I. Introduction

The thriving Brazilian market presents attractive job prospects, marked by a distinctive salary and payroll framework. This guide aims to unpack the key elements of Brazil’s wage and payroll system, serving as a valuable resource for future employees, employers, and financial advisors.

II. Specifics of Salary in Brazil

A. Average Monthly Salary:

The average monthly gross salary in Brazil in 2023 was R$ 2,979, representing a 7.2% increase from 2022. However, it is crucial to note that the average salary can vary significantly depending on factors such as occupation, education level, geographic location, and gender. Additionally, the cost of living has also been rising, diminishing the purchasing power of the average salary.

B. Salary per Hour:

The minimum hourly wage in Brazil for the year 2024 is R$ 6,41. This value is part of the national minimum salary set by the Federal Government, which is R$ 1.412,00 per month. The hourly wage reflects a 6.97% increase from the previous yearly minimum. Five federal units also set their own regional minimum wages, which may differ from the national rates.

C. Minimum Salary:

The minimum wage in Brazil will be R$ 1.412 from January 1, 2024, with a 6.97% increase over the previous year. The daily minimum wage will be R$ 47.07, and the hourly rate will be R$ 6.42. The income tax exemption threshold for individuals will cover salaries up to R$ 2.824, equivalent to two minimum wages. States can set different minimum wages by category, provided they exceed the federal minimum of R$ 1.412. Historical minimum wage values are provided, showing an increase pattern over the years.

D. Salary Tax :

Income tax rates in Brazil range from 7.5% to 27.5% depending on income brackets. Various online calculators are available to quickly estimate the tax due.

Workers with salaries up to R$1,903.98 are exempt from the tax. For those earning between R$1,903.99 and R$2,826.65, the rate is 7.5%. Salaries from R$2,826.66 to R$3,751.05 are taxed at a rate of 15%, whereas those earning between R$3,751.06 and R$4,664.68 fall under a 22.5% tax rate. Finally, individuals with incomes exceeding R$4,664.68 are subjected to the highest rate of 27.5%. These percentages are deducted from employees’ monthly wages, ensuring compliance with the federal government’s tax regulations and reflecting the progressive taxation system designed to equitably distribute the tax burden according to earnings.

E. Salary Distribution:

Income distribution in Brazil shows significant disparities, with the highest earners taking a substantial share of the total earnings.
Brazil’s Income Inequality: The salary pyramid in Brazil is highly unequal. Most people earn low wages, reflecting significant socioeconomic disparities, with a small elite holding most of the wealth.

F. Salaries in Professions:

For example, software engineers earn an average monthly salary of BRL 7,463, while teachers earn around BRL 3,210.

Here are the 20 more common professions in Brazil with their respective average salaries:

1. Marketing Director – R$ 19,941.55
2. Purchasing Director – R$ 22,117.90
3. Civil Engineer – R$ 7,500.00
4. Mathematics Professor (Higher Education) – R$ 5,995.39
5. Social Services Manager – R$ 5,365.45
6. Pharmacist in Occupational Safety – R$ 5,769.82
7. Technologist in Industrial Automation – R$ 3,734.76
8. Sampling Statistics Professor (Higher Education) – R$ 3,073.90
9. Text Reviewer – R$ 2,668.10
10. Office Equipment Repairer – R$ 2,111.69
11. Load and Unload Inspector – R$ 1,926.97
12. Sorbet Seller (Retail) – R$ 1,980.98
13. Feeder (Multivalent Livestock) – R$ 1,900.89
14. Cargo Handling and Storage Operator – R$ 1,705.89
15. Reaper – R$ 1,702.15
16. Clothing Tailor (Serial manufacturing) – R$ 1,683.52

G. Salary Components in Brazil:

Key components of Brazilian salaries include the base wage, meal allowances, transport vouchers, the 13th salary, and vacation bonuses.

Mandatory Benefits by Law: Importance and Examples

Every formally employed worker in Brazil is entitled to a series of mandatory benefits, as stipulated by the Consolidation of Labor Laws (CLT) and other specific legislations. These benefits aim to ensure minimum work conditions and well-being for employees. Key mandatory benefits include:

• Minimum wage
• Paid vacation
• 13th salary
• Transportation vouchers
• FGTS (Severance Indemnity Fund)
• Prior notice
• Maternity/paternity leave

Employers must strictly adhere to these legal obligations to avoid penalties and ensure a fair and secure working environment for all employees.

