ブラジルでの採用ガイド​​ 

主なポイント​​ 

• Understand Brazil's employment requirements: The Consolidation of Labor Laws (CLT) governs employment requirements, including worker protections, leave, termination, and working hours.​​ 
• Budget beyond base salary: You need to account for a variety of statutory costs, such as the 13th-month salary, the FGTS severance fund, and vacation pay.​​ 
• Choose the right hiring model: You can set up a local entity or use an employer of record, depending on your company's needs and long-term goals.​​ 
• Hire without establishing an entity: G-P EOR lets you hire, onboard, and manage professionals in Brazil without setting up a local entity.​​ 

Brazil is the largest country in South America by both land area and population (213.8 million in 2026), and it's the 10th largest economy in the world. The Consolidation of Labor Laws (CLT) governs Brazil's employment laws. The CLT outlines mandatory benefits like the 13th-month salary, paid vacations, and strict rules on termination and overtime.​​ 

Before expanding into Brazil, you'll need to understand contracts, taxes, wages, benefits, and other employment laws. Our guide will tell you everything you need to know about hiring in Brazil.​​ 

ブラジルで雇用する前に知っておくべきこと​​ 

If you're expanding your business into Brazil for the first time, there are important legal requirements to be aware of. These norms and laws influence hiring practices in Brazil and many aspects of the employer-employee relationship, including compensation and benefits.​​ 

G-P Gia™, our AI-powered global HR agent, can answer your toughest compliance questions across 50 countries — including Brazil — and all 50 U.S. states. Reduce your reliance on outside counsel and cut the time and cost of compliance by up to 95% with Gia.​​ 

ブラジルでの採用に関して知っておくべき5つのことをご紹介します。​​ 

1. Employee-centric regulations​​ 

Brazil's employment laws strongly favor employees. Workers have a wide range of statutory rights and benefits, including paid leave, anti-discrimination protections, and severance entitlements. These are greater than those in many other countries.​​ 

Employee termination in Brazil is highly regulated. Dismissals, especially those without cause, must adhere strictly to notice periods, severance payments, and documentation. The risk of post-termination lawsuits is high.​​ 

Written employment contracts aren't legally required for all employment relationships, but they are strongly recommended. Oral contracts are valid under the CLT.​​ 

2. Official languages​​ 

Portuguese is the official language, spoken by over 99% of the population. Brazil is the only Portuguese-speaking nation in the Americas. With the growth of Mercosur (the Southern Common Market) and increased trade, the economic necessity of Spanish has grown in schools and businesses. As with most countries, you're more likely to hear English in city centers in Brazil than in other parts of the country, but English is not widely spoken.​​ 

3. Working hours and compensation​​ 

The legal maximum workweek is 44 hours. This is spread across eight hours per day, Monday through Friday, and four hours on Saturday, or as agreed upon in collective bargaining agreements (CBAs). Employees get a minimum one-hour lunch break if they work more than six continuous hours. Alternative schedules are allowed if established by a CBA or written agreement.​​ 

Overtime is paid at a minimum of 150% for hours worked beyond the standard daily or weekly limits (Monday to Saturday). Work performed on Sundays or public holidays has to be paid at 200% unless a compensatory day off is provided. CBAs can set higher overtime rates.​​ 

The minimum wage in Brazil is RD 1,621.00 per month in 2026. Some states, like São Paulo, have higher regional minimum wages, and employers must pay the higher applicable rate. The minimum wage is adjusted annually based on inflation and GDP growth.​​ 

法的な義務ではないものの、労働組合との交渉やインフレを理由に、年次給与調整は一般的に行われている。​​ 

The 13th-month salary is a mandatory annual bonus. It's equal to one month's salary, paid in two installments, one by Nov. 30 and the second by Dec. 20. It's calculated as one-twelfth of the monthly salary for each month worked in the calendar year. Commissions and certain bonuses can be included if they're part of regular compensation.​​ 

