Female employees are entitled to 120 days of maternity leave with full pay. Companies participating in the Empresa Cidadã program may extend maternity leave to 180 days.

Maternity leave is paid at 100% of the employee's salary by the employer, who is then reimbursed by INSS (Social Security). Pregnant employees are protected from dismissal from the confirmation of pregnancy until 5 months after childbirth.

Fathers are entitled to 5 days of paid paternity leave. Companies enrolled in the Empresa Cidadã program may extend paternity leave to 20 days.

For the first 15 days of illness, the employer is responsible for paying the employee's full salary. After the 15th day, the employee transitions to INSS (Social Security) benefits.

INSS sickness benefits can be paid for up to 24 months, depending on the nature and severity of the condition. A medical certificate is required to justify the absence.

Employees are entitled to 30 calendar days of paid annual leave per year, provided they have no more than 5 unexcused absences during the accrual period.

Vacation pay consists of the employee's regular salary plus a mandatory bonus of one-third (1/3) of the salary amount. Employees may split their vacation into up to 3 periods, with at least one period being a minimum of 14 consecutive days.

There is no at-will termination in Brazil. Employers must have just cause to terminate without severance, or pay full severance for termination without cause.

Valid grounds for just cause termination include:

• Dishonesty or acts of bad faith
• Misconduct or inappropriate behavior
• Habitual drunkenness (on or off the job)
• Insubordination or indiscipline
• Abandonment of employment (30+ consecutive days of absence)

The minimum notice period is 30 days. For each year of service with the employer, an additional 3 days of notice is added, up to a maximum total of 90 days.

If the employer opts not to have the employee work during the notice period, the full notice period pay must still be provided.

Termination Without Cause:

• 40% penalty on the total FGTS balance
• Notice period pay (30 days + 3 days per year of service, max 90 days)
• Prorated 13th month salary
• Unused vacation days plus the 1/3 vacation bonus

Termination With Just Cause:

• Prorated 13th month salary only
• Unused vacation days plus the 1/3 vacation bonus

Mutual Agreement Termination:

• Half of the notice period pay
• 20% penalty on the FGTS balance (instead of 40%)

Employees are entitled to 30 calendar days of paid annual leave per year, provided they have no more than 5 unexcused absences during the accrual period.

Vacation can be split into up to 3 periods, with at least one period being a minimum of 14 consecutive days. The remaining periods must each be at least 5 consecutive days.

Brazil observes 12 national public holidays annually.

National public holidays include:

• New Year's Day (January 1)
• Carnival (2 days, varies annually)
• Good Friday (varies annually)
• Tiradentes Day (April 21)
• Labor Day (May 1)
• Corpus Christi (varies annually)
• Independence Day (September 7)
• Our Lady of Aparecida (October 12)
• All Souls' Day (November 2)
• Republic Day (November 15)
• Black Consciousness Day (November 20)
• Christmas Day (December 25)

The onboarding process is typically completed within 2-5 business days following client execution of the Statement of Work.

Salaries in Brazil are paid on a monthly basis. The mandatory 13th month salary is split into two payments: the first installment is paid in November, and the second installment is paid in December.

Employees also receive a vacation bonus equivalent to one-third (1/3) of their monthly salary, paid when they take their annual leave.

A written employment contract is mandatory in Brazil and must be drafted in Portuguese. All employment relationships are governed by the CLT (Consolidação das Leis do Trabalho - Brazilian Labour Code).

Essential contract elements include:

• Employee and employer identification
• Commencement date
• Job title and description
• Compensation and benefits
• Working hours and schedule
• Duration (for fixed-term contracts)
• Termination provisions

Fixed-term contracts have a maximum duration of 2 years. Beyond this period, the contract automatically converts to an indefinite-term agreement.

The maximum probation period in Brazil is 90 days. This can be structured as an initial period of 45 days, renewable once for an additional 45 days.

During the probation period, either party may terminate the employment relationship without providing a specific reason or paying severance, though proper notice must be given.