Like in other countries, the human resources departments of Brazilian organizations become increasingly important in today’s industrialized economy. HR management acts as an asset generator and has indirectly great influence on the production of the company.

In order to provide you a better perspective on

Human Resources in Brazil

, aspects of recruitment policies, working hours and termination policies will be mentioned below.

Recruitment and agreement

In Brasil, an employee can only be hired by a proper registered company. A foreign company is required to meet certain conditions and undergo a determined procedure in order to be able to hire personnel.

Employees are hired on the basis of a certain term and other conditions of an employment agreement. Within 48 hours after an employee started his job in a respective Brazilian organization , the mentioned employment agreement should be registered. All employees with the same job profile should be treated equally and granted a similar compensation in Brazil.

However, it is possible to deviate in case of seniority. In general, the

salary scale in Brazil

is assessed on the basis of an employee’s job profile, experience and qualification.

In Brazil, it is possible to include a trial period into the employment contract, with a maximum of 90 days. Temporary employment agreements should have a maximum of 2 years.

Working hours & employee benefits

Brazilian labour authorities drew up a standardized working schedule for all employees of 8 hours per day and a maximum of 44 hours a week (i.e. many people in Brazil work on Saturday mornings).

However, employers and employees can agree upon stretching the working hours (common in the offshore industry for instance). Workers are paid a 50% surcharge on the regular hourly rate for overtime (2 hours overtime per day max). When workdays last more than 6 hours, employees are entitle to a 1 hour break minimum.

Apart from a monthly salary, other substantial benefits are provided to staff members. In general, these include a thirteenth salary, which should be paid mid November and is equal to the salary of December and a 30 day holiday pay, to be paid 2 days before leave at the latest. Sometimes other benefits apply, like housing allowances and

Brazilian health insurance

.

Finally, official holidays are paid leave. If an employee should work on a holiday, he should be compensated in the same month, otherwise he is entitled to a 100% surcharge on the regular hourly rate.

In case of illnness and work-related accidents, the employee is entitled a 15 day sick leave after confirmation of a physician. If absence takes longer than 15 days, the employee should report to the Social Security Administration which will cover paid leave until the employee is able to return to work.

An employer cannot dismiss an employee prior to the 12th month following the return from a paid work-related accident leave. In case of childbirth, in Brazil female employees are eligible to get a liberal maternity leave of 120 days, beginning in the 8th month of pregnancy. Male workers are entitled to a 5 days paternity leave, starting at the day of birth.

An employer cannot dismiss a pregnant employee prior to the 5th month following the childbirth.

Termination policies

In Brasil, an employment agreement can be terminated by either the employee or the employer. However, the termination policies are quite formal and the company has to follow a certain procedure in order to make the termination official.

It is possible to terminate an employment agreement before the expiry date by the employer. It is compulsory however paying the employee a certain amount of compensation.

This applies to a lesser extent also to situations in which the employee violates the crucial duties and company policies. In order to enjoy all the official benefits, an employee is bound to provide a 30 days’ notice to the company before finishing the job. Usually all the intrinsic details and conditions of the termination are mentioned in the settled agreement.