20 Best Employer of Record in Brazil: Reviewed in 2025
Best Brazilian Employer of Record Service Shortlist
Here’s my pick of the 10 best Brazilian EOR companies out of the 20 options I’ve reviewed:
The best employer of record (EOR) in Brazil helps HR professionals legally hire, onboard, and pay Brazilian employees without setting up a local entity or navigating complex labor laws on their own. Whether you're managing existing remote staff or exploring the Brazilian market for the first time, the right EOR service can simplify compliance, streamline payroll, and provide expert support across employment contracts, taxes, and benefits.
Hiring in Brazil comes with a steep learning curve: strict labor codes, local tax systems, and the need to register with authorities like the Junta Comercial can all slow your progress, and increase your risk of non-compliance. Many companies struggle to choose the right EOR because the options vary widely in cost, service quality, and regional expertise.
As an HR software and services reviewer for People Managing People, I've analyzed dozens of global EOR providers to help leaders like you make confident, compliant hiring decisions abroad. In this guide, I’ll walk you through the top employer of record services in Brazil so you can find a solution that fits your needs—whether you're hiring one person or building out an entire team.
Market Details for Hiring in Brazil
- Capital City: Brazilia
- Currency: Real (R$, BRL)
- Payroll Frequency: Monthly or Bi-Weekly
- Official Language: Portuguese
- Approx. Population: 217.6 Million
- Public Holidays: 13 days + regional variations
Why Hire Employees in Brazil?
Hiring employees in Brazil is rising in popularity since Brazil has the largest economy in South America, making it an attractive target for organizations looking to break into the South American market.
Brazil also has a strong presence in the tech industry, with a growing number of professionals skilled in software development, IT services, and digital marketing, particularly in large cities like São Paulo and Curitiba. The time zone in Brazil is also similar to North America, making Brazilian employees a good nearshore option for teams that need to collaborate live.
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Best Employer of Record in Brazil: Pricing Comparison Chart
This comparison chart summarizes pricing details for my top Employer of Record selections for hiring staff in Brazil to help you find the best EOR service for your budget and business needs.
| Tool | Best For | Trial Info | Price | ||
|---|---|---|---|---|---|
| 1 | Best for offering local health benefits to Brazilian EOR employees | Free trial + demo available | From $29/month | Website | |
| 2 | Best for budget-conscious remote team expansion | Free demo available | From $25 - $199/user/month | Website | |
| 3 | Best for flexible global payment options | Free demo available | Pricing upon request | Website | |
| 4 | Best AI-driven EOR platform | Free trial available | From $579/month | Website | |
| 5 | Best for EOR support in Brazil | Free demo available | $99/employee/month | Website | |
| 6 | Best for support with local employment regulations | Free demo available | Pricing upon request | Website | |
| 7 | Best for hiring and paying talent in Brazil | Free demo available | From $199/employee/month or $19/contractor/month | Website | |
| 8 | Best for candidate placement support | Not available | From $199/employee/month | Website | |
| 9 | Best Brazilian EOR partner for enterprise organizations | Free demo available | Pricing upon request | Website | |
| 10 | Best for compliance with local laws and regulations | Free trial available | From $39/employee/month | Website |
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Rippling
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.8 -
Native Teams
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.9 -
Willo
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.8
Reviews of the Best Employer of Record Services in Brazil
To help you find the best EOR service for hiring Brazilian employees, I’ve described my top 10 selections in detail, including the specific services each provider offers and how HR teams can use them effectively. Additionally, I’ve listed 10 more EOR service providers for Brazil below if you’d like more options to consider.
Deel
Best for offering local health benefits to Brazilian EOR employees
Deel is a well-established employer of record platform that helps companies rapidly employ workers in 150+ countries, including Brazil.
Deel owns a local entity in Brazil staffed with legal experts to keep track of regulatory changes and ensure all legal obligations are met on your behalf. To hire a Brazilian employee with Deel, the average onboarding time frame is 3 days.
Why I picked Deel: Deel excels as an EOR service provider in Brazil by offering streamlined contract management, ensuring compliance with Brazilian employment laws. Deel also helps organizations offer localized employee benefits for Brazilian staff, including private health insurance, social security, a pension fund, workers’ compensation insurance, and meal vouchers.
In addition, Deel has launched several new offerings over the past year, including global payroll, global mobility support, integrated Slack tools, and advanced integrations. These services, all combined, facilitate efficient and compliant hiring processes within the Brazilian talent market.
Deel Key Services:
Deel offers end-to-end management for your Brazilian employees covering everything from hiring and onboarding to termination. Their web app is user-friendly and provides a range of features to help businesses manage their remote teams effectively, including contract management and expense tracking.
Their integrated contract management function supports advanced customizations such as stipends, signing bonuses, and stock options. You can also use Deel for visa and immigration support if you want to relocate existing employees to Brazil, with Deel managing the entire visa process for your organization in-house.
Deel offers 24/7 customer support and live chat and is known for its fast support.
Pros and cons
Pros:
- Comprehensive employee benefits
- Local compliance expertise
- Fast onboarding process
Cons:
- Potential complexity for first-time users
- Limited customization options
New Product Updates from Deel
Introducing Deel AI Workforce
Deel has launched the AI Workforce, a set of specialized agents designed to handle repetitive HR, payroll, and compliance tasks with speed and accuracy. These AI agents don’t just assist—they execute tasks from start to finish. For more information, visit Deel's official site.
