Automate payroll in Brazil with Al-powered calculations, local INSS / FGTS handling, and compliant payslips generated in seconds.
Establish credibility and match buyer objections: compliance, local knowledge, pricing clarity, and support.
Local Compliance Without Local Overhead: Ontop automates Brazil tax calculations and Convenção Coletiva de Trabalho requirements so you avoid setting up a local entity. The platform handles 13º Salário payments, wage floors, and regional tax variation to keep payroll compliant and predictable. Transparent Pricing And Fees: Pricing clearly shows payroll fees, exchange rates, and contractor or EOR plan costs before payment.
Finance teams get predictable statements with no surprise charges. Human Support When It Matters: Live support helps resolve local queries and edge cases. Dedicated onboarding specialists guide tax registration and social security setup so teams move from hire to pay faster. Global Coverage With Brazil Expertise: Ontop supports hiring across 150+ countries while providing Brazil-specific workflows. Proration for 13º Salário, Convenção Coletiva de Trabalho compliance, and Receita Federal deadline management. Scale globally while keeping local accuracy.
Provide fast facts: minimum wage, pay frequency, bonuses, regional salary ranges. Satisfies informational intent and helps long-tail SEO.
Minimum Wage And Pay Frequency: Brazil's minimum wage is R$1412 BRL Monthly. With 13º Salário, annual total reaches the statutory requirements. Many employers pay 1 month salary or prorate into Monthly payments. Ontop supports both structures.
Average Salary And Net Take Home: National average salary is ~R$42000 BRL per year, about ~R$3500 BRL per month gross. Ontop displays gross-to-net breakdowns so payroll and offers align with local expectations.
Regional Variation To Budget For: Salaries run higher in São Paulo and Rio de Janeiro. São Paulo averages R$4,500 - R$6,000 BRL (~25% above national). Rio de Janeiro around R$4,000 - R$5,500 BRL (~15%). Ontop lets you model regional differences in offers and cost projections.
13º Salário: Brazil commonly provides 1 month salary. Payroll logic captures proration rules so payslips match local contract terms.
Brazil's wage structure includes Convenção Coletiva de Trabalho that set sectoral minimums. Buyers search "minimum wage by sector," "CCT wages." Captures mid-funnel research intent.
National Statutory Minimum Wage: Brazil's national minimum wage is R$1412 BRL Monthly. Applies to all workers unless a higher sectoral minimum applies. Revised annually.
Convenção Coletiva de Trabalho Sectoral Minimums: Brazil has multiple active Convenção Coletiva de Trabalho agreements covering specific sectors. These set minimums higher than the statutory minimum depending on industry and role. Sectors include key local industries.
How Sectoral Wage Floors Affect Payroll: If an employee falls under a specific CCT, you must pay the sectoral minimum. Underpaying triggers wage claims, back pay, and penalties. Ontop stores and applies the correct rate based on employee role and sector.
How Ontop Applies Correct Wage Floors: Ontop maintains an updated CCT database and automatically applies the correct minimum wage. During payroll preview, the system displays which agreement applies and confirms compliance. Removes manual compliance risk.
National Average Salary Benchmark: Colombia's national average salary is approximately ~R$42000 BRL per year. Varies by role, experience, and sector. Larger cities run up to 20% higher; rural regions typically align with the statutory minimum.
High-Cost Cities: São Paulo and Rio de Janeiro: São Paulo offers salaries ~25% above national average, particularly in tech and finance. Typical range: R$4,500 - R$6,000 BRL annually for mid-level roles. Rio de Janeiro offers ~15% premium with strength in innovation and services. Typical range: R$4,000 - R$5,500 BRL.
Secondary Cities and Regional Variation: Secondary cities generally sit between 5% to 10% above the national average, depending on local industries. Rural regions typically align with or fall below the national average. When budgeting for diverse teams, account for market research to ensure equitable offers.
How Ontop's Cost Calculator Handles Regional Modeling: Input location and role to preview total employer cost. See how regional differences, wage floors, and benefits combine to show true cost of employment by city.
Buyers search "contract types Brazil," "permanent vs fixed-term." Legal structure and misclassification risk are critical for compliance.
Permanent Full-Time Employment (Contrato por Prazo Indeterminado (CLT)): Standard indefinite contract with full statutory protections. Employees get all mandatory benefits (13º Salário, Férias, sick leave, maternity leave, Aviso Prévio / Multa FGTS). Termination requires just cause or economic redundancy with notice and severance payout. Employer INSS / FGTS contributions typically 28.0%.