4. Vacation and sick leave​​ 

Annual leave requirements are generous in Brazil compared to other countries. After one year of service, employees get 30 days of vacation leave. Employees can divide their vacation time into three periods: one lasting at least 14 days, and two more lasting at least 5 days. Employees have the option to cash in up to 10 vacation days. These vacation days are paid, and employers must pay a vacation bonus equal to one-third of the employee's monthly salary.​​ 

Employees in Brazil also get paid sick leave. When an employee misses work due to a medical issue, employers must pay them for their first 15 days of illness, as long as the employee provides a doctor's note. If the employee misses more than 15 days due to their medical condition, then the National Institute of Social Security (INSS) will take over.​​ 

5. Required benefits​​ 

Brazil has generous statutory benefits, including paid vacation, 13th-month salary, social security (INSS), the severance fund (FGTS), and mandatory meal and transportation vouchers.​​ 

Employers must withhold a portion of employees' pay for INSS and make an employer contribution. The employer's rate is typically 20% of payroll plus extra contributions for workplace accident insurance and third-party entities, which can add 5.8% or more, depending on the company's risk profile and sector.​​ 

Employee INSS contributions are withheld at progressive rates (7.5% to 14% in 2026) based on salary.​​ 

Meal vouchers and food vouchers aren't required by federal law. However, Collective Bargaining Agreements (CBAs) can mandate them, and they are customary in many sectors.​​ 

Employers must deposit 8% of the employee's monthly salary into the FGTS account. This isn't withheld from the employee's pay; it's an extra employer cost. FGTS is available to employees upon termination without cause, retirement, or in other circumstances like serious illness or a home purchase.​​ 

Hiring models for global companies in Brazil​​ 

When hiring in Brazil, you have several options. The right model depends on your long-term plans, workforce size, and business activities. There are four common models:​​ 

• Direct employer registration: If you already have a legal entity, you can register your company as an employer and hire in Brazil directly. This allows you to control all your HR operations. Your company will manage tax withholding, payroll, statutory benefits, eSocial reporting, and employment documentation. Direct hiring is ideal if you already have an established local entity and the resources to manage local employment requirements.​​ 
• Employer of record: If you don't have a legal entity in Brazil, you can hire professionals in Brazil through an employer of record. With G-P EOR, you can hire, onboard, and manage professionals in Brazil without worrying about employment requirements. G-P will handle the country-specific compliance requirements, leaving you to manage the company's day-to-day responsibilities. This model is ideal when you need to hire quickly or test the market before making long-term plans.​​ 
• Subsidiary or branch: Setting up a subsidiary or branch makes sense when you plan to maintain long-term operations in the country. A local entity will give your company a legal presence in Brazil. Setting up a subsidiary or branch requires more time and resources. In addition, you will be responsible for employment compliance, payroll, taxes, benefits, and other employment obligations.​​ 
• Independent contractor and misclassification risk: If you have temporary or need-based work and it isn't necessary to create a traditional employment relationship, hiring independent contractors makes sense. However, classifying your workers depends on their actual working responsibilities. If their responsibilities function like employment, Brazilian authorities can reclassify the contractor as an employee. You will then be responsible for social security contributions, FGTS payments, taxes, employment benefits, and other liabilities.​​ 

If you plan to hire contractors in Brazil, G-P Contractor™ allows you to manage contractor payments and create contracts so that you can meet all compliant contractor requirements.​​ 

ブラジルの主要採用拠点​​ 

Brazil's major cities have different strengths. Knowing what each city has to offer allows you to focus your hiring efforts in the right place and fill roles faster.​​ 

ブラジルにおける主要な人材拠点は以下のとおりです。​​ 

• São Paulo is Brazil's largest city and the main business, financial, and technology center. It hosts multinational companies and startups, making it the top hiring hub for a wide range of industries.​​ 
• Rio de Janeiro is known for its energy, oil and gas, tourism, and creative industries. The city is a major employment center, especially for roles in engineering, media, and services.​​ 
• Belo Horizonte is a hub for mining, technology, and business services with a growing start-up ecosystem.​​ 
• Brasília is the nation's capital. Brasília is the center for government, public administration, and related services, attracting talent in law, policy, and administration.​​ 
• Curitiba is known for its advanced manufacturing, automotive, and technology sectors, as well as its reputation for urban planning and sustainability.​​ 

