Brazil

Key Facts at a Glance

Constitutional and Statutory Framework

Brazilian employment law has a strong constitutional foundation in the Federal Constitution of 1988, which devotes Article 7 to a long list of constitutional employment rights, and is codified in the historic Consolidação das Leis do Trabalho (CLT) of 1943. The framework was significantly modernised by the Labour Reform of 2017 (Lei 13.467/2017), and is enforced by a specialised system of labour courts (Justiça do Trabalho) that is one of the busiest court systems in the world.

Article 7 of the 1988 Constitution

Article 7 lists more than 30 constitutional rights of urban and rural workers, including:

• Protection against dismissal without cause (with the FGTS-based mechanism in lieu of stability)
• Unemployment insurance
• FGTS (Length of Service Guarantee Fund)
• National minimum wage that meets workers' basic needs
• Wage irreducibility (except by collective bargaining)
• 13th-month salary
• Profit sharing (PLR)
• Maximum 8-hour day, 44-hour week
• Weekly paid rest, preferably on Sundays
• Overtime pay at minimum 50% above the regular rate
• Annual vacation with at least one-third bonus
• 120-day maternity leave
• Paternity leave (5 days under the ADCT, extendable to 20 via Empresa Cidadã)
• Health and safety protections, including reduction of risks
• Free trade union association
• Right to strike

Principal Statutes

Federal Jurisdiction and Specialised Labour Courts

Labour law is exclusively a federal matter (Article 22(I) of the Constitution). The Justiça do Trabalho (Labour Justice) is a specialised branch of the federal judiciary, with three tiers:

• Varas do Trabalho (Labour Court Trial Divisions) - first instance, organised by city
• Tribunais Regionais do Trabalho (TRTs) - 24 Regional Labour Courts, one per region (or grouping of states)
• Tribunal Superior do Trabalho (TST) - the Superior Labour Court, the highest court for labour matters in Brazil

The Labour Justice handles millions of cases per year and is one of the most active employment court systems globally.

Ministry of Labour and Employment

CLT - Working Conditions

The CLT establishes the minimum statutory framework for individual employment. The 2017 Labour Reform amended dozens of articles, but the CLT remains the principal source of labour standards.

Employment Contract

• The default form of employment is indefinite-term. The CLT recognises specific fixed-term and intermittent forms.
• The employment contract is generally registered in the worker's Carteira de Trabalho Digital (Digital Work Permit), a digital document linked to the worker's CPF (tax ID).
• Probation: Maximum 90 days, single renewal permitted within the 90-day cap. After 90 days without termination, the contract converts to indefinite-term.
• The 2017 reform introduced a new intermittent contract (contrato intermitente), allowing employers to call workers for non-continuous periods of work, with proportional benefits.
• Autonomous work (autônomo exclusivo) was also clarified: the 2017 reform allowed for genuine self-employment without an employment relationship even where the contractor works exclusively for one client.

Working Hours (Constitution Article 7(XIII))

• Standard working week: Constitutional cap of 44 hours per week, typically 8 hours per day across 5.5 days, or 8 hours per day Monday to Friday plus 4 hours on Saturday.
• Daily limit: 8 hours, extendable by overtime agreement up to 10 hours per day.
• Rest break: A break of at least 1 hour for shifts longer than 6 hours; 15 minutes for shifts of 4–6 hours.
• Daily rest: Minimum 11 consecutive hours between shifts.
• Weekly rest: 24 consecutive hours, preferably on Sunday.

Overtime

• Premium rate: Minimum 50% above the regular hourly rate (Constitution Article 7(XVI)). Many CBAs and contracts provide higher rates.
• Sundays and holidays: Doubled (100% premium) unless compensatory time off is granted.
• Hour bank (banco de horas): May be agreed individually or via CBA, allowing overtime to be compensated by time off rather than pay (subject to limits).

Minimum Wage

• Brazil has a national minimum wage set annually by federal decree, in force from 1 January each year.
• The minimum wage is constitutionally required to be sufficient to meet basic needs.
• Several states (e.g., São Paulo, Rio de Janeiro, Paraná) set state-specific minimum wages (pisos estaduais) that exceed the national minimum and apply to certain occupational categories.

