Work and business · Brazilian employment
Brazilian CLT employment: on-site, hybrid and remote work
On-site, hybrid or remote: record the conditions without excluding mandatory rights.
Quick answer
A Brazilian CLT employment contract records the employer and employee, role, pay, working hours where applicable, start date and work arrangement. Hybrid and remote arrangements also need consideration of equipment, expenses and working conditions. The document does not replace legislation or applicable collective agreements.
Employment terms
Role, pay, start date and conditions reflecting the actual work.
Hours and arrangement
Assess time tracking, location and remote or hybrid working conditions.
Rights and collective rules
Check legislation and applicable collective agreements. A clause cannot simply remove mandatory rights.
How it works
Identify the relationship
Distinguish employment from independent services based on facts, not the document title.
Gather the terms
Role, pay, hours, location, equipment and applicable collective rules.
Arrange review
Have the responsible employment specialists review before signature and check template availability.
FAQ
Does remote work automatically exclude time tracking?
No. The legal requirements and actual arrangement matter; do not assume exclusion simply because work is remote.
Can this be used for independent contractors?
Do not treat different relationships as equivalent. Classification depends on facts and needs its own assessment.
Does a contract replace a collective agreement?
No. Applicable collective and statutory rules still need to be identified and observed.
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Identify the original agreement and record changes to fees, scope or duration while preserving the terms that remain in force.
Explore tools for organizing contracts
See plans and check available templates. Teams can contact Contratech.