1. Employment Contract (Contrato de Trabalho)
Requirement:
A written employment contract is commonly used and recommended, even though Brazilian labor law automatically recognizes employment relationships once work begins.
Must Include:
Job title and responsibilities
Salary and payment schedule
Working hours
Start date
Employment type (indefinite, fixed-term, probationary)
Purpose:
Establishes the employment relationship
Defines rights and obligations of both employer and employee
Supports compliance with Brazilian labor regulations
Labor standards are governed by:
Ministry of Labor and Employment Brazil
2. CPF (Cadastro de Pessoas Físicas)
Requirement:
Employees must provide their CPF, which is the Brazilian tax identification number.
Purpose:
Required for payroll tax reporting
Used for income tax withholding
Necessary for financial and employment-related registrations
3. PIS/PASEP Number- Optional but not required
Requirement:
Employees can provide their PIS/PASEP number, which is used for social benefit programs.
Purpose:
Tracks employee participation in social programs
Required for FGTS (severance fund) and other labor benefits
Used for government employment records
If the employee does not yet have a number, the employer may assist with registration.
4. ID Card (Carteira de Identidade)
Requirement:
Brazilian employees must provide a valid national identity card.
Purpose:
Verifies employee identity
Required for HR documentation and payroll records
5. Passport / RNE (Foreign Employees)
Requirement:
Foreign employees must provide:
Valid passport
RNE (Registro Nacional de Estrangeiro) or equivalent residence documentation
Purpose:
Confirms identity and residency status
Verifies legal authorization to work in Brazil
Ensures immigration compliance
6. Military Service Certificate (Certificado de Reservista)- Optional but not required
Requirement:
Male Brazilian employees (generally aged 18–45) must provide proof of military service registration or exemption.
Purpose:
Confirms compliance with mandatory military service obligations
Required documentation for employment records
7. ASO (Occupational Health Certificate)
Requirement:
Employees must undergo a pre-employment medical examination and obtain an ASO (Atestado de Saúde Ocupacional).=
Purpose:
Confirms employee fitness for the role
Ensures compliance with occupational health regulations
Required under Brazil’s workplace safety standards
8. Bank Details
Requirement:
Employees must provide bank account details for payroll payments.
Purpose:
Enables electronic salary transfers
Ensures payroll transparency and financial compliance
Supports accounting and audit requirements