브라질 채용 가이드​​ 

주요 요점​​ 

• 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.​​ 

브라질에서 채용하기 전에 알아야 할 사항​​ 

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.​​ 

브라질에서의 채용에 대해 알아야 할 5가지 사항을 소개합니다.​​ 

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.​​ 

법정 의무는 아니지만, 노조 협상과 인플레이션으로 인해 매년 월급 조정이 흔합니다.​​ 

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.​​ 

브라질 최고의 채용 허브​​ 

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.​​ 

브라질 최고의 인재 허브는 다음과 같습니다:​​ 

• 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.​​ 

브라질의 주요 산업​​ 

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.​​ 

브라질의 주요 산업은 다음과 같습니다:​​ 

• 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:​​ 

• 법인 설립 (단, 공식 고용주 와 제휴하는 경우는 제외)​​ 
• 구인 광고 비용​​ 
• 브라질에 인맥이 있는 직원에게 추천 보너스를 지급하는 것​​ 
• 사내 채용 위원회 보수 지급​​ 
• 브라질과의 여행 등, 호텔 숙박, 식사, 교통편 포함​​ 
• 입사 후보자 선별을 위한 신원 조회 서비스 사용​​ 
• 규정을 준수하는 근로계약서 작성, 법률 검토 및 인사 및 법률 전문가와의 상담​​ 
• 컴퓨터, 휴대폰 및 소프트웨어 라이선스 제공 비용​​ 
• 입사 프로세스 자료 및 초기 교육 비용​​ 
• 의무 고용주 납부​​ 
• 필수 세금 및 급여 기록과 문서를 유지하는 데 드는 비용​​ 

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.​​ 

브라질에서 기업이 채용 직원을 채용하려면 무엇이 필요할까요?​​ 

브라질에서 팀을 확장하기 전에 다음 필수사항을 반드시 챙기세요:​​ 

• 브라질에 기업을 법인으로 설립하세요.​​ 
• 비즈니스를 운영할 주의 무역위원회에 회사 이름을 등록하세요.​​ 
• 연방 국세청에 등록하여 세금 신분증을 받으세요.​​ 
• 해당 주의 과세당국에 등록하고 주 세금 등록을 받으세요.​​ 
• 현지 지자체에 운영 면허를 등록하세요.​​ 
• 현지 은행 계좌를 개설합니다.​​ 
• 사회보장 기여금을 위해 INSS에 등록하세요.​​ 
• 해고 배상금(FGTS) 시스템에 등록하세요.​​ 
• 신입 입사자를 보고하려면 노동부(MOL)와 고용부에 등록하세요.​​ 
• 모든 법정 공제를 계산하고 원천징수하는 규정준수 급여 시스템을 구축하세요.​​ 
• 시스템이 eSocial과 통합되어 있는지 확인합니다.​​ 
• 포르투갈어로 고용 계약서 초안을 작성합니다.​​ 
• 필요한 복리후생을 제공하기 위한 프로세스를 구축하세요.​​ 
• 산업 보건 및 안전 당국에 등록하세요.​​ 
• 고용 계약서, 급여, 근무 시간 추적 및 모든 노동 관련 문서에 대한 정확한 기록을 보관하세요.​​ 

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 등이 브라질에서 인기 있는 구인 사이트입니다.​​ 

2. Evaluating applications​​ 

지원서를 수집하고 이력서를 검토합니다. 현지 법률에 따라 지원서를 심사하고 면접을 진행합니다.​​ 

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. 채용 제안하기​​ 

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.​​ 

브라질에서 계약자 채용​​ 

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. 직원 대 독립계약자​​ 

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. 잘못된 분류에 대한 처벌​​ 

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

• 모든 법정 고용 권리 및 수당을 소급하여 지급합니다.​​ 
• Face administrative fines for failing to register employees, nonpayment of social charges, and other violations.​​ 
• 사회보장제도(INSS)와 FGTS 납입금, 그리고 이자 및 금전적 조정이 포함됩니다.​​ 

3. 계약자에게 지불하는 방법​​ 

G-P Contractor는 해외 계약직 직원을 고용하고 급여를 지급하는 복잡하고 시간 소모적인 과정을 없애줍니다. 몇 번의 클릭만으로 계약을 생성 및 발행하고 계약자에게 비용을 지불할 수 있으며, 이 모든 과정에서 규정준수 절차를 준수할 수 있습니다.​​ 

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

당사의 글로벌 고용 플랫폼 ™ (글로벌 채용 플랫폼)과 인공지능(AI) 기반 제품인 기록상 배치(EOR), Contractor, Gia 기업이 글로벌 팀을 구축하고 관리할 수 있도록 지원합니다.​​ 

G-P 10년 이상의 경험을 보유한 글로벌 고용 분야의 선도 기업으로 인정받고 있으며, 인사, 법률 및 규정 준수 전문가로 구성된 최대 규모의 팀과 글로벌 독자 지식 기반을 갖추고 있습니다.​​ 

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

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