ブラジルの主要産業​​ 

Understanding Brazil's top industries allows you to benchmark salaries and benefits. You can use this insight to make smart choices about where to invest and grow your talent pool.​​ 

ブラジルの主要産業は以下のとおりです。​​ 

• Financial services: Brazil has one of the largest financial markets in Latin America. This includes major commercial banks, investment firms, and the B3 (Brazil, Bolsa, Balcão) stock exchange, located in São Paulo.​​ 
• Technology and digitalization: Brazil is a hub for technology in Latin America, with a growing startup ecosystem and many unicorn companies. This includes areas like fintech, proptech, and edtech.​​ 
• Manufacturing: Brazil is a leading industrial nation globally. Areas include automotive (manufacturing and assembly of cars, trucks, and auto parts), aerospace (home to Embraer, one of the world's largest commercial jet manufacturers), and chemicals and petrochemicals (processing crude oil and natural gas).​​ 
• Energy, oil, and gas: Brazil is a global producer of oil, thanks to large offshore pre-salt reserves. The state-owned company Petrobras is a big force in this sector. Brazil is a global leader in renewable energy, with 89% of its electricity generation coming from renewable sources, primarily hydroelectric.​​ 
• Agriculture: Brazil is important in global food security and commodity markets. Brazil is the world's largest producer of soybeans, coffee, and sugarcane. The country is also a big producer of corn, beef, and chicken.​​ 

Cost of hiring an employee in Brazil​​ 

Whether you're hiring one employee or an entire team in Brazil, expenses are inevitable. Budget for the following:​​ 

• 法人設立( 雇用主と提携する場合を除き)​​ 
• 求人広告の掲載​​ 
• ブラジルにコネクションを持つ従業員に紹介ボーナスを支払う​​ 
• 社内の採用委員会への支払い​​ 
• ブラジルへの往復旅行（ホテル宿泊、食事、交通費を含む）​​ 
• 候補者の選考に身元調査サービスを利用する​​ 
• 法令遵守に則った雇用契約書の作成、法的審査、人事および法律専門家との協議​​ 
• コンピュータ、電話、ソフトウェアライセンスの提供にかかる費用​​ 
• 入社時研修資料および初期研修にかかる費用​​ 
• 雇用主による義務的な拠出金​​ 
• 必要な税務および給与記録と文書の維持にかかる費用​​ 

According to G-P Verified Sources from Gia, the employer burden rate in Brazil, which includes costs triggered on top of salaries, ranges from 60% to 100%, excluding accident insurance that can vary.​​ 

会社がブラジルで従業員を雇用するには何が必要ですか?​​ 

ブラジルでチームを拡大する前に、以下の必須事項を必ず確認してください。​​ 

• ブラジルで会社を設立しましょう。​​ 
• 事業を展開する州の商工会議所に会社名を登録してください。​​ 
• 納税者番号を取得するには、連邦歳入庁に登録してください。​​ 
• 該当する州の税務当局に登録し、州税登録を取得してください。​​ 
• 営業許可を取得するため、地方自治体に登録してください。​​ 
• 地元の銀行口座を開設してください。​​ 
• 社会保障費を納めるため、INSS（ブラジル社会保障庁）に登録してください。​​ 
• 退職金補償基金（FGTS）制度に登録してください。​​ 
• 新しい雇用者を報告するには、労働省と雇用に登録してください。​​ 
• 法定控除額をすべて計算し、源泉徴収する、法令遵守に準拠した給与計算システムを構築してください。​​ 
• システムがeSocialと統合されていることを確認してください。​​ 
• ポルトガル語で雇用契約書の草案を作成する。​​ 
• 必要な給付を提供するためのプロセスを構築する。​​ 
• 労働安全衛生当局に登録してください。​​ 
• 雇用契約書、給与明細、勤怠管理、その他すべての労働関連書類の記録を正確に保管してください。​​ 