Fixed-Term Contracts (Contrato por Prazo Determinado): Limited-duration contracts (typically for a fixed period, renewable). Used for project work, seasonal roles, or temporary needs. Same taxes and benefits as permanent, but with defined end date. Subject to renewal restrictions and CCT rules. Simpler termination but accrued benefits paid in full.
Part-Time Contracts: Reduced hours subject to local statutory limits. Salary and benefits are prorated by hours worked. INSS / FGTS and taxes apply pro-rata. Ontop handles prorated 13º Salário automatically.
Apprenticeships: Training contracts for students or junior profiles with reduced INSS / FGTS contributions where applicable. Includes structured training and on-the-job learning. Misclassification can trigger reclassification penalties.
Self-Employed / Pessoa Jurídica (PJ): Independent contractor operating own business. No employer obligations, only invoice payments. Contractor handles own INSS / FGTS, taxes, invoicing. Critical: if worker appears to be employee (direction, control, exclusivity), you face reclassification and back-pay exposure.
Compliance Differences Between Contract Types: Tax rates, INSS / FGTS contributions, benefits, termination rules, and Aviso Prévio / Multa FGTS accrual vary by type. Misclassification triggers wage claims, penalties, and reclassification costs.
How Ontop Templates & Payroll Logic Handle Each Type: Ontop provides compliant templates for each type and applies correct payroll logic: permanent benefits, fixed-term accruals, part-time prorations, apprenticeship rates, and Pessoa Jurídica (PJ) invoicing. Avoids misclassification risk.
Explain operational flow from onboarding to monthly payments. Reduces friction and clarifies steps.
Onboarding And Registration: Ontop handles registration with Brazil tax authorities (Receita Federal) and INSS / FGTS and collects required IDs. Automation plus human verification reduces setup time and avoids compliance gaps. Typical onboarding: a few business days.
Monthly Payroll Calculation: Gross-to-net includes progressive 0 - 27.5 tax rates, 7.5 - 14% INSS / FGTS, and 13º Salário proration. Platform applies region-specific tax bands, CCT rules, and wage floors for accurate payslips.
Contributions And Filings: Employer contributions include INSS / FGTS (7.5 - 14) and applicable local surcharges. Submitted according to statutory deadlines to INSS / FGTS on your behalf. Ontop maintains records for annual reconciliation.
Payment Execution And Reconciliation: Payments in BRL R$ via local bank transfers to local accounts. Ontop shows conversion rates and fees before approval. Audit-ready receipts and instant USD payout options available.
EOR Vs Pessoa Jurídica (PJ): Your Options: Choose Pessoa Jurídica (PJ) plans for flexible work or full EOR for permanent employees. Ontop supports both and highlights compliance differences so you pick the right structure.
Finance teams search "Brazil payroll deadline." Captures operational queries and establishes Ontop as deadline-management partner.
Monthly Tax Withholding & INSS / FGTS Payment Deadlines: Receita Federal tax withholding due April 30th via Receita Federal online portal. INSS / FGTS contributions due 20th of each month to INSS / FGTS authority. Late payments trigger Selic rate interest + fines up to 20% penalty plus interest.
Annual Compliance Deadlines: eSocial / RAIS: annual INSS / FGTS reconciliation, due Monthly/Annually. Declaração de Ajuste Anual: due April 30th. Informe de Rendimentos: annual employee tax certificate due End of February.
Payroll Processing Calendar (Monthly Example):
Week 1-3: Gather -> Week 4: Calc -> Day 5 (next month): Pay. Key Regulatory Bodies & Filing Channels: Receita Federal:
Tax collection. Online filing via official portals.
INSS: Social Security.
Ministério do Trabalho: Labor inspections.
Penalties for Non-Compliance: Late Receita Federal remittance:
Selic rate interest + fines up to 20% plus interest. INSS / FGTS shortfalls result in fines. Missing documentation increases audit exposure. Audit exposure increases with missing filings. Willful violations can trigger criminal liability.
How Ontop Manages Deadlines Automatically: Ontop tracks all compliance deadlines, sends alerts before due dates, and submits filings automatically. Finance team approves payroll ahead of deadlines. All documentation audit-ready.
Buyers search "how much leave Brazil," "maternity leave," "paid leave entitlements." Impacts total cost of employment and satisfies planning intent.
13º Salário (Paid in two installments (Nov/Dec)): All permanent employees entitled to 1 month salary. Typically paid in Paid in two installments (Nov/Dec), or prorated across year. Statutory bonus, not discretionary. Must factor into annual payroll cost.
