巴西的僱傭法有利於員工，而且在結束聘用後面臨前僱員的訴訟是很常見的。因此，巴西雇傭合規取決於一個強大的勞動契約以及對該國有關招聘和招聘法律的徹底了解。
在巴西招募
在巴西，招募優秀員工需要知道如何接觸他們。當您開始在國內進行招募時，您可能需要重新評估您的典型招募程序。
對於希望招募已經受僱但開放新工作的主動和被動候選者的巴西公司來說，社交網路媒體是一個越來越受歡迎的渠道。社交媒體平台可用於直接與潛在僱員接觸，並建立雇主品牌知名度。
也有招募機構可以提供協助。但是，招聘和獵頭服務通常收費不菲。
During the recruitment process, it’s standard for employers to request proof of the candidate’s education and conduct a background check to verify the potential hire’s identity and professional history. These parts of the screening process are common and acceptable in Brazil. That said, you cannot run a criminal background check unless it is objectively relevant and proportionate to the job. Blanket checks or automatic exclusions can create discrimination and privacy risks.
由於巴西招聘的細微差異，許多國際公司都尋求法律諮詢，以確保整個過程合規。
巴西的反歧視法律
Employers cannot discriminate against prospective employees on protected grounds, including:
- 性別
- 出身
- 民族
- 婚姻狀況
- 家庭狀況
- 殘疾
- 年齡
避免在職缺公告中提及受保護的類別。例如，說您的公司正在尋找員工加入您的「年輕而充滿活力的團隊」可能被視為基於年齡的歧視。
公司也應避免在面試期間提出與上述類別有關的問題，例如詢問準員工是否已婚或有孩子。
如何在巴西聘僱員工
The native language in Brazil is Portuguese, therefore, if the candidate does not speak English, a translator may be necessary to help during the hiring process. Employment contracts should generally be in Portuguese, or bilingual with the Portuguese version controlling. They should state the agreed gross monthly salary in BRL (Brazilian reais).
在巴西，招募流程通常需要相當長的時間才能最終完成。 薪資和福利必須協商，為此，在聘用任何員工之前，必須充分了解該國的稅收、工資和僱傭關係法律。
巴西僱傭法
The maximum ordinary working time is limited to 44 hours per week. Ordinary daily working time is generally limited to 8 hours, with overtime rules applying beyond that. Often, employers standardize working hours at 40 hours a week. Generally, a daily shift is 8 hours, with a 1-hour lunch or meal break that is not included in working time. Ordinary working hours are also generally limited to 44 hours per week, unless a valid collective agreement, employment arrangement, or special category rule applies.
工作時數限制由《勞動法》規定。請注意，超時工作在巴西是訴訟的主要來源，因此請注意限制。
僱員還有權在巴西享受假期、生病、產假、育假：
- Vacation leave: 30 calendar days of paid annual vacation after 12 months of work. This may be reduced for excessive unjustified absences, and vacation pay typically includes a one-third bonus.
- Sick leave: 15 consecutive paid days with a medical note. From the 16th day, INSS sickness benefits may apply, subject to approval.
- Maternity leave: 120 days of paid leave. This may extend to 180 days under the Empresa Cidadã program or employer policy.
- Paternity leave: 5 calendar days off until the end of 2026. Employees of Citizen Company Program employers may receive 20 calendar days.Gradual increase as of 2027, as follows:
- 10 days starting January 1, 2027.
- 15 days starting January 1, 2028.
- 20 days starting January 1, 2029.
- Note: The leave period is increased by 1/3 (one-third) in cases involving the birth or adoption of a child or adolescent with a disability.
巴西員工入職
雖然沒有針對入職的特定法律，但最好的方法是提早概述公司的期望。分享他們第一週的行程，並查看工作時間以及任何內部規則或政策，包括您公司的行為準則。
如果您不遵守巴西雇傭合規法，請注意，訴訟費用可能很高，而勞工法庭通常會為員工作出決定。
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