Annual Vacation (CLT Articles 129–153)

• Entitlement: 30 days of paid vacation after each 12-month "acquisition period" (período aquisitivo), provided the worker has not been absent without justified cause.
• Vacation bonus: The constitutional vacation bonus of at least one-third (1/3) of monthly salary is added to the salary paid for the vacation period (Constitution Article 7(XVII)).
• Splitting: Since the 2017 reform, vacation may be split into up to 3 periods by agreement with the employee, provided one period is at least 14 days and the other two are at least 5 days each.
• Sale of vacation: The worker may "sell" up to 1/3 of vacation back to the employer (i.e., receive cash instead of taking 10 days of leave).

13th-Month Salary (Gratificação Natalina)

• The 13th salary is a constitutional entitlement (Article 7(VIII)), payable annually in 2 instalments:
• 1st instalment: Half of the 13th salary, payable between 1 February and 30 November
• 2nd instalment: The remaining half, payable by 20 December
• Calculated based on 1/12 of the annual salary per month worked.

Public Holidays

Brazil has approximately 9 national public holidays per year (New Year, Tiradentes, Labour Day, Independence Day, Our Lady of Aparecida, Finados, Republic Day, Christmas, plus Carnival, Holy Week, and Corpus Christi as facultative days), supplemented by state and municipal holidays. Work on holidays is paid at double rate or compensated.

CLT (full text)

Termination, Notice and FGTS

Brazilian termination law is structured around the FGTS (Length of Service Guarantee Fund), which serves as the primary mechanism for employee protection on dismissal. Unlike many civil-law jurisdictions, Brazil permits termination without cause (with mandatory severance), but heavily restricts dismissal for cause.

FGTS - The Severance Fund

• Every employer must deposit 8% of each employee's monthly remuneration into a personal FGTS account at Caixa Econômica Federal, the federal savings bank.
• The deposits accrue throughout the employment relationship and are returned to the employee on dismissal without cause (or in specific other situations such as retirement, death, serious illness, or home purchase).
• FGTS is a constitutional protection (Article 7(III)) and is the cornerstone of the Brazilian termination regime.

Termination Without Cause (Demissão sem Justa Causa)

The most common form of dismissal. The employer is not required to give a substantive reason but must pay:

Termination With Cause (Demissão por Justa Causa)

Article 482 CLT provides a closed list of just causes for dismissal, including dishonesty, insubordination, repeated misconduct, abandonment, drunkenness on duty, breach of trade secrets, etc. Where dismissal for cause is justified:

• No notice is owed
• No 40% FGTS fine
• The worker may not withdraw FGTS
• No unemployment insurance
• Only accrued (not pro-rata) salary, vacation, and 13th salary are paid

Just cause is interpreted very strictly by the Labour Justice. Employers carry a heavy burden of proof. Many dismissals for cause are converted into dismissal without cause on judicial review, with the resulting financial consequences (notice, FGTS, fines, back wages).

Constructive Dismissal (Rescisão Indireta - Article 483 CLT)

An employee may seek "rescisão indireta" (employer-fault termination) where the employer commits one of the serious breaches listed in Article 483 (e.g., requiring excessive work, demanding work prohibited by law, sexual harassment, severe humiliation, non-payment of wages). The remedy is equivalent to termination without cause.

Mutual Termination (Distrato - Article 484-A CLT)

• The 2017 reform introduced a new mutual termination option: by agreement, the parties may end the employment with reduced severance.
• Mutual termination components:
• Notice: 50% of the standard notice
• 40% FGTS fine: 20% (half)
• FGTS withdrawal: limited to 80% of the balance
• No entitlement to unemployment insurance
• Distrato has become a popular instrument for negotiated exits.

Stability and Protected Categories

Several categories of workers enjoy enhanced protection (estabilidade) against dismissal:

• Pregnant employees: From confirmation of pregnancy until 5 months after birth (Constitution ADCT Article 10(II)(b))
• Union representatives (cipeiros, dirigentes sindicais): From candidacy until 1 year after the end of the mandate
• Workers on sickness/accident benefits: 12 months after return from accident leave
• Pre-retirement workers: Where provided by collective agreement

Dismissal of a protected employee is null and void; the employee is entitled to reinstatement with back wages, or to indemnification covering the protected period.

2017 Labour Reform (Lei 13.467/2017)

The Labour Reform of 2017 (Lei 13.467/2017, in force from 11 November 2017) was the most significant overhaul of Brazilian labour law since the CLT itself in 1943. It modified more than 100 articles and introduced several entirely new concepts.