Remofirst is a global EOR service provider on a mission to free employers from geographical boundaries so they can build global teams with ease. They offer EOR services in 180+ countries, eliminating the need to set up multiple legal entities abroad.
Why I picked Remofirst: When it comes to hiring in Brazil, Remofirst is a great choice for businesses focused on remote team expansion without breaking the bank. The platform handles all the unique employment and tax regulations in Brazil, allowing you to hire local talent without needing to establish an entity in the country.
Another reason Remofirst is well-suited for hiring in Brazil is that it covers all aspects of compliance with Brazilian labor laws. Brazil has rules regarding employee benefits, severance, and working hours, and navigating this can be tricky if you're unfamiliar with local regulations. They'll also automatically calculate your team’s hours, time off, holidays, bonuses, and commissions so you don’t have to worry about it. Furthermore, to simplify your payroll process, Remofirst summarizes and aggregates your EOR invoices for review, showing each EOR employee’s salary in their local currency, including Brazilian Real (R$).
Remofirst Key Services:
Their team of legal experts and HR professionals will ensure your business operations are always compliant with changing Brazilian regulations, with compliance documentation accessible at all times through your secure dashboard. Their customer support team is also available 24/7 in case you need additional help. All clients also receive a dedicated account manager as their main point of contact.
On top of their EOR services, Remofirst also provides international payroll and invoice management, global benefits management (including insurance and equity plans, plus time-off management), and employee support with obtaining visas and other immigration documentation. They can even help you allocate equipment to your global employees. EOR pricing begins at $199/person/month.
Pros and cons
Pros:
- Robust employee support
- User-friendly platform
- Comprehensive compliance management
Cons:
- Service availability may vary by region
- Dependence on third-party providers for some services
New Product Updates from RemoFirst
RemoFirst's Enhancements in Team Management and Notifications
RemoFirst has introduced new enhancements in team management and notification preferences, allowing more customization and efficiency. For more information, visit RemoFirst's official site.
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G-P is a leading EOR service provider that assists companies looking to hire and manage employees in Brazil. Their AI-driven global HR platform streamlines international hiring, compliance, payroll, and benefits administration, ensuring a smooth onboarding process for Brazilian employees.
Why I picked G-P: G-P’s sophisticated global EOR platform is designed to handle complex regulatory environments, making it easy for businesses to hire and manage employees in numerous countries, including Brazil.
New hires can be onboarded in days, with locally-compliant contracts according to Brazilian laws. Using G-P, you also have the flexibility to pay your EOR employees in over 180+ currencies (including cryptocurrencies) using Venmo or bank transfers.
G-P Key Services:
G-P offers automated onboarding processes, real-time expense reporting, and a dedicated support team, all of which contribute to its reputation as one of the best EOR services in Brazil. They also support the compliant hiring of international contractors alongside full-time employees.
Their team includes local HR experts who understand the intricacies of Brazilian labor laws and cultural nuances and can also assist with global expansion plans and executing global transactions as needed. Furthermore, G-P has an AI assistant, Gia, which offers instant answers on local employment regulations.
Pros and cons
Pros:
- Easy and quick international hiring and onboarding process
- Strong compliance and risk management
- Comprehensive global employment platform
Cons:
- Dependence on the platform for all HR functions
- Limited customization options
Borderless AI is a global employer of record service that helps companies hire in 170+ countries, including Brazil, without opening a local entity. It supports businesses through EOR, payroll, and compliance tools, with AI at the core of its HR platform.
Why I picked Borderless AI: I added Borderless AI to this list because of its ability to help you hire quickly in Brazil without getting stuck in labor code or tax logistics. The platform handles local contracts, pays your team in Brazilian Real (R$), and keeps your employment practices aligned with Brazilian labor laws. That includes things like 13th-month salaries, social security (INSS), and severance (FGTS) obligations.
Another reason I included Borderless AI is that it’s built for scale. If you're hiring in Brazil as part of a larger global expansion, the platform's AI tools and centralized dashboard can make it easier to manage operations across multiple regions without adding extra admin work.
Borderless AI Key Services:
You’ll get access to features for global payroll, contractor payments, and EOR support in Brazil, all managed through one platform. Their HRGPT tool can help answer HR questions, while their AI-driven Contract Generator and Compliance Tracker are designed to help you create locally compliant employment agreements in minutes.
If you’re working with a mixed team, you can also manage full-time employees and contractors together, with tools for classification, compensation planning, and localized benefits. Clients are supported by a North America-based team and can access compliance docs and cost breakdowns from a single dashboard.
Pros and cons
Pros:
- Facilitates international expansion without the need for local entities
- Offers clear, flat-rate pricing
- Provides an AI-powered assistant
Cons:
- Reporting and analytics tools are not extensive
- Does not offer direct recruitment or applicant tracking functionalities
New Product Updates from Borderless AI
Borderless AI is Now SOC 2 Type II Certified
Borderless AI announced its SOC 2 Type II certification, emphasizing security and data protection with a new Trust Center and plans for ISO 27001 certification. More details are available at the Borderless AI Blog.
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Native Teams is a global employment platform that enables companies to hire, onboard, and manage employees in over 85 countries—including the Brazil—without having to establish a local legal entity. By acting as the legal employer, Native Teams handles everything from payroll and tax compliance to benefits and employment contracts, making it easier for companies to expand internationally.
