Brazil, with its robust workforce, digital innovation, and favorable timezone for U.S. and European companies, has become a global hotspot for remote hiring. In 2025, businesses looking to hire remote team in Brazil will find a skilled labor pool, strong infrastructure, and a thriving startup ecosystem making it an ideal destination for building remote teams across tech, finance, customer support, and creative industries.
This comprehensive guide explores the key steps, legal requirements, salary benchmarks, and hiring strategies to help companies successfully hire a remote team in Brazil—while also showcasing how an Employer of Record (EOR) can simplify the process.
Table of Contents
- Why Brazil is Ideal for Remote Hiring in 2025
- Leading Industries Driving Remote Hiring in Brazil
- Brazil’s Startup and Tech Talent Landscape
- Cost of Living for Remote Employees in Brazil
- In-Demand Skills in Brazil (2025)
- Legal Requirements for Hiring in Brazil
- Payroll and Tax Compliance in Brazil
- Salaries Vary by Role, Experience, and Location
- Step-by-Step Process to Hire a Remote Team in Brazil
- Total Cost of Hiring Remote Employees in Brazil
- How Asanify Helps You Hire in Brazil
- Conclusion
- FAQs
Why Brazil is Ideal for Remote Hiring in 2025
Strategically located in Latin America, Brazil offers overlapping work hours with North American and European time zones, enabling real-time collaboration. It boasts a diverse talent pool fluent in Portuguese and increasingly proficient in English, especially in tech and business hubs like São Paulo, Rio de Janeiro, and Porto Alegre.
With rising digital adoption, improved connectivity, and a supportive government attitude toward remote work, Brazil is rapidly becoming a go-to destination for distributed teams.
Leading Industries Driving Remote Hiring in Brazil
Key industries leading hiring demand in 2025 include:
- Technology & Software Development – Growing startup ecosystem, strong web and mobile development capabilities.
- Finance & Fintech – Demand for accounting, risk management, and compliance professionals.
- E-commerce & Marketing – Social media marketing, SEO, and UX design in high demand.
- Customer Support & BPO – Nearshore services for U.S. and European companies.
- Engineering & Manufacturing – Process engineering, product design, and R&D talent available remotely.
These industries are embracing hybrid and remote models, enabling global teams to tap into Brazil’s workforce without establishing a local office.
Brazil’s Startup and Tech Talent Landscape
Brazil is Latin America’s largest tech hub, home to unicorns like Nubank, Wildlife Studios, and QuintoAndar. The government supports innovation through programs like StartOut Brasil, while accelerators like Cubo and Endeavor Brazil foster international-ready startups.
Remote work adoption is surging, particularly in SaaS, mobile app development, and AI-driven platforms, making Brazilian developers and analysts highly valuable to global teams.
Cost of Living for Remote Employees in Brazil
Brazil’s cost of living remains lower than that of Western countries, making it cost-effective for companies while offering employees a good standard of living.
| Expense Category | Typical Monthly Cost (BRL) | Notes |
| Housing | R$2,000 – R$4,000 | Higher in São Paulo and Rio; lower in Recife and Curitiba |
| Utilities | R$400 – R$600 | Covers electricity, water, and internet |
| Transport | R$200 – R$400 | Public transport is affordable and widespread |
| Food & Groceries | R$800 – R$1,200 | Local groceries and dining are moderately priced |
| Leisure & Miscellaneous | R$500 – R$1,000 | Includes gyms, entertainment, and personal expenses |
This affordability allows companies to offer attractive compensation while managing budgets.
In-Demand Skills in Brazil (2025)
Brazilian professionals offer a wide range of skills sought by global employers:
- Tech & Development: JavaScript, Python, mobile apps, DevOps
- Data & Analytics: BI tools, machine learning, data warehousing
- Customer Experience: CRM tools, multilingual support (Portuguese, Spanish, English)
- Finance & Accounting: IFRS, regional tax expertise, QuickBooks/Xero
- Digital Marketing: SEO, paid ads, content strategy
These skills are especially strong in São Paulo, Belo Horizonte, and Florianópolis.
Legal Requirements for Hiring in Brazil
Hiring remotely in Brazil demands compliance with local labor laws, tax codes, and social security regulations. Proper classification and documentation are critical to avoid penalties.
Employment Laws
Brazilian labor law (Consolidação das Leis do Trabalho – CLT) governs employment rights including:
- Mandatory 13th-month salary
- Annual paid leave and sick leave
- Severance pay (FGTS) obligations
- Health and safety compliance
Violation of labor laws can lead to litigation and fines from the Ministry of Labor.
Suggested Read: Staffing Agencies in Brazil (2025): Your Strategic Advantage.