Key Changes

Negociado sobre Legislado Collective bargaining agreements (CBAs) may now override certain CLT provisions, even where the CBA terms are less favourable to workers, on a defined list of topics: hours bank, work schedules, position-bound jobs, telework, partial-time work, intermittent work, payment by performance, and others.

End of Compulsory Union Dues The previously mandatory imposto sindical (one day's salary per year, automatically deducted) was abolished. Union dues are now voluntary, contingent on individual employee authorisation. This has dramatically reduced union finances.

New Contract Types Introduced the intermittent contract (worker called as needed) and clarified the legality of telework, partial-time work (up to 30 or 26 hours/week), and autonomous worker exclusively for one client.

Outsourcing Liberalisation Companion legislation (Lei 13.429/2017) allowed outsourcing of core activities (atividade-fim), reversing decades of TST jurisprudence that limited outsourcing to peripheral functions.

Distrato (Mutual Termination) Allowed mutual termination with reduced severance (see Termination section). Quickly became a popular exit mechanism.

Procedural Reforms Introduced bad-faith litigation penalties, awards of legal fees in labour cases (previously rare), and tightened rules on free legal aid - aimed at reducing the historic flood of labour lawsuits.

Impact and Constitutional Challenges

The Reforma Trabalhista was politically controversial and several provisions were challenged before the Supreme Federal Tribunal (STF). The STF has upheld most of the reform, though some elements (notably some procedural rules on legal aid for low-income workers) have been narrowed by judicial interpretation. The reform has been widely credited with reducing the volume of new labour lawsuits, though the Justiça do Trabalho remains one of the busiest court systems in the world.

Maternity, Paternity and Family Leave

Brazilian family leave is among the most generous in Latin America, with maternity leave guaranteed in the Constitution and significantly extended by the optional Empresa Cidadã (Citizen Company) programme.

Maternity Leave

• Standard duration: 120 days of paid maternity leave (Constitution Article 7(XVIII)), payable by INSS as a maternity benefit.
• Available to all employed women and certain self-employed contributors to INSS.
• Pay during leave is at the worker's full salary (subject to the INSS benefit cap).

Empresa Cidadã - Extended Maternity Leave

180-Day Extended Leave: Under the Empresa Cidadã programme (Lei 11.770/2008), companies that voluntarily enrol may extend maternity leave by an additional 60 days, for a total of 180 days. The employer pays the additional 60 days' salary directly but receives a tax credit against corporate income tax to offset the cost. Empresa Cidadã participation is most common among large multinationals and companies pursuing diversity certifications.

Paternity Leave

• Standard duration: 5 days of paid paternity leave under the Transitional Constitutional Provisions (ADCT Article 10).
• Empresa Cidadã extension: Companies enrolled in Empresa Cidadã may extend paternity leave by 15 additional days, for a total of 20 days.
• The new (long-pending) Lei do Pai bill would substantially extend statutory paternity leave; verify the current status.

Adoption Leave

• Adoptive mothers are entitled to maternity leave on the same terms as biological mothers (120 days standard, 180 with Empresa Cidadã).

Other Family-Related Leaves

• Marriage leave: 3 consecutive days (gala) (CLT Article 473)
• Bereavement leave: 2 consecutive days for death of spouse, parent, child, or sibling (Article 473)
• Birth registration leave: 1 day per worker
• Blood donation: 1 day per year

Pregnancy Stability

• Pregnant employees enjoy job stability from the confirmation of pregnancy until 5 months after the birth.
• Dismissal during this period is null and void; the employee is entitled to reinstatement with back pay, or full indemnification for the protected period.
• The protection applies even where the employer is unaware of the pregnancy at the time of dismissal - established by the TST in Sumula 244.

Trade Unions and Collective Bargaining

The Brazilian trade union system is built on the historic principle of unicidade sindical (single union per professional category per territorial base, no smaller than a municipality), enshrined in the Constitution. The 2017 reform did not abolish unicidade but did fundamentally change the financial structure of trade unions by ending compulsory dues.

Union Structure

• Sindicato: The base-level trade union, organised by professional category and territorial base.
• Federação: Federation of unions in the same category at the state level (minimum 5 unions).
• Confederação: National confederation of federations (minimum 3 federations).
• Centrais sindicais: Cross-category trade union centres (e.g., CUT, Força Sindical, UGT, CTB) - recognised since 2008 (Lei 11.648/2008) but not part of the formal CLT structure.