Why I picked Native Teams: Native Teams stood out for its strong on-the-ground presence in the Brazil and its localized approach to payroll and employment compliance. For businesses looking to hire Brazillian talent quickly and legally, Native Teams offers an effective EOR solution that removes the administrative burdens of Brazil labor law. They’re especially helpful for companies that want to avoid misclassification risks or struggle with setting up statutory benefits and tax contributions.
Native Teams also provides added value by supporting relocation, handling Brazil work permits, and offering a fully compliant HR infrastructure. Their Brazil-specific insights—like managing the minimum wage, public holidays, and remote work allowances—make them a capable partner for long-term employment compliance.
Native Teams Key Services:
Native Teams offers legal employment through its own Brazil entity, generating compliant local employment contracts and managing payroll, taxes, and social security obligations. Their EOR model includes localized benefits administration such as private health insurance and home working allowances, plus Brazil-language support and compliance guidance.
In addition to EOR services, Native Teams provides multi-currency payment options, dedicated expense cards, automated HR documentation, and employee-level support for onboarding, career growth, and contract navigation. They also assist with visa applications and provide relocation support for foreign hires moving to the Netherlands.
Pros and cons
Pros:
- Offers localized payroll calculators for accurate salary and tax computations
- Provides compliant employment contracts and documentation
- Enables hiring globally without establishing a local entity
Cons:
- Covers fewer countries than some competitors
- May not offer advanced HR tools beyond essential employment features
New Product Updates from Native Teams
Native Teams Introduces Entity Management Solution
Native Teams unveils an all-in-one solution to streamline business entity management and reduce costs. For more information, visit Native Teams's official site.
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TopSource Worldwide is a global Employer of Record (EOR) service provider that helps businesses hire and manage international talent without the need to establish local entities. They offer EOR services in Brazil, supporting companies with compliant hiring, payroll, and HR processes so they can expand into new markets with confidence.
Why I picked TopSource Worldwide: When it comes to hiring in Brazil, TopSource Worldwide is a strong choice for companies looking for dependable support with local employment regulations. They handle the complexities of Brazilian labor law, including employment contracts, payroll management, and statutory benefits, so you can hire local talent without worrying about compliance risks.
Another reason TopSource Worldwide is well-suited for hiring in Brazil is their in-depth knowledge of Brazilian employment practices. Brazil has detailed regulations around employee benefits, severance, working hours, and taxes, which can be difficult to navigate without expert guidance. TopSource Worldwide ensures your payroll is processed accurately in Brazilian Real (R$), including tax filings and benefits administration. Their services also help simplify your HR operations through a centralized platform that connects with key systems like Salesforce, SAP, and NetSuite.
TopSource Worldwide Key Services:
Their team of legal and HR professionals ensures your operations in Brazil remain compliant with all regulatory changes, with documentation available at any time through their secure client portal. You’ll also have access to a dedicated account manager as your main point of contact, along with customer support when you need it.
In addition to their EOR services, TopSource Worldwide offers global payroll and tax management, HR advisory services, local accounting assistance, and recruitment support to help you build your team. They also offer support with entity setup if you decide to establish a legal presence in Brazil.
Pros and cons
Pros:
- Service includes direct access to local experts
- Strategic HR guidance available for expansion planning
- Wide country coverage with 180+ supported markets
Cons:
- No integrations with popular HRIS platforms
- Limited reporting or automation features compared to tech-driven platforms
Skuad is a global HR platform that facilitates international hiring, payroll, and HR management for remote teams. It allows businesses to hire and pay employees and contractors in over 160 countries, including Brazil, without needing to establish local entities. When you hire them as your Brazilian EOR partner, they’ll manage the whole hiring process on your behalf, including creating employment agreements and other legal documents.
Why I picked Skuad: As part of their EOR service, Skuad offers remote onboarding and can facilitate payroll in multiple currencies. This includes the management of invoices as well as payroll automation. Skuad also offers robust compliance frameworks for local Brazilian employment laws, including visa and immigration processes, statutory benefits, and tax obligations.
Skuad Key Services:
Skuad's EOR services include employee benefits, time-off tracking, and managing tax compliance. As part of their global hiring service, they’ll handle all the required documentation on your behalf, including work permits and visas for your new hires and their dependents.
Beyond that, Skuad can also help you distribute computer equipment to your new employees, and track company assets like phones and other IT devices.
Pros and cons
Pros:
- Strong HR support
- Local compliance management
- Support for visas and work permits
Cons:
- Deductions limited to Enterprise plan
- Lack of platform customization
Remote People is a global Employer of Record (EOR) service provider that helps businesses hire and manage employees in over 150 countries. They offer cost-effective hiring solutions, payroll management, and compliance support, eliminating the need for companies to establish local entities abroad.
Why I picked Remote People: When it comes to hiring in Brazil, Remote People is a strong choice for businesses that want both recruitment support and compliance peace of mind. The platform gives you access to a global database of over 300,000 candidates and offers a six-month placement guarantee, helping you secure qualified hires while reducing recruitment risk. They also take care of payroll, payslips, tax withholdings, and benefits such as the mandatory 13th salary and paid vacation, so your team is compliant with Brazilian labor laws from day one.
Another reason Remote People is well-suited for hiring in Brazil is their ability to support both employees and contractors under local regulations. They draft legally compliant employment contracts, manage severance and offboarding, and even assist with visas and work permits for foreign staff. This means you can focus on building your team while Remote People manages the complexities of Brazilian employment law and administration.
