Employment contract lawyer in Brazil
Drafting, review and adaptation of hiring documents to Brazilian law, the employee’s actual role and the policies of the local operation.
5,0 · 18 Google reviewsA headquarters template does not replace Brazilian hiring documentation. The agreement should reflect the role, pay, working time, benefits, work location, collective instruments and internal policies that apply — while protecting confidentiality and assets without promising restrictions that local law will not support.
What we review in the hiring documents.
- Role and responsibilitiesA description aligned with activities, reporting, authority, mobility and the actual degree of autonomy.
- Pay and incentivesSalary, variable items, bonus, benefits and documented eligibility and payment criteria.
- Working time and locationOn-site, hybrid or remote arrangements, applicable time recording, expenses and location changes; telework and responsibility for equipment and reimbursement require specific documentation (CLT arts. 75-C and 75-D).
- Confidentiality and intellectual propertyObligations tailored to the role, the systems accessed and what is produced during employment.
- Policies and collective instrumentsIntegration with internal rules and review of the relevant category and collective bargaining instruments.
- Bilingual version and signatureConsistent texts, language precedence where appropriate, annexes and an organised signing process.
The agreement must match how the work will actually be performed.
The title given to a role or document does not override the reality of the relationship. The agreement, policies and operating routine should therefore tell the same story about supervision, working time, pay and responsibilities.
Global bonus, confidentiality, intellectual-property, remote-work and monitoring policies often need Brazilian adaptation. The review separates group policy from what needs to appear in the local agreement.
This page covers only the drafting and review of employment contracts. See the dedicated guides on hiring, worker classification and broader employment management.
How we run the work.
- Hiring mapWe gather the role, reporting line, pay, benefits, working time, location and relevant policies.
- Structure reviewWe identify the points requiring adaptation to Brazilian law and collective bargaining instruments.
- Brazilian draftWe prepare the agreement and annexes in language aligned with the operation.
- Alignment with HR and headquartersWe explain material differences and revise the wording around business decisions.
- Signature and onboardingWe organise versions, annexes and guidance for admission and document retention.
What to bring to the first conversation.
Documents that speed up the review
You do not need everything organised before speaking to us. These items help define scope and priorities.
- Job description
- Reporting line and authority
- Compensation proposal
- Bonus or incentive plan
- Benefits list
- Applicable global policies
- Headquarters template
- Category and work location
Informational content under Brazilian Bar Association Rule 205/2021. Engagement is subject to case review and a written proposal; no outcome is promised.
What clients say on Google.
“From the very start I was looked after exceptionally. The team is attentive and explains every step.”
Amanda M. · Google“Excellent, highly qualified professionals. I highlight the professionalism, the service and the honesty.”
Rita G. · Google“Very polite, patient, always with precise, accurate answers. I recommend them with no reservations!”
Thais T. · GoogleReal client reviews published on Google.
Who leads this area.
Partner in charge of the corporate practice (OAB/SP 344.334). Postgraduate in Business Law (FGV), advising on the drafting and negotiation of commercial contracts, corporate matters, trademarks and data protection. Member of AASP and of the AIPLA. Fluent in English.
Meet Renato FalchetHow this page relates to other services.
For broader Brazilian employer support, see Employment Law. Commercial agreements and independent contractors have separate treatment.
Common questions.
Can we use the headquarters employment agreement in Brazil?
It may be a useful reference, but it should be reviewed for Brazilian law, the role, location, compensation and applicable policies. A literal translation can retain unsuitable provisions or omit necessary points.
Does the agreement need to be bilingual?
Not for every hire. A bilingual version may help the employee and overseas decision-makers understand the agreement. The texts should be consistent and address discrepancies; a language-precedence clause cannot override mandatory Brazilian employment rights.
Can the agreement include confidentiality and intellectual-property provisions?
Yes, with language proportionate to the role, data and assets accessed. The agreement should connect with policies, controls and the reality of what the employee will create or receive.
Can the agreement define bonus and variable compensation?
Yes, but criteria, eligibility, targets, periods, approval and payment should be clear. Calling an amount a bonus or award does not determine its legal treatment: salary, commission, statutory awards and profit-sharing must be distinguished under their legal requirements, including payroll effects and how the programme is agreed.
Does a contract remove employee-classification risk for an independent contractor?
No. The document is only one element. The reality of the services may prevail, and risk should be assessed through autonomy, supervision, personal service and other features of the arrangement.
Can you advise on hiring before we have a Brazilian entity?
We can assess legal alternatives and documents within the practices we cover. Selecting a structure may require coordination of corporate, employment, immigration, tax and operational aspects, depending on the case.
Hiring in Brazil with a foreign template?
Send us the role, offer and headquarters agreement. We identify what needs to be adapted to the Brazilian hire.