In Brazil, the standard workweek consists of eight hours per day or 44 hours per week. Overtime is paid at 150% of the regular rate for hours worked in excess of eight per day, and 200% for work on holidays. Overtime is limited to two hours per day, with exemptions for certain positions of trust and remote work arrangements.

Employees in Brazil may undergo a probation period lasting up to 45 days, extendable to 90 days.

Contracts in Brazil must be in Portuguese or English, written, and signed by both parties. They must include essential details such as names, start dates, job descriptions, termination conditions, and may feature bilingual content. Probation periods, although not mandatory, can last up to 90 days.

The national minimum wage in Brazil is R$1,412.00 per month. Deel EOR employees are covered by a collective bargaining agreement with a minimum wage of R$1,454.91 per month.

Tax rates in Brazil range from 0% to 27.5%, calculated progressively based on income. Additional factors such as marital status may influence rates.

Employer costs in Brazil typically amount to around 36.8% of the employee's salary, plus a meal voucher. This includes contributions to FGTS (8%), social security (28.8%), and a meal allowance of BRL 40 per working day.

Annual costs for employees in Brazil include a 13th salary (equivalent to one month's salary), a union bonus (BRL 300.50 annually), and vacation bonuses. Optional expenses may include the Abono Pecuniário and childcare allowance for female employees.

Employers in Brazil face social contributions ranging from 35% to 40%, covering social security, severance indemnity, and other benefits.

Sick leave entitlements in Brazil include fully paid leave for up to 15 days, with the employer covering 100% of the employee's salary. After this period, social security (INSS) takes over, providing payments up to 6,433.57 BRL for further days of sick leave.

Terminations in Brazil must adhere to intricate regulations and the specific terms of an employee's contract. Employers are responsible for managing the off-boarding process, which may involve various fees and procedural steps tailored to each case.

Various types of terminations are recognized in Brazil, including mutual agreement, voluntary resignation by the employee, and unilateral dismissal by the employer for justified reasons or gross misconduct.

The minimum notice period in Brazil is one month, with incremental increases based on the length of employment, up to a maximum of 90 days.

Terminated employees in Brazil are entitled to various benefits, including balance salary, unused holiday payouts, and proportional 13th salary. Severance payments also include 40% of the FGTS paid during employment.

Employees in Brazil, both full-time and part-time, are entitled to 30 calendar days of paid time off (PTO) per year, accruing at a rate of 2.5 days per month. Annual leave becomes available after one year of service, with no leave permitted during the first year.