Remote People Key Services:
Their team of HR specialists and legal experts will keep your business operations aligned with Brazilian labor requirements, with documentation accessible through a secure dashboard. Clients also receive a dedicated account manager as a consistent point of contact for ongoing support.
In addition to EOR services, Remote People also provides global payroll and contractor management, international benefits administration, employee background checks, and SOC 2–compliant data security. They can also tailor recruitment strategies for different industries, backed by access to a large pool of vetted global candidates.
Pros and cons
Pros:
- Dedicated contact point for support
- Strong compliance with Brazilian labor laws
- Placement guarantee for hires
Cons:
- Less useful for companies hiring only locally
- No known integrations
Atlas HXM offers innovative companies the tools they need to compete in a global economy. As one of the largest, direct EOR service providers, Atlas HXM believes businesses should be able to employ whomever they want, wherever the talent exists.
Why I picked Atlas HXM: They're a popular choice across numerous industries, including non-profits, financial services, oil & gas, energy, life sciences, pharmaceuticals, technology, and government, and they can tailor their service offerings to your needs, whether you're a new startup, an SME, or an enterprise organization.
Atlas is committed to widening the margins of entrepreneurship and employment alike. As such, their business model helps startups and SMBs compete on the international playing field—turning commercial innovations into viable global enterprises. In doing so, Atlas brings opportunities to local economies and the people who work there.
Atlas HXM Key Services:
Services include Brazilian-specific compliance monitoring, employee engagement and productivity monitoring, and guidance on safety programs to minimize business risks.
Their technology platform is supported by international experts who deliver flexible services to companies wanting to expand across borders, including into Latin America. Their services can help you onboard talent, manage compliance, and pay your global workforce without requiring a local entity or multiple third-party providers.
Pros and cons
Pros:
- User-friendly platform with localized support
- Comprehensive and customized onboarding
- Extensive local compliance expertise
Cons:
- Initial setup may require significant time and resources
- Limited customization options for specific HR policies
Agile Hero is an EOR service specializing in helping businesses manage their global workforce with ease and compliance. Their platform is renowned for streamlining international HR operations, making it an ideal choice for companies expanding into new markets.
Why I picked Agile Hero: I selected Agile Hero because of its focus on compliance with local laws and regulations. Brazil's legal landscape requires a partner with deep expertise in local labor laws, tax regulations, and employment standards. Agile Hero handles these areas, ensuring that businesses can operate easily and without legal complications.
Agile Hero Key Services:
Agile Hero offers a range of key services designed to simplify the employment process. Their EOR solutions handle everything from local contract management to payroll processing, ensuring timely and accurate payments while maintaining compliance with Brazilian tax laws. Additionally, Agile Hero provides visa and immigration support, helping businesses navigate the complexities of relocating employees to Brazil.
Beyond EOR services, Agile Hero also offers strategic HR consulting, aiding businesses in workforce planning, market-entry, and salary benchmarking. Their global mobility services ensure smooth transitions for employees moving across borders, and their comprehensive payroll software simplifies international payroll management.
Pros and cons
Pros:
- User-friendly interface
- Employee self-service portals
- Supports global mobility
Cons:
- Can be costly for smaller businesses or startups
- Limited customization options
Other Brazilian Employer of Record Services
Here are some other EOR service providers in Brazil that didn’t make it into my top 10 shortlist, but are still worth considering:
- Remote
For competitive benefits packages
- Omnipresent
For employment contract compliance
- Europortage
For global mobility support within Latin America
- Safeguard Global
EOR service for hands-on employee onboarding in Brazil
- Mercans
For strategic HR advisory services
- Velocity Global
For navigating complex regulatory landscapes
- Oyster HR
For EOR-related educational resources for clients
- Papaya Global
For an AI-based payroll engine
- Rivermate
EOR service for managing the local social security system
- BPC Partners
For European client companies
Hiring in Brazil: Important Details
Here are some key details to note if this is your first time hiring staff located in Brazil. Your EOR provider will manage these compliance details on your behalf. However, proactively informing yourself of these details is always recommended before you invest your resources into sourcing staff based in Brazil.
In Brazil:
- Employment laws in Brazil are set by the Consolidação das Leis do Trabalho (CLT), which is overseen by the Ministry of Labor and Employment (Ministério do Trabalho e Emprego, or MTE) in conjunction with different Labor Unions.
- You can hire employees (full-time, part-time, temporary, fixed-term, and intermittent) contracts are allowed. Your Brazilian EOR provider can help you determine the best hiring option depending on your needs while helping you prevent employee misclassification errors.
- Most employment contracts in Brazil are for an indefinite term. However, fixed-term contracts and employment-at-will contracts are also permitted in certain situations, and can last up to 2 years. In an employment-at-will agreement, either party can terminate the relationship without cause.
- Brazil has both mandatory payroll deductions and social security contributions that must be collected, including the following:
- Income Tax (IRRF)
- Social Security (INSS)
- Severance Indemnity Fund (FGTS)
- Plus, contributions to other social programs and unions.
- Portuguese is the official language in Brazil. However, many Brazilian professionals also speak English.
- The standard working week in Brazil is 44 hours per week. This works out to 8 hours per day for 5 days, plus one 4-hour day on the 6th day. The maximum number of consecutive work days is 6.
- Overtime is considered any hours worked beyond 8 hours, in one day, with a maximum of 2 hours of overtime allowed per day. Employees who work overtime are eligible for 150% of their regular salary (or 200% of their salary if they work on a holiday). However, employees who work overtime from home do not receive an adjustment to their salary.
