EOR Brazil services that
carry every CLT employer duty.
After you pick a candidate, we prepare and sign the CLT contract, register the hire through eSocial event S-2200 before day one, open the FGTS and INSS records and run the first payroll so pay arrives no later than the fifth working day of the next month.
Begin hiring
You deal with us; we hold the contract
Flat monthly fee, about R$ 2.901,24 at ECB rates on 24 Sep 2026. Statutory costs pass through at cost.
INSS 20%, RAT, terceiros 5.8% and FGTS 8% in our São Paulo worked example.
Twelve monthly pays, a 13º salário, plus a one-third top-up on 30 days of férias.
A named account manager answers HR, payroll and cost questions for your hires.
Who handles CLT questions when your team sits outside Brazil?
Brazilian employment runs on the CLT and on the convenção coletiva for each sector, and both reach into daily management. We answer HR questions against those rules as they arise.
- 90-day contrato de experiência
- Férias of 30 calendar days a year, paid with the one-third bonus
- Absence, 120-day licença-maternidade and paternity leave
- Changes to pay, hours or teletrabalho terms, agreed and recorded
- Restructuring checked against the applicable CCT
- Exits, with final pay inside 10 days
Ending a contract without cause (sem justa causa) is permitted in Brazil, but never free. Notice, the aviso prévio, starts at 30 days and grows by 3 days per full year worked to a 90-day maximum (Lei 12.506/2011). On top sits a penalty equal to 40% of all FGTS deposits made while the contract ran (Lei 8.036/1990). The ex-employee then has 2 years to sue in the Justiça do Trabalho, reaching back 5 years.
What changes a Brazilian payroll mid-year?
Brazilian payroll cost shifts within the year for reasons foreign finance teams rarely meet. Employee INSS is progressive, from 7.5% to 14%, and stops at a 2026 ceiling of R$ 8.475,55 a month, while the employer’s 20% INSS has no ceiling. Peak months come from the 13º salário and from férias, with its constitutional one-third, and the annual data-base raise in each convenção coletiva can lift salaries on a set date.
- Monthly eSocial events S-1200 and S-1210, closed with S-1299
- DARF from DCTFWeb for employer INSS and terceiros, due on the 20th
- FGTS deposits of 8% paid by Pix through FGTS Digital
- IRRF withheld at 2026 rates, Lei 15.270 relief applied
- Wages out by the fifth working day after month end
Which extras do Brazilian candidates expect?
Candidates in Brazil judge an offer on the full package and compare the extras line by line. Meal and food vouchers are not required by statute, yet many convenções coletivas make them compulsory, and the Programa de Alimentação do Trabalhador (PAT) governs how they are provided. Health plans and PLR are common too. We apply the correct payroll and tax treatment to each item; vale-transporte, for example, stays outside the INSS and FGTS base.
- Vale-refeição or vale-alimentação
- Vale-transporte, when the employee asks
- Private health plan
- Profit sharing (PLR) where the CCT provides it
- Group life insurance
Who holds which part of a CLT job
We sign the CLT contract and send the hire to eSocial; as legal employer, we make the employer’s filings and payments.
You set goals, review the work and plan projects. Tell us before any change to pay, hours or role.
Payroll, IRRF, INSS, FGTS and eSocial reporting run each month, and you receive one invoice for salary, charges and fee.
The convenção coletiva usually follows the employer’s main activity and the place of work, so for your hire it tends to be the employer of record’s sector agreement rather than one tied to your own industry. That agreement can set the wage floor, the annual raise and meal vouchers, so we check it per hire before any offer.
How does our Brazil fee compare?
Several global platforms publish lower starting prices than ours. from USD 560 a month buys the CLT contract with us as employer of record, payroll, eSocial and FGTS Digital filings, HR advice and a named contact, at one flat rate for Brazil.
| EOR BrazilSame fee at any salary | Deel | Remote | Multiplier | Papaya | Oyster | Pebl | |
|---|---|---|---|---|---|---|---|
| Monthly fee | from USD 560 | USD 599 | USD 699 | USD 499–559 monthly | from USD 650 | USD 699 | $399 |
| EOR price on pricing page | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ |
| One fixed fee, no ‘from’ rate | ✔ | ✔ | ✔ | ✔ | ✖ | ✔ | – |
| Monthly billing shown | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ |
| Fee for Brazil stated on the provider’s own site | ✔ | ✔ | ✔ | – | – | – | – |
| No country or regional price adjustment stated | ✔ | ✔ | ✔ | ✖ | ✖ | ✔ | ✖ |
| Currency stated with the price | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ | ✖ |
| Headline price given in US dollars | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ | – |
| Service limited to Brazil | ✔ | ✖ | ✖ | ✖ | ✖ | ✖ | ✖ |
| Fee also shown in BRL, with rate date | ✔ | – | – | – | – | – | – |
Prices as published on each provider’s own pricing or Brazil page, checked on 25 Sep 2026; all are per employee per month, before salary and statutory costs. For Multiplier, the range spans its Core and Growth plans on monthly billing (annual billing is lower). Papaya’s figure is its rate for most countries outside Europe. Pebl (formerly Velocity Global) shows $399 without naming the currency. A dash (–) means not stated. At ECB rates of 24 Sep 2026 our fee is roughly R$ 2.901,24.
Share the role, salary and city in Brazil
Send the job title, the monthly salary in reais and the work location. You get back an annual cost in BRL and USD and the convenção coletiva we expect to apply.