazil benefits management to Horizons’ Brazil EOR. We’ll help you get everything organized, compliant, and running as quickly as possible, so you can focus on your expansion efforts.
Hire borderless talent with Horizons
With Horizons, you get quick service, transparent pricing, and expert support.
Generally speaking, the terms “Brazil PEO” and “Brazil EOR” are used interchangeably.
In most cases, Horizons’ Brazil EOR can hire & onboard your employee within 24 hours. The actual start date of the employee will depend on their notice period obligation to their previous employer as well as any relevant hiring rules in Brazil.
It is possible to get a work visa in Brazil. Horizons’ Global Mobility team is a dedicated team of work visa experts. They assess the details of each case to determine feasibility and costs before Horizons applies for the work visa on behalf of your employee. If the Global Mobility team determines that your case is feasible, the process is smooth and transparent. Visa spots in Brazil are limited, however—get started today to secure your employees’ visa spot.
Holiday Schedule in Brazil [2025]
