Brazil, the largest economy in Latin America, offers a diverse market with strong industries in agriculture, mining, technology, finance, and services. With a large and skilled workforce, it remains one of the most attractive destinations for multinational companies. From São Paulo’s financial hub to Curitiba’s tech scene, global employers see strong opportunities for hiring in Brazil. However, strict compliance with the Consolidation of Labor Laws (Consolidação das Leis do Trabalho – CLT) is mandatory for operating in the country.
One of the most important compliance areas is the leave policy in Brazil, which ensures worker protection, fair treatment, and alignment with the country’s labor rights culture. The CLT centrally regulates these policies, while collective agreements and employer practices extend benefits further.
This guide provides employers, HR managers, and employees with a detailed overview of leave entitlements in Brazil, including annual leave, maternity and paternity benefits, sick leave, public holidays, and other special leave categories.
Table of Contents
- Adoption Leave in Brazil
- Earned Leave (Annual Leave) in Brazil
- Maternity Leave in Brazil
- Parental Leave in Brazil
- Paternity Leave in Brazil
- Public Holidays in Brazil
- Sick Leave Policy in Brazil
- Casual Leave in Brazil
- Unpaid Leave in Brazil
- Other Special Leave Types in Brazil
- Digital Leave Management in Brazil with Asanify AI
- FAQs on Leave Policy in Brazil
Adoption Leave in Brazil
Adoption leave in Brazil gives adoptive parents time to bond with their children and adjust to new family responsibilities.
- Duration: Adoptive mothers receive 120 days of paid leave, the same as maternity leave, while adoptive fathers receive 5 days of paid leave, extendable under certain company policies.
- Special cases: When employees adopt more than one child or children with disabilities, employers may extend leave through agreements.
- Payment: Covered by the National Institute of Social Security (INSS).
- Employer Responsibility: Employers must grant leave without discrimination, ensure timely payroll processing, and handle INSS reimbursements correctly.
Earned Leave (Annual Leave) in Brazil
Annual leave in Brazil is comprehensive and regulated under CLT.
- Employees are entitled to 30 days of paid vacation after 12 months of continuous service.
- Leave may be split into up to 3 periods, with one period lasting at least 14 days.
- Employees must receive their vacation pay two days before the leave begins, with an additional vacation bonus equal to one-third of monthly salary.
- Employers must schedule vacations but also consider employee preferences.
For compliance, accurate payroll processing is essential to calculate vacation pay and bonuses correctly.
Suggested Read: Employer of Record Brazil: A Comprehensive Guide 2025
Maternity Leave in Brazil
Maternity leave provisions are among the strongest in Latin America.
| Feature | Details |
| Maternity Leave | 120 days (paid), extendable to 180 days under the “Empresa Cidadã” program |
| Payment | Paid at full salary by INSS, with employer advance and reimbursement |
| Eligibility | Female employees under CLT with valid INSS contributions |
| Job Protection | Employers cannot terminate employees during pregnancy or maternity leave |
Employer of Record Services Brazil help international companies remain compliant with these strict requirements.
Parental Leave in Brazil
Brazil’s parental leave framework is still evolving, with some benefits offered under government and employer initiatives.
| Type of Parental Leave | Duration | Details |
| Maternity Leave | 120–180 days | Funded by INSS and extended under “Empresa Cidadã” |
| Paternity Leave | 5–20 days | Extended under “Empresa Cidadã” |
| Adoption Leave | 120 days for mothers; 5 days for fathers | Same entitlements as biological parents |
Many multinational companies offer extended Global Contractor Management parental leave to align with international best practices.
Paternity Leave in Brazil
Paternity leave provisions support fathers’ involvement in early childcare.
- Fathers receive 5 days of paid leave under CLT.
- This can be extended to 20 days under the “Empresa Cidadã” program if the employer is registered.
- Employers must pay wages in full during this period, with government reimbursement available under certain conditions.
Public Holidays in Brazil
Brazil observes national, state, and municipal public holidays, with at least 12 nationwide holidays.
| Holiday | Date (2025) |
| New Year’s Day | 1 January |
| Carnival | 3–4 March |
| Good Friday | 18 April |
| Tiradentes Day | 21 April |
| Labor Day | 1 May |
| Corpus Christi | 19 June |
| Independence Day | 7 September |
| Our Lady of Aparecida | 12 October |
| All Souls’ Day | 2 November |
| Proclamation of the Republic | 15 November |
| Christmas | 25 December |
Employees working on public holidays are entitled to double pay or compensatory time off. Employers must update payroll processing accordingly.
Sick Leave Policy in Brazil
Sick leave is regulated under CLT and funded by both employers and INSS.
| Period of Illness | Entitlement |
| First 15 days | Full salary paid by employer |
| From 16th day onward | Paid by INSS (Social Security) |
Employees must provide a valid medical certificate. Employers must coordinate payroll adjustments and INSS claims properly. EOR in Brazil ensures compliance with these processes.
Casual Leave in Brazil
Casual leave is not defined as a separate legal category, but employers may grant short-term leave under company policies.
- Often provided for emergencies or personal obligations.
- Typically treated as unpaid leave or deducted from annual vacation days.
- Employers should apply policies consistently to ensure fairness.
Unpaid Leave in Brazil
Unpaid leave is available under specific circumstances with mutual agreement.
- Extended illness beyond INSS coverage.
- Educational or family obligations.
- Employees may also request unpaid leave for personal projects.
Employers must document agreements formally to avoid disputes.
Other Special Leave Types in Brazil
Brazil provides a range of additional leave entitlements:
- Marriage Leave: 3 days paid.
- Bereavement Leave: 2 days paid for immediate family members.
- Military Service Leave: Granted for employees required to serve.
- Blood Donation Leave: 1 day per year.
- Union Duties Leave: For employees elected to union positions.
Suggested Read: Labour Laws in Brazil: A Complete 2025 Guide for Employers and Employees
Digital Leave Management in Brazil with Asanify AI
Managing leave in Brazil can be challenging due to multiple entitlements, INSS reimbursements, and the vacation bonus system. Manual handling often leads to payroll errors and compliance risks. Asanify AI simplifies the process for global companies.
Here’s how Asanify supports employers:
- Real-time leave tracking with automatic calculation of vacation bonuses.
- Slack and mobile approvals for seamless HR operations.
- Integrated payroll processing aligned with CLT and INSS reimbursements.
- Compliance-ready reports for audits and government inspections.
- Automation for extended programs like “Empresa Cidadã” to manage additional leave days.
By partnering with EOR in Brazil, global companies ensure compliance, efficiency, and employee satisfaction. Employer of Record Services Brazil also streamline Global Contractor Management, allowing businesses to expand without entity setup.
FAQs
30 days after 12 months of service.
Yes, 120 days, extendable to 180 days under “Empresa Cidadã.”
5 days, extendable to 20 days under “Empresa Cidadã.”
Yes, adoptive mothers get 120 days, fathers 5–20 days.
Employers pay for the first 15 days; INSS covers from the 16th day.
Yes, employees working on holidays get double pay or time off.
By using Asanify’s Employer of Record Services Brazil for payroll processing and Global Contractor Management.
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.