Major Trade Union Centres

Collective Bargaining

• Collective bargaining occurs primarily at the category level within a territorial base (the union represents all workers in the category, not just members).
• The two principal instruments are:
• Convenção Coletiva (CCT): Negotiated between unions of workers and unions of employers at the sectoral level
• Acordo Coletivo (ACT): Negotiated between a workers' union and a single employer
• CCTs and ACTs apply to all workers in the represented category, regardless of union membership.
• Since the 2017 reform, CBAs may override certain CLT provisions on the negociado-sobre-legislado list (see 2017 Labour Reform section).

End of Compulsory Union Dues (Imposto Sindical)

• Until 2017, every employee was required to pay one day's salary per year as union dues, automatically deducted by the employer.
• The 2017 reform made union dues entirely voluntary, contingent on individual employee written authorisation.
• This has caused a dramatic reduction in union revenues and has reshaped the union landscape, with smaller unions struggling to survive.

Strikes (Lei 7.783/1989)

• The right to strike is constitutionally protected and regulated by Lei 7.783/1989.
• Strikes must be approved at a worker assembly, and 48 hours' notice must be given to the employer (72 hours for essential services).
• Essential services (health, water, power, telecommunications, transport, etc.) must maintain a minimum service during a strike.
• Disputes may be referred to the Labour Justice for adjudication (dissidío coletivo) where negotiation fails.

CUT - Força Sindical

INSS, FGTS and Social Security

Brazilian social security is built on three principal pillars: the INSS (Instituto Nacional do Seguro Social), which administers the social security regime under Lei 8.213/1991; the FGTS (Length of Service Guarantee Fund), administered by Caixa Econômica Federal; and various optional private pension and health-care arrangements.

INSS Contributions

Both employer and employee contribute to INSS based on monthly remuneration:

The 2019 social security reform (Reforma da Previdência) introduced progressive employee contribution rates and increased the retirement age. Verify the current ceiling and rate brackets each year.

FGTS - Length of Service Guarantee Fund

• Mandatory employer deposit of 8% of monthly remuneration into a personal FGTS account at Caixa.
• FGTS deposits are made in addition to (not deducted from) the worker's wages.
• Workers may withdraw FGTS in specific situations: termination without cause, retirement, serious illness, home purchase, etc.
• On termination without cause, the employer pays the 40% FGTS fine (multa do FGTS) on top of the accumulated balance.

INSS Benefits

• Retirement (aposentadoria): By age (65/62 for men/women under the 2019 reform, with various transition rules), by length of contribution, by disability, or by special activity
• Sickness benefit (auxílio-doença / auxílio por incapacidade temporria): Where the worker is unable to work for more than 15 days; INSS pays from the 16th day
• Maternity benefit: 120-day maternity leave benefit, paid by INSS
• Accident benefit (auxílio-acidente): Compensation for permanent reduction in working capacity following a work accident
• Death benefit (pensão por morte): Survivors' pension

Sistema S

Brazilian employers also contribute to the Sistema S - a network of professional training and social services institutions: SESI (industrial workers' social services), SENAI (industrial training), SESC (commerce workers' social services), SENAC (commerce training), SENAR (rural training), SEBRAE (small business support). These contributions add several percent to the total employer payroll cost.

INSS - FGTS at Caixa

Anti-Discrimination, Equal Pay and Disability Quota

Brazilian anti-discrimination law is grounded in Article 5 (equality before the law) and Article 7 (constitutional employment rights) of the 1988 Constitution, supplemented by Lei 9.029/1995 and several specific statutes.

Lei 9.029/1995 - Discriminatory Practices

• Prohibits discriminatory practices for the purposes of access to or maintenance of employment.
• Prohibited grounds include sex, origin, race, colour, marital status, family situation, disability, age (with limited exceptions), and other arbitrary distinctions.
• Prohibits requirements such as pregnancy tests, sterilisation, or family planning declarations as conditions of employment.
• Discriminatory dismissal entitles the employee to either reinstatement with back wages or to double the wages owed for the period from dismissal to court decision.