- Brazil uses a 13th-month salary system. Employees receive 12 monthly payments, plus an extra 13-month salary payment at the end of the year, typically around Christmas. (Note: some employment agreements split the 13th-month payment into two pay periods — often July and December — depending on the terms.)
- Paid vacation in Brazil starts at 30 days of annual leave per year, for employees who have worked for at least one year. Brazilian employees also receive a vacation bonus payment, which is equivalent to one-third of their monthly salary.
- There are 13 national public holidays in Brazil that employees are paid for, plus 23 other holidays that are celebrated regionally, including some holidays that are celebrated in Rio de Janeiro or São Paulo only). Understanding and complying with employment norms and legal requirements surrounding Brazilian public holidays is one area where your EOR service will shine, managing these occurrences hassle-free on your behalf.
- National public holidays in Brazil include:
- New Year's Day (January 1)
- Shrove Tuesday (February 16)
- Carnival (February/March, date varies)
- Good Friday (April, date varies)
- Easter Sunday (April, date varies)
- Tiradentes' Day (April 21)
- Labor Day (May 1)
- Corpus Christi (June 3)
- Independence Day (September 7)
- Our Lady of Aparecida (October 12)
- All Souls' Day (November 2)
- Republic Day (November 15)
- Christmas Day (December 25)
- Brazil offers maternity leave and paternity leave.
- The maternity leave entitlement is 120 days, with the ability to extend it by 4 weeks for medical needs, or up to 180 days if the employer or EOR is registered with Empresa Cidade.
- The paternity leave entitlement for fathers is 5 working days, or up to 20 days if the employer or EOR is registered with Empresa Cidade.
- Employees receive 100% of their wages while on maternity leave or paternity leave.
- The Empresa Cidade Program was initiated by the Brazilian government to promote corporate social responsibility and offer employees support beyond the minimum legal requirements.
- Paid sick leave is 15 days in Brazil. If an illness extends beyond 15 days, the employee can receive financial support from the Social Security System (INSS).
- Other leaves that are mandated in Brazil include:
- 3 days for marriage leave
- 2 days for bereavement leave
- 1 day for blood donation leave, and
- additional leave for military, jury, or exam attendance leave as needed.
- The probationary period in Brazil is 45 days, but it can be extended up to 90 days.
- The termination terms in Brazil vary depending on the type of employee contract and which party initiates the termination. This is another area where a local Brazilian EOR can provide assistance to ensure the probation period and related severance are handled correctly.
- Severance pay is offered to terminated employees in Brazil. The final severance payment calculation differs depending on the notice period and the terms of the termination. However, Brazil also has a Severance Fund (FGTS) that employees can access upon termination. During employment, employers are required to contribute 8% of an employee’s salary to the FGTS.
This overview reflects the most up-to-date (mid‑2025) Brazilian employment landscape. Your EOR will manage all these aspects, but understanding them helps you set realistic expectations and evaluate providers effectively.
Selection Criteria for Employer of Record Brazil
Uncovering the best EOR services for this list required a deep understanding of how these services can alleviate common challenges, such as legally hiring employees abroad, managing international payments, ensuring compliance with local labor laws, providing competitive benefits, and facilitating smooth onboarding.
Here are the specific criteria I used to carefully compare the service offerings for each provider in this list:
Core Employer of Record Services (25% of total score): To be considered for inclusion in this list, each EOR provider had to offer the following basic services first:
- The corporate structure to legally and compliantly hire employees in multiple countries without a local entity
- The ability to manage multi-national payroll and taxes in compliance with local regulations
- Assistance with offering competitive and locally compliant benefits packages
- Assistance with navigating visa and work permit processes for expatriate employees
- Robust procedures to ensure data privacy and security that comply with international standards, including GDPR and other requirements
Additional Standout Services (25% of total score): To help me narrow in on the best EOR services out of the numerous options available, I also took note of any unique or less common services, including:
- Advanced technology platforms that streamlined payroll and HR processes while still offering ease of use
- Specialized experience in hiring employees within specific new countries or key industries
- Services that enhance remote work compliance and global mobility needs
- Specialized customer support for complex immigration cases
- Assistance with international IT requirements, including managing computer equipment, software licenses, and other asset-tracking requirements
- A focus on eco-friendly and sustainable employment practices
Industry Experience (10% of total score): To evaluate the industry experience of each EOR service provider, I considered the following:
- How many years their business has operated in the EOR space
- Any industry recognitions or certifications the provider may hold in international HR and payroll
- Their depth of knowledge in local labor laws across multiple jurisdictions
- Their expertise in new markets, including how many different countries they offer local expertise in
- Evidence of a strong track record managing global expansion processes
- The combined experience and credentials of their team members, if available
Customer Onboarding (10% of total score): To get a sense of each provider's customer onboarding process, I considered the following factors:
- The availability of comprehensive onboarding materials, such as fact sheets, guides, FAQ repositories, or other training resources
- Support for integrating the EOR provider's software with existing HR systems
- Direct access to onboarding specialists, customer support, or a dedicated account manager during the setup phase
Customer Support (10% of total score): Since the EOR provider will act as your remote workers' legal employer, it's important to ensure you'll receive timely communications and top-level support. To evaluate the level of customer support each company offered, I considered the following:
- The availability of a multilingual support team that covers different time zones
- Multiple support channels, including phone, email, and live chat
- Evidence of responsiveness and effectiveness in resolving issues, as inferred from customer reviews
- The existence of dedicated account managers to provide assistance as needed
Value for Price (10% of total score): To gauge the overall value of each service, I considered the following factors:
- Transparent pricing models without hidden fees
- Comparative analysis of service offerings versus cost
- Flexibility in service packages to suit different business sizes and needs
Keep in mind that EOR services are complicated, and because of that the price tag can sometimes be high. However, the prices for their services still offer a good ROI considering the complexity of the premium-grade services you're gaining.