Setting up a subsidiary in Brazil can take weeks or months. Use G-P EOR to hire full-time employees in Brazil without setting up your own entity. Build your team at a lower cost and with peace of mind that you're doing so compliantly.​​ 

Steps to hiring in Brazil​​ 

The hiring process in Brazil is similar to the one you're likely familiar with in your own country. The hiring process follows five basic steps: advertising the job, evaluating applications, interviewing candidates, sending job offers, and onboarding new employees.​​ 

1. Advertising job vacancies​​ 

Create a detailed job description, including required qualifications, responsibilities, and benefits. Internships aren't considered employment under the CLT. Job ads for internships must clearly identify the position as an internship and meet all legal requirements for such roles.​​ 

LinkedIn、Catho、InfoJobs、Vagas.comは、ブラジルで人気の求人サイトです。​​ 

2. Evaluating applications​​ 

応募書類を収集し、履歴書を審査する。応募書類の審査および面接は、現地の法律を遵守して実施する。​​ 

3. Interviewing candidates​​ 

Interview candidates who made it onto your shortlist. You can do these interviews in person or virtually. Verify references and, if relevant, conduct background checks in compliance with Brazilian data protection laws (LGPD).​​ 

Gia can help you create questions that follow anti-discrimination laws in Brazil, so you can find the best fit for the role while complying with local regulations.​​ 

4。求人オファーを出す​​ 

Contact your chosen candidate to offer them a position with your company. Offers are typically made in writing. Draft an employment contract in Portuguese, including all mandatory clauses and statutory benefits. Both parties must sign the written contract.​​ 

5. Onboarding new employees​​ 

Now you can onboard new employees. Register your new hire with eSocial, INSS, and FGTS. Update the employee's digital work card.​​ 

If you're working with G-P EOR™, you won't have to worry about the administrative burden of onboarding. We'll streamline the process, so you can focus on training your new hire and integrating them into your company culture.​​ 

ブラジルで請負業者を雇う​​ 

Working with independent contractors in Brazil can be a cost-effective way to test the market and build a presence without the commitment of full-time employees.​​ 

Contractors based in Brazil understand local consumer behavior, rules, and business practices. They'll be ready to start working quickly with their own equipment and established work processes.​​ 

Hiring contractors allows you to easily adjust your talent pool based on your business needs without the complexities and costs of employment.​​ 

Before you enter an agreement with an independent contractor in Brazil, consider the following.​​ 

1 。従業員と独立請負業者​​ 

It's important to understand the difference between employees and independent contractors. In Brazil, employers hire employees to do work and, in return, pay them a regular salary and benefits. Independent contractors provide services. Unlike employees, contractors set their schedules, use their own equipment, and work on specific projects rather than having an ongoing role.​​ 

2 。誤分類に対する罰則​​ 

Classifying someone as a contractor when they're not can lead to severe penalties. If misclassification occurs, you'll need to:​​ 

• 遡及的に、すべての法定雇用権および福利厚生を支払う。​​ 
• Face administrative fines for failing to register employees, nonpayment of social charges, and other violations.​​ 
• 社会保障（INSS）およびFGTSの未払い拠出金、利息、および金額調整。​​ 

3。請負人への支払い方法​​ 

G-P Contractorは、国際的請負業者の採用や支払いの面倒で時間のかかるプロセスを省きます。契約を作成・発行し、契約者に支払いを数回クリックするだけで、法令遵守のプロセスを確実に確保できます。​​ 

Hire employees and contractors in Brazil with G-P​​ 

当社のグローバル雇用プラットフォーム™(グローバル雇用プラットフォーム)とその人工知能(AI)搭載製品である雇用代行業者(EOR)、Contractor、Giaは、企業がグローバルチームを構築し管理するのを支援しています。​​ 

G-P は10年以上の経験を持つ グローバル雇用のリーダーとして認められ ています。最大の人事、人事部、法務、コンプライアンスの専門家チームを擁し、グローバルな独自の知識ベースを持っています。​​ 

Make your expansion to Brazil easier with G-P. Contact us or book a demo today.​​ 

よくある質問​​