Equal Pay Law (Lei 14.611/2023)

Major 2023 Reform: The Equal Pay and Remuneration Criteria Law (Lei 14.611, 3 July 2023) significantly strengthened pay equity obligations:

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- Companies with 100+ employees must publish a biannual Salary Transparency Report (Relatório de Transparência Salarial) with the Ministry of Labour, comparing wages between men and women in similar positions - The report must include data on race, sex, and other protected characteristics in addition to pay levels - Where a pay gap is identified, the company must prepare and implement an action plan to mitigate the gap - Reports are publicly accessible - Non-compliance attracts administrative fines and reputational risk - The law entered force in 2024 with the first reports due in March/September of each year

Disability Quota (Lei 8.213/1991, Article 93)

• Companies with 100 or more employees must reserve a percentage of their workforce for persons with disabilities or rehabilitated workers, on a sliding scale:

The quota is enforced by the Ministry of Labour through inspections and significant fines for non-compliance.

Sexual Harassment

• The Penal Code (Article 216-A) criminalises sexual harassment in the workplace by a person in a position of authority.
• Lei 14.457/2022 (Emprega + Mulheres) requires CIPAs (commissions for accident prevention) to also adopt measures to combat sexual harassment in the workplace.
• Companies must adopt clear policies, provide training, and establish complaint procedures.

LGPD - Lei Geral de Proteção de Dados (Lei 13.709/2018)

The Lei Geral de Proteção de Dados (LGPD - Lei 13.709/2018) is Brazil's comprehensive data protection law. Heavily inspired by the EU GDPR, it came into force on 18 September 2020 (with administrative sanctions in force from August 2021). The LGPD is enforced by the Autoridade Nacional de Proteção de Dados (ANPD), the Brazilian data protection authority.

Scope

• Applies to any processing of personal data carried out in Brazil, related to the offering of goods or services in Brazil, or related to data subjects located in Brazil.
• Has extra-territorial reach.
• Employee data is fully covered.

Lawful Bases for Processing (Article 7)

• Consent of the data subject
• Compliance with a legal or regulatory obligation
• Performance of a contract, including pre-contractual procedures, with the data subject as a party
• Regular exercise of rights in judicial, administrative, or arbitration proceedings
• Protection of life or physical safety
• Health protection
• Legitimate interests of the controller (subject to a balancing test)
• Credit protection
• Public administration purposes

Sensitive Personal Data

The LGPD designates "sensitive personal data" (dados pessoais sensíveis) as data on racial or ethnic origin, religious belief, political opinion, trade union or religious / political / philosophical organisation membership, health, sex life, genetic data, or biometric data linked to a natural person. Processing of sensitive data requires specific and highlighted consent or one of a narrower list of legal bases.

Data Protection Officer (DPO / Encarregado)

• Controllers and processors must appoint an Encarregado pelo Tratamento de Dados Pessoais (Data Protection Officer / DPO).
• The ANPD has issued resolutions clarifying when a DPO is mandatory; small data processors are largely exempted under the small-business resolution (Resolution CD/ANPD 2/2022).

International Data Transfers (Article 33)

• Cross-border transfers of personal data are permitted only where: (a) the recipient country provides an adequate level of protection (as designated by the ANPD); (b) the controller provides specific guarantees through standard contractual clauses, binding corporate rules, or seals/certifications; (c) the transfer is necessary for international cooperation between intelligence/investigative bodies; (d) the data subject has given specific consent; or (e) other limited grounds apply.
• The ANPD has issued draft Standard Contractual Clauses (SCCs) and is progressively building the international transfer framework.

Penalties

Enforcement: The ANPD may impose administrative fines of up to 2% of the controller's revenue in Brazil in the preceding financial year, capped at BRL 50 million per breach. Sanctions also include warnings, public disclosure of the breach, deletion of personal data, partial/total prohibition of processing activities, and other measures. The ANPD has been progressively activating its enforcement powers since 2022, with several notable decisions issued.

ANPD

Telework (Article 75-A through 75-F CLT)

Telework was first explicitly regulated by the 2017 Labour Reform, which added Articles 75-A through 75-E to the CLT. The framework was further updated by Provisória Provisional Measures during the COVID-19 pandemic and consolidated by Lei 14.442/2022 and subsequent amendments.

Definition

• Telework is defined as the provision of services predominantly outside the employer's premises, with the use of information and communication technologies, characterised mainly by the absence of work performed on the employer's premises.
• The 2022 amendments clarified that occasional in-office work does not change the telework character.
• Híbrido (hybrid) work - mixing office and remote - is also recognised under the telework framework.