Work Hours and Overtime
- Standard workweek: 44 hours (8 hours/day across 5.5 days)
- Overtime capped at 2 hours/day and paid at 50–100% higher rate
- Remote work must be defined in contracts (including digital monitoring policies)
Employment Contracts
- Written contracts are essential—specify salary, benefits, working hours, and probation.
- Fixed-term and indefinite contracts follow different termination rules.
- Include local currency pay, social security enrollment, and legal protections.
Worker Classification
- Employees: subject to company control and entitled to benefits under CLT.
- Contractors (PJ): more flexibility, but risk of misclassification and retroactive penalties.
- Use clear contracts and avoid exclusivity when engaging contractors.
Payroll and Tax Compliance in Brazil
Employers in Brazil must comply with detailed payroll and tax regulations to ensure accurate compensation, benefits coverage, and legal adherence. This includes withholding income tax, contributing to social security programs, and remitting statutory benefits like the FGTS. Failure to comply with Brazilian labor and tax laws can lead to significant financial penalties, inspections, and legal action. A robust payroll system is critical for managing these responsibilities effectively.
Payroll Taxes and Deductions
Brazilian employers are obligated to make several payroll deductions from employees’ gross salaries to remain compliant with national tax and social security laws. These deductions must be accurately calculated and remitted to federal agencies on time.
- Withhold Income Tax (IRRF) based on progressive tax brackets, up to 27.5%.
- Deduct INSS (National Social Security Institute) contributions from employees, ranging from 7.5% to 14%, based on salary levels.
- Include FGTS (Guarantee Fund for Time of Service) deposits—8% of salary—into a government-managed severance fund.
- Contribute to mandatory healthcare and unemployment insurance programs through INSS and FGTS.
Timely remittance of all deductions to agencies such as Receita Federal and Caixa Econômica Federal is essential to avoid audits and penalties.
Employer Contributions
In addition to payroll deductions, Brazilian employers are responsible for substantial contributions toward employee benefits and social protection systems. These contributions can amount to approximately 28–30% of an employee’s gross salary.
- INSS Employer Share: 20% of gross salary for social security programs (retirement, sickness, maternity).
- FGTS: 8% deposit on gross salary into employee’s severance fund.
- Other Labor Taxes: Contributions to education funds (SESI/SENAI), workplace safety programs (SAT), and third-party entities depending on industry.
Late or incorrect employer contributions can trigger audits, penalties, and reputational risks with the Ministry of Labor.
Employee Benefits
Brazilian labor law mandates a comprehensive range of benefits to ensure social and financial security for workers. Beyond salary, employees are entitled to a mix of statutory and customary benefits that must be factored into total compensation planning.
- 13th-Month Salary: Mandatory bonus paid in two installments in November and December.
- Vacation Pay: 30 days of paid annual leave plus an additional one-third salary bonus during leave.
- Health Insurance: Not legally required but widely expected in competitive roles.
- Meal and Transport Vouchers: Often mandatory under union agreements.
- FGTS Contributions: Accrued monthly and accessible upon termination or retirement.
- Profit-Sharing (PLR): Common in tech and finance sectors, negotiated individually or via collective agreements.
Sectoral labor unions may enforce additional benefits like childcare stipends or educational assistance, depending on region and industry.
Using an EOR for Payroll and Compliance
An Employer of Record can simplify all aspects of payroll, tax filing, and compliance when hiring remote employees in Brazil. Given the country’s complex labor landscape, using an EOR ensures that global companies remain fully compliant while avoiding administrative burdens.
- Manages payroll and tax withholdings, including INSS, FGTS, and IRRF.
- Administers mandatory and optional employee benefits, including union-mandated perks.
- Ensures timely filings and remittances with Receita Federal, Caixa Econômica Federal, and other authorities.
- Reduces risk of employee misclassification by handling legal employment contracts.
- Eliminates the need for local entity setup, enabling faster hiring and expansion.
By partnering with a trusted Employer of Record, companies can confidently scale their Brazilian workforce while focusing on core operations.
Salary Ranges for Remote Roles in Brazil
| Role | Avg. Annual Salary (BRL) | Avg. Annual Salary (USD) | Notes |
| Software Developer | R$90,000 – R$130,000 | $18,000 – $26,000 | Based on experience and tech stack |
| Data Analyst | R$75,000 – R$110,000 | $15,000 – $22,000 | BI, SQL, Python highly valued |
| Project Manager | R$100,000 – R$140,000 | $20,000 – $28,000 | PMP/Agile certified roles earn more |
| Digital Marketing Lead | R$70,000 – R$100,000 | $14,000 – $20,000 | Multichannel and English fluency boost salaries |
| HR & Payroll Specialist | R$80,000 – R$110,000 | $16,000 – $22,000 | Strong demand for EOR compliance skills |
| Customer Support Agent | R$50,000 – R$70,000 | $10,000 – $14,000 | Bilingual roles earn more, especially in U.S. support |
| Financial Analyst | R$85,000 – R$120,000 | $17,000 – $24,000 | IFRS, FP&A, and Excel/ERP skills required |
Step-by-Step Process to Hire a Remote Team in Brazil
Building a remote team in Brazil requires thoughtful planning, legal compliance, and efficient hiring processes. From role definition to onboarding, each step must align with Brazil’s complex labor laws. Following a structured approach helps global companies hire quickly while avoiding compliance risks.