Férias: Minimum 30 calendar days of paid vacation annually. Unused leave carryover varies by CCT. Some allow unlimited carryover; others limit carryover. Leave paid at regular rate upon termination if unused.
Auxílio-doença: Statutory sick leave paid at 100% by employer first 15 days; then INSS. Medical certification required after a few consecutive days as per local law. INSS / FGTS may provide supplementary coverage for longer absences.
120 days of maternity leave. Paid at 100% via INSS by the local health entity. Additional parental leave may apply.
Public Holidays: Brazil observes 12 days national holidays annually. Employees receive full pay or premium pay if required to work. Regional variations exist. Aviso Prévio / Multa FGTS: Permanent employees receive 40% fine on FGTS balance + notice when terminated without just cause. Aviso Prévio / Multa FGTS is a significant liability, must be accrued regularly and paid in full at termination.
How Ontop Automates Benefit Accrual & Compliance: Ontop automatically calculates 13º Salário, leave balances (by CCT type), maternity deductions, and Aviso Prévio / Multa FGTS reserves. Payslips show accruals and deductions clearly. Audit-ready.
Decision makers need concrete cost inputs. Provide contribution ranges, deduction rates, and sample calculations for budget decisions.
Employer INSS / FGTS And Additional Charges: Employer INSS / FGTS varies by sector and contract. Approximate rates:
Employee Deductions And Tax Bands: Employee deductions include 7.5 - 14% INSS / FGTS and progressive Receita Federal tax: 0 - 27.5 Regional/local taxes may add extra percentages.
Total Employer Cost Example: Scenario: Permanent employee in São Paulo at R$5000 BRL/month gross.
For annual planning, expect the total employer cost to be roughly ~40% to ~70% above the gross salary, plus applicable statutory accruals for benefits.
Clarify payment rails, currency handling, and worker features that influence adoption and retention.
Local BRL R$ Transfers And Pay Runs: Payroll in Brazil typically uses BRL R$ payments via local bank networks to local accounts. Ontop supports local rails so workers receive funds on payday in a single auditable run. No conversion friction.
Multi-Currency And Dynamic Conversion: When paying from other currencies, Ontop shows rates and fees before confirmation. Finance leaders get transparent previews. All conversions logged for audit.
Ontop Wallet And Instant USD Payouts: Workers receive USD via Ontop wallet backed by U.S. bank for fast access. Instant payouts reduce waiting times. Visible on worker dashboard and app. Useful for remote workers or USD preference.
Visa Debit And Worker Perks: Ontop issues Visa cards (physical or virtual) for immediate fund access. Security controls (instant freeze, limits) and perks (cashback, travel benefits, reduced transfer fees).
Buyers search "Brazil payroll mistakes," "how to avoid penalties." Fear-based content drives conversions.
PJ Risk: Hiring PJ (contractors) with 'personalidade' and schedule control triggers CLT rights.
Ontop supports payroll for both contractors and employees in Brazil. The platform provides contractor (Pessoa Jurídica (PJ)) contract templates and full EOR services for employees so you can choose the structure that fits compliance and operational needs.
Ontop applies local employer contribution rules (typically around 7.5 - 14) and sector-specific rates when calculating payroll liabilities. The system presents a clear breakdown of employer charges during payroll preview so you know the total cost before approval.
Yes, mandatory bonus structures like 13º Salário are common. The standard structure is 1 month salary, usually paid in Paid in two installments (Nov/Dec) or prorated across the year. Ontop supports both approaches and reflects proration on employees' payslips and in cost projections.
Employees typically see INSS / FGTS deductions around 7.5 - 14 and progressive Receita Federal income tax withholding between 0 - 27.5 depending on income bracket and region. Ontop calculates and withholds the correct amounts based on salary, location, and personal circumstances.
Yes, Ontop provides cost previews that include employer contributions, taxes, statutory charges (like Aviso Prévio / Multa FGTS accruals), and regional variation. Use these previews to budget hires accurately and compare contractor versus employee scenarios.
No. Ontop can operate as your Employer of Record (EOR), handling all legal employer responsibilities and registrations. You avoid the complexity and cost of setting up a local company. Alternatively, if you have an entity, Ontop can serve as your payroll processor.
Common risks include misclassifying employees as contractors, missing Receita Federal payment deadlines, and failing to adhere to Convenção Coletiva de Trabalho rules. Ontop's automation and expert support mitigate these risks.
