Brazil Employment Differences for International Employers

South America has been a hot target for companies looking to expand their international business locations, in particular companies are looking at Brazil; this eventually leads them to investigate the Brazil employment differences. Brazil has been been of particular interest since Jim O’Neill of Goldman Sachs coined the acronym BRIC (Brazil, Russia, India, China) in 2001. His analysis points to these four countries being wealthier than most of today’s economic powerhouses by the year 2050.
If you international strategy does land on Brazil as a target and you are looking to hire there, here are some of the big Brazilian employment differences you can expect when compared to employing in the USA:brazil_3323549b
1. Nationality Restrictions
Brazilian employment law requires that at least 66% or two thirds of your company’s employees MUST be Brazilian. This hits many companies hard who are expecting to be able to import all of their key player expats. There are some exceptions but they are rare; it varies depending on your permit from the Ministério da Justica (Ministry of Justice). As a general rule, expect at least two thirds though.

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