In addition to mandatory benefits, many companies offer optional perks to attract and retain talent, such as:

• Private pension plans
• Childcare assistance
• Remote work options

Employers must stay updated with labor law changes to ensure all mandatory benefits are provided while fostering a healthy and motivating workplace.

III. Overview of Payroll System in Brazil

Managing payroll is one of the most critical tasks for any business. It involves not only paying employees their due wages but also complying with various legal and administrative requirements.

What is Payroll?

Payroll is the list of remunerations paid to employees of a company. Also known as a payslip, this document transforms each employee’s work-related information into accounting data to calculate gross and net payments.

Given the complexity involved—including knowledge of human resources, labor laws, and financial mathematics—payroll calculations are typically handled by the HR department. Many companies, however, opt to outsource this service to an accounting firm to ensure precision.

Legal Obligation of Payroll

In Brazil, preparing payroll is a legal obligation for any company. This responsibility is outlined in the Social Security Regulation, specifically in Article 225 of Decree 3048/1999. Companies failing to issue and retain payroll copies may face fines.

• Daily Tasks: These include recording overtime, checking the time bank, adjusting time records, and reporting absences to eSocial.
• Periodic Tasks: These encompass recording medical certificates, generating CAGED reports, applying disciplinary actions, and calculating vacation pay and termination settlements.
• Pre-close Tasks: Include entering medical services and benefit data, calculating meal allowances, and exporting time sheet data to the payroll system.
• Closing Tasks: Involve calculating the payroll, verifying deductions, generating GFIP for INSS and IRRF, and sending eSocial monthly events.

Required Payroll Information

According to Article 225 of Decree 3048/1999, a payroll must contain specific details such as:

• Employer information
• Employee data including position and job role
• Deductions such as social security contributions, INSS, and FGTS
• Number of days worked and gross and net salary amounts

Payroll Deadlines

The law mandates that payroll be delivered to each employee by the fifth business day of the month following the worked period. The timing for submitting eSocial data varies but usually occurs by the 7th of the subsequent month. Contributions to INSS and FGTS must be made by the 20th and the 7th respectively, of the following month.

Importance of Payroll

• For Businesses: Payroll is crucial for compliance with fiscal authorities like the Federal Revenue Service and the Ministry of Labor. It also plays a role in cost management and evaluating labor investments.
• For Employees: Payroll acts as a transparency tool, offering clarity on salaries and facilitating trust. It is also essential for verifying income for credit applications and retirement requests.

Payroll Calculation

Payroll calculation involves summing all financial records for an employee, including salaries, bonuses, and deductions. This requires reviewing work hours, deducting social security and taxes, and tallying legal benefits such as meal and travel allowances.

Reducing Payroll Costs

Efficient payroll management is also about minimizing costs, which can be achieved through strategies like implementing a time bank to reduce overtime payments or outsourcing certain tasks to specialized firms. Open communication with employees about these changes is crucial for maintaining morale and productivity.

By paying close attention to your payroll process and utilizing available tools, you can ensure legal compliance, efficient cost management, and employee satisfaction, all of which contribute to the overall health of your business.

Payroll Taxes in Brazil:

In Brazil, salary taxes are a combination of various mandatory contributions that employers are required to deduct from employees’ wages and remit to the government. The primary types of salary taxes include the INSS (Instituto Nacional do Seguro Social), which funds social security benefits, and the FGTS (Fundo de Garantia do Tempo de Serviço), which acts as a severance reserve for employees. The INSS deductions can range from 7.5% to 14% based on an employee’s salary, and employers must also contribute around 20% over the value of the payroll. The FGTS requires employers to deposit 8% of the employee’s monthly salary into a dedicated fund. Additionally, the IRPF (Imposto de Renda Pessoa Física) or Income Tax is deducted based on progressive rates varying from 7.5% to 27.5%, according to the income brackets. Other specific contributions include the RAT (Riscos Ambientais do Trabalho), which varies from 1% to 3% based on the risk level of the job, and the Salary-Education Fund, which stands at 2.5% to fund educational projects. Furthermore, sector-specific contributions also exist, such as those to SENAC, SESC, SENAI, SESI, SEBRAE, and INCRA, each with individual rates contributing to sectoral training, welfare, and development programs. All these taxes ensure the provision of social benefits, educational funding, and safety nets for workers in Brazil.

Payroll Tax Exemption:

Certain sectors, such as Technology and Innovation, benefit from specific payroll tax exemptions.