Customer Reviews (10% of total score): Evaluating customer reviews is the final element of my selection process, which helps me understand how happy real users are with a service. To determine this, I considered the following factors:
- Consistently high ratings across various consumer review platforms
- Specific feedback on the ease of use of the EOR services
- Testimonials highlighting exceptional customer support and problem resolution
Using this assessment framework helped me identify the employer of record services that go beyond basic requirements to offer additional value through unique services, deep industry experience, smooth onboarding, effective support, and overall value for price.
What is an Employer of Record in Brazil?
An employer of record in Brazil is a third-party service that legally hires employees on behalf of a foreign company. It manages payroll, tax deductions, benefits, and compliance with Brazil’s labor laws—so you don’t have to set up a local entity.
HR professionals and global companies use Brazilian EOR services to hire talent quickly, avoid legal risks, and simplify cross-border employment in a complex regulatory environment.
EOR vs Legal Entity
Since you're considering hiring in Brazil, one of the first decisions you'll face is whether to partner with an EOR or set up your own legal entity. Both options allow you to employ Brazilian staff, but they differ significantly in complexity, cost, and speed to market.
Here’s a quick side-by-side comparison to help you understand the key differences:
| Aspect | Employer of Record (EOR) | Legal Entity Setup in Brazil |
|---|---|---|
| Setup Time | A few days to a couple of weeks | Several months (due to registration requirements) |
| Upfront Costs | Low; typically pay per employee + service fee | High; includes legal, accounting, and admin costs |
| Legal Responsibility | Held by the EOR provider | Held by your company |
| Local Tax Registration | Managed by the EOR | Must be registered with Receita Federal |
| Payroll | Handled by the EOR | Requires in-house or outsourced expertise |
| Compliance | EOR ensures adherence to Brazilian labor laws (Consolidation of Labor Laws - CLT) | You must understand and maintain compliance independently |
| Language & Bureaucracy | EOR handles Portuguese documentation and local processes | Requires Portuguese fluency and navigation of bureaucracy |
| Employment Contracts & CLT | EOR provides contracts compliant with CLT regulations | You must draft and manage CLT-compliant contracts |
| Flexibility | High; great for testing new markets | Lower; more complex to scale or exit |
| Control Over HR Ops | Moderate | Full control |
| Best For | Fast hiring, testing markets, remote teams | Long-term operations, large-scale local presence |
Using an EOR is often the faster, lower-risk path to hiring in Brazil—especially if you're testing the waters or scaling remote teams. However, if you're planning a long-term presence with high headcount, setting up a legal entity may make sense down the road.
How to Choose an Employer of Record in Brazil
The right EOR service can remove major roadblocks to hiring in Brazil—but only if it aligns with your specific needs. Before comparing providers, clarify the challenges you’re facing and the outcomes you’re aiming for.
Here are five key questions to guide your selection process:
- What challenge are you trying to solve?
Are you struggling with payroll in Brazilian Real (R$), navigating complex labor laws, or offering competitive benefits? Be specific about what you want help with—like hiring in particular geographic states or municipalities (municípios) or ensuring full tax compliance. - Who will benefit from the EOR?
Think about the internal stakeholders managing the relationship. How will it improve their workload, processes, or confidence in global hiring? - What's your budget?
Estimate how many employees you plan to hire. Since EOR fees are typically charged per employee per month, this helps forecast your total costs. - What outcomes matter most?
Do you need fast hiring in certain regions, better compliance support, or smoother onboarding? Define your success metrics up front to avoid wasting time on mismatched options. - Will it work with your HR systems? Consider how the provider’s platform integrates with your current HR tools. Look for solutions that support your workflows, not complicate them.
Remember every business is different — don’t assume that a Brazilian employer of record service will work for your organization just because it's popular. Instead, choose the partner that can satisfy your needs for a fee that works for you.
Trends in Employer of Record Services
With global hiring on the rise, businesses are demanding faster, smarter, and more compliant ways to manage international teams. In response, EOR services are evolving, pairing legal expertise with tech-driven platforms that streamline onboarding, payroll, benefits, and cross-border compliance.
Here are some of the latest trends shaping EOR solutions and the HR tech behind them:
- Immigration Support: There is a growing demand for assistance with immigration services like visa and work permit sponsorships, simplifying global talent acquisition processes for client companies immensely.
- Specialized Services for Diverse Needs: Several EOR providers have begun to offer IP and invention rights protection and equity incentive planning services, to cater to the specific needs of their client companies.
- Enhanced Employee Benefits Packages: There's a growing trend in EOR providers going beyond standard healthcare coverage to offer a full spread of enterprise-level medical and health benefits, stock options, and even one-time benefits like moving bonuses. This trend demonstrates an understanding of the importance of attracting and retaining top talent globally.
- AI-Backed Knowledge Bases: Some EOR providers (including Deel) are beginning to offer legally vetted knowledge bases or information wikis that use artificial intelligence to surface answers to common questions quickly. This helps customers source details on hiring within a specific country quickly, without relying on human-run support systems.