1. Define Your Hiring Strategy
- Clarify the team structure (employees vs. contractors)
- Identify key skills and salary expectations
- Understand union or collective agreement implications
2. Choose the Right Hiring Model
- Direct Employment: Requires registering a local entity
- Contractors (PJ): Requires careful classification
- EOR Model: Fast-track hiring with full compliance
3. Source and Interview Candidates
- Use platforms like Gupy, Kenoby, and LinkedIn Brazil
- Partner with regional recruiters
- Conduct language, technical, and cultural fit assessments
4. Prepare Offer Letters & Contracts
- Translate and localize contracts per Brazilian labor law
- Include details on FGTS, leave, 13th salary, and benefits
- EORs can issue pre-vetted, compliant contracts
5. Onboard and Manage Remotely
- Provide access to collaboration tools (Slack, Trello, etc.)
- Ensure proper tax ID (CPF), payroll setup, and benefits enrollment
- Set performance metrics and engagement plans
Total Cost of Hiring Remote Employees in Brazil
| Role | Avg. Salary (BRL) | Employer Costs (30%) | Benefits Estimate | Total Cost (BRL) |
| Software Developer | R$110,000 | R$33,000 | R$6,000 | R$149,000 |
| Data Analyst | R$95,000 | R$28,500 | R$5,000 | R$128,500 |
| Project Manager | R$120,000 | R$36,000 | R$6,500 | R$162,500 |
| Digital Marketer | R$85,000 | R$25,500 | R$4,500 | R$115,000 |
| HR & Payroll Specialist | R$90,000 | R$27,000 | R$5,500 | R$122,500 |
| Customer Support Agent | R$60,000 | R$18,000 | R$4,000 | R$82,000 |
| Financial Analyst | R$100,000 | R$30,000 | R$5,000 | R$135,000 |
Note: These are estimates. Actual costs may vary based on location, union rules, and EOR service fees.
How Asanify Helps You Hire in Brazil
Asanify serves as an Employer of Record (EOR) in Brazil, handling payroll, employee benefits, compliant contracts, and tax obligations for global employers. It enables companies to hire talent in Brazil within 1–2 weeks without setting up a local entity while ensuring full compliance with Brazilian labor laws, INSS, FGTS, and IRRF filings. By managing social security, union-mandated benefits, and legal complexities, Asanify reduces administrative burden and compliance risks. This allows businesses to focus on scaling their remote teams in Brazil efficiently and with confidence.
Suggested Read: Labour Laws in Brazil: A Complete 2025 Guide for Employers and Employees
Conclusion
Brazil’s talent-rich workforce, affordable hiring costs, and favorable timezone make it a top destination for remote team expansion in 2025. However, navigating labor laws, payroll processing, and benefits can be daunting. By partnering with an Employer of Record providers, businesses can hire fast, stay compliant, and manage distributed teams seamlessly—without the need for a local entity.
Asanify simplifies onboarding, handles tax and social security filings, and ensures compliance with union agreements. This reduces operational overhead and mitigates legal risks for global employers. With Asanify, scaling your team in Brazil becomes both strategic and hassle-free.
FAQs
Yes, through an Employer of Record (EOR) like Asanify, companies can hire employees in Brazil without setting up a local subsidiary.
Brazil’s Consolidation of Labor Laws (CLT) governs employment. Employers must follow rules on 13th salary, paid vacation, notice periods, and benefits like FGTS and INSS.
A standard workweek is 44 hours. Anything beyond this is considered overtime and must be compensated per CLT rules.
Yes, but misclassifying employees as contractors carries legal risks. Using an EOR ensures proper classification and compliance.
Employers must pay social security (INSS), FGTS (severance), and various payroll levies totaling around 26.8% of the gross salary.
Typically R$120,000/year in gross salary, with an additional R$32,000 in employer costs, totaling ~R$152,000/year.
Yes. Benefits include 13th-month salary, paid vacation, FGTS deposits, and public holidays. Health insurance is common but not mandatory.
LinkedIn Brazil, Revelo, GetNinjas, and local job boards like Catho and Trampos.co are widely used.
Asanify handles compliant hiring, payroll, contracts, and benefit administration through its EOR platform, letting you hire in 1–2 weeks.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