Key Requirements

• Written agreement: Telework must be set out in the individual employment contract or by amendment, specifying the activities to be performed.
• Reversibility: The contract may provide for reversal of telework arrangements at the employer's discretion (with at least 15 days' notice).
• Equipment and costs: The contract must specify whether the employer provides equipment and reimburses expenses related to remote work (internet, electricity, etc.).
• Exemption from working time control: Teleworkers paid by results (per task or project rather than by the hour) are generally exempt from working time controls and overtime obligations. Teleworkers paid by the hour remain subject to working time controls.
• Health and safety: The employer must instruct teleworkers on the precautions to take to avoid work-related illnesses and accidents, including ergonomic considerations.

Employee Thresholds - Quick Reference

Many CLT obligations apply from the first employee. The Lei 8.213/1991 disability quota and the new Equal Pay Law transparency reporting are the principal threshold-based obligations. CIPA composition and required risk-prevention activities are largely regulated by Normas Regulamentadoras (NRs) issued by the Ministry of Labour.

Practical Timelines

Planning Advice: Brazilian labour litigation is voluminous, fast-moving at first instance, and famously employee-friendly in interpretation of evidence. Proper documentation (written contracts, time records, payment receipts, written notices) is the most cost-effective risk mitigation. The 2017 reform's introduction of attorney-fee awards, bad-faith litigation penalties, and tightened legal-aid rules has reduced some of the most opportunistic claims, but volume remains high.

Key Challenges and Risk Areas

High Volume of Labour Litigation: The Justiça do Trabalho remains one of the busiest court systems in the world, with millions of new cases each year. Even after the 2017 reform's litigation-reducing measures, the volume of claims by former employees is high. Robust documentation, clear policies, and prompt termination payments are essential to managing exposure.

Just Cause Strict Interpretation: The Labour Justice interprets just cause for dismissal very narrowly. Even significant misconduct may not justify dismissal without notice unless the employer can prove it through clear, contemporaneous documentation. Many dismissals for cause are converted into dismissal without cause on judicial review, with the resulting financial consequences (notice, FGTS withdrawal, 40% fine).

Equal Pay Reporting (Lei 14.611/2023): Companies with 100+ employees must publish biannual salary transparency reports, with public disclosure of any gender pay gaps. This is a significant new compliance obligation with reputational implications. Establish data-collection and reporting processes early.

Disability Quota (Lei 8.213, Article 93): Companies with 100+ employees face a sliding-scale PWD quota (2–5%) actively enforced by the Ministry of Labour. Failure to meet the quota attracts substantial fines per missing position. Proactive recruitment of PWDs and partnerships with specialised employment agencies are essential.

LGPD Compliance: The ANPD has been progressively activating its enforcement powers since 2022. Employers must maintain a privacy programme, appoint a DPO (where required), provide privacy notices, manage cross-border transfers under the new SCCs, and respond to data subject rights requests. HR data is a particular focus area.

Outsourcing and Subordination Risk: The 2017 reform liberalised outsourcing, but the courts continue to scrutinise arrangements where the contracted worker exhibits the characteristics of a direct employee (subordination, regularity, personal services). Misclassification can result in retroactive recognition of an employment relationship with full CLT rights.

Pregnancy Stability: The constitutional protection against dismissal of pregnant employees (from confirmation until 5 months post-birth) applies even where the employer is unaware of the pregnancy at the time of dismissal. Reinstatement with back wages is the default remedy. Audit dismissal lists carefully against employee health records and HR notifications.

Sistema S Contributions: Brazilian employers face high payroll costs (typically 25–30% of payroll on top of wages, comprising INSS, FGTS, Sistema S, salary education, and other levies). Plan for the full "total cost of employment" rather than just gross wages.

Resources and Links

Government Departments and Regulators

• Ministério do Trabalho e Emprego (MTE)
• INSS - Instituto Nacional do Seguro Social
• ANPD - Autoridade Nacional de Proteção de Dados
• FGTS at Caixa Econômica Federal
• TST - Tribunal Superior do Trabalho
• CSJT - Conselho Superior da Justiça do Trabalho

Legislation

• CLT (Decreto-Lei 5.452/1943)
• Lei 13.467/2017 (Reforma Trabalhista)
• LGPD - Lei 13.709/2018
• Lei 8.213/1991 (Social Security Benefits)

Trade Union Centrals

• CUT - Central Única dos Trabalhadores
• Força Sindical
• UGT - União Geral dos Trabalhadores

Employer Confederations

• CNI - Confederação Nacional da Indústria
• CNC - Confederação Nacional do Comércio
• CNT - Confederação Nacional do Transporte

See also

• Americas
• Mexico
• United States
• Canada