As the market continues to evolve, these trends are likely to shape the future of international employment, making it easier for businesses to navigate the challenges of global expansion. For a closer look at specific EOR providers that are capitalizing on these trends, I recommend reading our in-depth reviews of Oyster HR, Omnipresent, Skuad, and Deel.
Key Employer of Record Services
An Employer of Record (EOR) simplifies hiring and compliance in Brazil by managing payroll, tax obligations, and labor laws. Key services include:
- Payroll in BRL: Ensures accurate payments in compliance with Brazilian labor laws, including the Consolidation of Labor Laws (CLT), covering salary, overtime, and record-keeping. This prevents penalties from the Ministry of Labor and Employment (MTE).
- Tax Compliance and FGTS: Handles Income Tax (IRRF), Social Security (INSS), and the Severance Indemnity Fund for Employees (FGTS) contributions, ensuring adherence to Brazilian Federal Revenue (Receita Federal) requirements.
- Labor Law Compliance: Provides expertise on Brazilian employment regulations under the CLT, including vacation, 13th salary, and weekly rest periods, ensuring compliance with domestic labor laws and alignment with global workforce laws and conventions.
- Talent Acquisition and Background Checks: Conducts industry-specific credential verification and background checks to ensure new hires meet Brazilian certification requirements and legal standards.
- Visa and Work Permits: Assists with securing the appropriate Brazilian visas and work permits for foreign workers, ensuring compliance with regulations set by the National Immigration Council and the Ministry of Justice.
- Onboarding and Offboarding: Manages compliant employee onboarding and terminations, in line with Brazilian labor laws, reducing the risk of labor disputes or claims.
- Benefits Administration: Provides competitive benefits, including health insurance, meal vouchers (vale refeição), and transportation vouchers (vale transporte), tailored to the Brazilian market.
- HR Support: Offers ongoing consultation on Brazilian employment laws, workplace safety (NR), and compliance with mandatory labor documentation (eSocial).
- Risk Management and Insurance: Oversees workers' compensation (Seguro de Acidentes do Trabalho) and ensures compliance with local insurance and indemnity requirements to mitigate legal and financial risks.
- Multi-Language Support: Facilitates communication with Brazil’s diverse workforce through the translation and localization of legal documents.
Benefits of an Employer of Record Service
Hiring internationally can open new doors, but it also brings legal, payroll, and compliance challenges that can slow you down. An EOR lifts those burdens, making it easier to grow your global team without taking on the risk or complexity of setting up a local entity.
Here’s what you'll gain by partnering with an EOR:
- Quick Market Entry: For organizations aiming to test new markets or hire talent in new countries where they have no legal presence, an EOR offers a swift and efficient solution to initiate operations, saving time and resources.
- Simplified Global Payroll: Using an EOR service simplifies the complex process of managing international payroll, including tax deductions, withholdings, and currency conversions for your employees worldwide.
- Global Compliance & Risk Mitigation: By managing compliance, an EOR service provides expertise in navigating the intricacies of employment laws, tax regulations, and insurance requirements in multiple jurisdictions, helping businesses safeguard their operations against compliance-related risks.
- Enhanced Benefits Negotiation: By leveraging their extensive networks and purchasing power, EORs can negotiate better international insurance rates and secure competitive benefit packages on your behalf, enhancing your ability to attract and retain top talent worldwide.
- Improved Cost Effectiveness: Using an EOR service is a cost-effective way for businesses to enter new markets, compared to the significant costs of establishing a new foreign entity. The latter option involves significant upfront legal fees, plus other costs related to office infrastructure, staffing, and local benefits and insurance coverage.
Understanding the benefits of an EOR service is crucial for strategic planning and operational efficiency. As businesses look towards international markets for growth opportunities, partnering with an EOR provider offers a streamlined, cost-effective, and compliant pathway to global expansion.
Costs & Pricing for Employer of Record Services
Typically, the cost of an EOR service follows a fee per-employee, per-month pricing model, which can vary widely depending on a range of factors. This model allows for scalability and predictability in budgeting for international expansion efforts.
In general, EOR services in Brazil cost between $300 to $600 per employee, per month.
Alternatively, some EOR services in Brazil charge a percentage of the employee’s salary, ranging between 10% to 20%.
Key factors that can influence the pricing of an employer of record service include:
- Geographic Location: Costs can vary significantly based on the country or countries you're hiring in. This is due to local economic conditions, labor laws, and the complexity of compliance requirements.
- Employee Seniority and Role Complexity: The level and nature of the roles being filled can also impact the monthly cost. Senior positions or roles requiring special qualifications may increase the price due to higher benefits and compensation management costs.
- Number of Employees: The total number of employees being managed can also impact the cost. In some cases, higher volumes may lead to volume discounts, making per-employee costs more economical.
- Custom Requirements: Any specific needs beyond the standard service offering may also contribute to the monthly cost. This may include customized solutions for recruitment, specialized employee onboarding, or unique compliance requirements, all of which can affect pricing.
Some EORs also operate under different pricing models, including a percentage of employee salary model, a fixed pricing model, and custom pricing models. If you'd like to delve deeper into the different factors that influence prices, my article explaining the intricacies of different EOR pricing models is a natural next step.
Evaluate EORs based on cost, reputation, and whether you’ll actually use their bells and whistles. Some are expensive because they white-label services through local partners.
