An international group’s employment policies need to be considered against the way its Brazilian business actually operates. Recruitment, management responsibilities, remuneration and changes to the workforce can have implications across the investment. We advise European companies on employment questions connected with setting up and running their Brazilian operations. The work links the legal assessment to instructions that local management and human resources can implement. Where an executive or specialist is coming from abroad, employment and mobility are considered together rather than treated as unrelated administrative tasks.
What we do
- Employment documentation for recruitment and management of Brazilian teams.
- Review of remuneration arrangements and internal employment policies.
- Advice on executives, assignments and coordination with global HR teams.
- Employment due diligence in acquisitions and business reorganisations.
- Analysis of workforce changes and termination arrangements.
- Representation in employment disputes and coordination with mobility advisers.
Experience in this practice
An overview of our work, described without identifying clients or individual transactions.
- Employment advice for the formation, management and reorganisation of teams supporting the Brazilian operations of international groups.
- Support on recruitment, remuneration, internal policies and workforce changes, coordinated with local management and the group’s human resources teams.
- Advice on employment disputes and on employment matters arising from acquisitions, corporate changes and international executive assignments.
Why it matters for European companies
The CLT and applicable collective arrangements are central to Brazilian employment analysis. A policy approved by a European parent does not replace the assessment of local employment obligations. Recruiting a foreign national may also involve residence and work authorisation requirements, depending on the individual and the proposed activity. These questions should be considered before the start date and coordinated with payroll, management and the relevant mobility process.
How we organise the mandate
The first discussion identifies the decision to be made, the companies involved and the timetable. We review the available documents before proposing a defined scope, deliverables and fees. The responsible partner coordinates contributions from the relevant practices, so that a recommendation can be considered against its operational consequences. Reporting distinguishes decisions required from the client, information still missing and work completed. When another jurisdiction is involved, we agree how the Brazilian work will connect with the group’s advisers abroad.
Preparing the first discussion
Useful starting material includes the group structure, the Brazilian entity’s details, existing agreements and a short explanation of the commercial objective. Please indicate any live deadline and the people authorised to give instructions. The initial contact need not contain confidential case documents or sensitive personal information. We can agree an appropriate channel for exchanging the supporting material after identifying the parties and the scope of the request.