Since 2011, certain companies have operated under a distinct contribution method known as payroll tax exemption, which replaces the traditional payroll-based social security contribution with a revenue-based one, typically resulting in reduced payments. This exemption was introduced by Law No. 12.546/2011, with subsequent amendments offering options between revenue-based or payroll-based contributions. Seventeen sectors, including IT services, hospitality, transport, and retail, are eligible for this exemption, with contributions based on revenue (CPRB) ranging from 1% to 4.5%, subject to variability even within the same sector. Legislative changes have extended the exemption until 2027 and initiated a gradual reonoration plan starting in 2025. 

SECTORS ELIGIBLE FOR PAYROLL TAX EXEMPTION (CPRB):

1. Services of Information Technology (TI)
2. Hospitality Sector
3. Tele atendimento (Call Center)
4. Transport and Related Services Sector
5. Construction Industry
6. Retail Commerce
7. Industrial Sector

LEGISLATIVE DETAILS AND CHANGES:

• Law No. 12.546/2011: Introduced the exemption, initially mandatory for certain sectors.
• Law No. 13.161/2015: Allowed companies to choose between CPRB (Contribuição Previdenciária Sobre a Receita Bruta) or CPP (Contribuição Patronal Previdenciária).
• Law No. 14.784/23: Extended the tax exemption until 2027 for various sectors, with provisions allowing a gradual return to the standard contribution rates starting in 2025.
• Medida Provisória No. 1.202/2023: Further extended the exemption allowed under Law No. 14.784/23 till the end of 2027.
• Medida Provisória No. 1.208/2024: Revoked parts of the preceding MP 1.202/2023, initially planned to disallow the extension of exemption till 2027 and introduced gradual reonoration.
• Supreme Court Decision (April 2024): Temporarily suspended the effects of MP 1.202/2023, guaranteeing the tax exemption until December 31, 2024.

CONTRIBUTION RATES:

• CPRB: 1% to 4.5% on the gross revenue of the company.
• CPP: 20% on the payroll cost.

The specific contribution rate within the CPRB framework can vary even within the same sector, requiring companies to refer to updated sectoral guidelines.

FUTURE CHANGES:

• From 2025, a gradual reonoration will be implemented starting at a 5% contribution on the payroll, increasing by 5% each year until it reaches the standard 20% rate by 2028.

NOTE:

The determination of specific rates and eligibility requires constant reference to updated legislative texts and official publications to ensure compliance and optimizing fiscal strategies.

VII. Employer Payroll Obligations

Brazilian employers are responsible for various taxes, including Social Security, the Worker’s Saving Fund, and the Severance Indemnity Guarantee Fund.

Employers must be vigilant about their labor obligations to avoid legal troubles. Accurate documentation and adherence to deadlines are crucial to prevent fines or lawsuits. Labor legislation dictates employer responsibilities, which must be regularly reviewed for updates. Missteps can damage a company’s reputation and result in significant financial liabilities. Signing employees’ work cards (CTPS) and ensuring timely salary payments, typically by the 5th business day of the month, are fundamental obligations. Additionally, employers must fulfill other payroll duties, such as salary-family payments and INSS contributions, and make FGTS contributions equivalent to 8% of salaries to safeguard employee severance.

Monthly updates to the CAGED register for new hires and terminations are mandatory, along with providing transportation allowances, 13th salaries, night shift differentials, and overtime pay. Employers must also ensure employees receive mandatory rest periods between shifts. While employers have the right to enforce punctuality, set deadlines, and require confidentiality, mutual respect and responsibility foster a positive work environment. Complying with labor obligations not only improves working conditions but also benefits both employers and employees. To aid understanding of these requirements, Sebrae offers a free online course on labor laws and employment contracts.

Conclusion

Gaining knowledge about the payroll system and salary dynamics is vital for achieving success in your professional and business endeavors. We hope this guide equips you with the necessary insights for your future in the Brazilian market.

At BPC Partners, we specialize in streamlining accounting, payroll, and tax services for businesses operating in Brazil. Our expert team ensures compliance with Brazilian standards, manages monthly tax statements and calculations, and provides ongoing support for navigating the country’s complex tax system. We also handle payroll management, including issuing payment slips, calculating social charges, managing new hires, and selecting the most efficient compensation methods for your team. Additionally, we oversee the preparation of periodic accounts and ensure compliance with electronic filing requirements and annual assemblies, transforming your Brazilian accounts into English group templates with valuable insights.

Partner with BPC Partners to simplify your financial operations in Brazil, letting you focus on business growth. Contact us today at +1 212 268 6566 (North America), +33 970 446 731 (Europe), +55 11 9 6365 5248 (Sao Paulo), or +55 21 2424 0639 (Rio de Janeiro). For more information and to schedule a consultation, visit our contact page.