When considering an EOR service, it is crucial to understand how these factors impact the overall cost to ensure that the service aligns with your business's needs and budget constraints. Anticipating the specific requirements of your international expansion strategy will help you choose the most cost-effective and efficient EOR solution for your needs.
FAQs about EOR Services in Brazil
If you’ve got specific questions about the requirements to hire Brazilian employees or how EOR services work, these answers to frequently asked questions are a good place to start:
What are the key compliance requirements for hiring in Brazil with an EOR?
Compliance in Brazil means following strict labor laws that protect employees. This includes using formal CLT employment contracts, enrolling staff in social security and FGTS, making timely payroll tax payments, and providing statutory benefits such as paid vacation, sick leave, and the 13th-month salary.
An EOR monitors changing regulations, manages collective bargaining agreement obligations, and handles local union requirements, which can vary by city or industry. By working with a qualified EOR, you reduce the risk of fines, disputes, or retroactive legal claims by ensuring every aspect of your employee relationship is legally covered.
What are the minimum wage requirements in Brazil?
As of January 1, 2025, the national minimum wage in Brazil is BRL 1,518 per month. This represents a 7.5% increase from the previous year’s minimum wage of BRL 1,412. This adjustment is part of the Brazilian government’s efforts to improve the earning potential of workers and enhance their purchasing power in response to inflation and economic conditions.
In addition to the national minimum wage, some states and regions in Brazil have their own minimum wage levels, which can be higher than the national rate. Employers need to be aware of both the national and regional wage requirements to ensure compliance
To see a visual representation of these changes over time, review this graph of Brazil’s monthly wage minimums by Statista.
How fast can I hire an employee in Brazil using an EOR?
EORs typically enable you to onboard talent in Brazil within a few business days to two weeks. The biggest variables are how quickly you confirm the hire, provide candidate documents, and finalize contract terms. Once submitted, the EOR handles employment contracts, government registrations, and compliance paperwork. They’re familiar with local processes and can flag any issues early, helping you avoid delays caused by missing information or document errors.
For urgent hires, let the EOR know your timing needs—they can often accelerate the process by pre-drafting compliant contracts or prioritizing your onboarding in their workflow.
Do EOR providers offer other types of global HR services?
Yes, most EOR providers in Brazil support more than just payroll and compliance. Services can include onboarding, employee benefits administration, drafting employment contracts, managing tax withholdings, handling terminations, and providing HR guidance. Ask your EOR which services they offer for your industry and hiring needs.
Many service providers in this space also offer professional employer organization services (also known as PEO services), as well as global payroll services.
Can an EOR in Brazil help with work visas and relocation?
Yes, some Brazilian EORs help with securing work visas and supporting employee relocation, though this isn’t universal. If you need to hire foreign employees (such as expats or international transfers) look for an EOR with dedicated legal partners or internal immigration specialists. They can guide you through the process, help submit visa applications, provide sponsorship when permitted, and sometimes connect new hires to local relocation services for housing, banking, and school searches.
Always confirm with the EOR what specific visa or mobility assistance is included before making a commitment.
How do EOR contracts in Brazil handle employee terminations and severance?
Terminating employment in Brazil is highly regulated and involves employer-paid notice periods, severance payments, and proper documentation. The EOR ensures all procedures follow local laws and collective bargaining agreements. For example, standard severance typically includes a pre-set portion of salary plus proportional benefits.
If you’re terminating for cause, the EOR will guide you on the documentation needed to avoid future claims. They also handle the exit process—such as issuing final payments, submitting required government forms, and communicating with the employee—so you can avoid legal and reputational risks.
What are some of the consequences of non-compliance?
Non-compliance with labor laws can carry serious consequences for businesses, both financially and reputationally. The exact penalties vary by jurisdiction, but common outcomes include:
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Fines and financial penalties that can become substantial depending on the violation.
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Back-pay obligations and other corrective measures ordered by authorities.
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Legal actions such as lawsuits or litigation proceedings.
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Revocation of licenses or permits, which can halt business operations.
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Reputational damage, leading to loss of public trust and employee confidence.
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Increased government scrutiny and ongoing monitoring of your organization.
Ignorance of the law is not a defense—companies are still held accountable even if they were unaware of local regulations. This is why many organizations partner with an EOR, which ensures compliance with local labor laws and reduces the risk of costly violations.
Are there any risks to using an Employer of Record service?
EOR services simplify hiring and compliance, but they’re not risk-free. Key risks include:
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Financial: Extra fees for onboarding, offboarding, or HR services; separate charges for benefits; and payroll costs impacted by currency fluctuations.
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Operational: Sensitive employee data is handled by a third party, so strong security policies and certifications (e.g., ISO 27001) are critical.
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Strategic: The EOR is the legal employer, meaning reduced control over HR processes. Poor service or unethical practices can also harm your brand.
Careful vetting and a clear contract help mitigate these risks and build a solid global hiring foundation.
Gain Access to the Best Talent with an EOR in Brazil
If you're expanding into Brazil or managing a growing team there, the right employer of record can help you hire faster, stay compliant, and focus on growth—not red tape. Whether you're a global enterprise or a scaling startup, an EOR takes the complexity out of Brazilian labor laws, tax filings, and entity setup.
I hope this guide has helped you narrow down your options and feel more confident about your next steps. If you found it valuable, consider subscribing to the People Managing People newsletter. You'll get expert insights, the latest HR tools and service recommendations, and strategies for building great teams around the world—delivered straight to your inbox.