Payroll in Brazil
Payroll in Brazil
Pay your team in Brazil correctly, on the local calendar, with every statutory contribution filed. SILA runs the payroll whether we employ the team or you already do.
Prefer to talk to a specialist
- Statutory employer burden
- 55–75%
- Time to start
- 7–15 business days for an identified candidate
- Payroll currency
- BRL
Brazil at a glance
What are employer payroll contributions in Brazil?
Employer payroll contributions in Brazil run 55–75% of gross salary, covering CLT contract, FGTS, 13th salary. Payroll is denominated in BRL. The cost table is an employment-cost benchmark using SILA's existing managed-delivery assumption; payroll-administration pricing for a team you already employ is quoted separately. Last verified 2026-08-21.
- Coverage status
- SILA launch-ready
- Pricing basis
- Employment-cost benchmark; payroll administration quoted separately
- Data last verified
- 2026-08-21
Monthly employment-cost benchmark per role in Brazil
Gross monthly salary, USD equivalent, before employer burden. The landed benchmark adds statutory employer burden and a blended managed-delivery fee. It is not a payroll-administration quote; payroll-only pricing is confirmed separately in writing. Verified 2026-08-21.
| Role | Gross monthly salary | Monthly employment-cost benchmark |
|---|---|---|
| Bilingual customer support | $1,000 to $2,100 | $1,782 to $4,226 |
| Software engineering | $4,200 to $9,400 | $7,486 to $18,918 |
| Accounting & finance | $1,650 to $4,000 | $2,942 to $8,050 |
| Executive & virtual assistants | $1,050 to $2,400 | $1,872 to $4,830 |
| Sales development | $1,200 to $3,000 | $2,139 to $6,037 |
| Healthcare back office | $1,200 to $2,750 | $2,139 to $5,535 |
How a payroll cycle runs in Brazil
Payroll in Brazil is denominated in BRL and follows the local calendar, not yours. Each cycle collects variable inputs, calculates gross to net against the statutory schedule, issues payslips and an employer register, funds the net payment, then files and pays every contribution by its own deadline. The register is the document your controller reconciles against the ledger.
Inputs
Hours, overtime, bonuses, absences, joiners and leavers, cut off before calculation.
Calculation
Gross to net against current statutory rates, with employer contributions calculated separately.
Payment
Net salary funded and paid in BRL on the local pay date.
Filing
Contributions and statutory returns submitted and paid on each authority's own deadline.
Statutory employer items in Brazil
These are the items that sit between gross salary and true employer cost. They are legal minimums and they drive the burden percentage published above.
CLT contract
The standard employment relationship, with registered work card and defined protections.
FGTS
8% of monthly salary deposited into the employee's severance fund.
13th salary
An additional month of salary paid in two installments.
INSS
Employer social security contributions on top of salary.
Union conventions
Sector agreements can mandate extra benefits, minimums and annual adjustments.
Where payroll in Brazil goes wrong
Most payroll problems in Brazil are structural rather than arithmetic. They come from the employment arrangement, not the calculation.
Exposure 1
PJ (contractor) arrangements for full-time roles are a well-known labor-court exposure.
Exposure 2
Union convention terms override generic policies and vary by sector and state.
Exposure 3
Termination costs include FGTS penalty and notice; model exit cost before you hire.
Two supported payroll routes in Brazil
If SILA employs the team, payroll sits inside the employment service and the landed benchmark above applies. If you already employ the team in Brazil, SILA runs payroll only: calculation, payslips, register, funding instruction and filings, priced per employee per month and confirmed separately in writing. Salary and statutory contributions remain your cost in both routes.
What payroll in Brazil includes
- CLT contract. The standard employment relationship, with registered work card and defined protections.
- FGTS. 8% of monthly salary deposited into the employee's severance fund.
- 13th salary. An additional month of salary paid in two installments.
- INSS. Employer social security contributions on top of salary.
- Union conventions. Sector agreements can mandate extra benefits, minimums and annual adjustments.
- Statutory filings and payment on the local calendar, with a monthly register you can reconcile.
- One regional relationship covering every market you pay in.
Model employment cost in Brazil
Set the role, the seniority and the headcount. You get the salary, the statutory employer burden and the landed monthly cost from the same verified figures above.
Live workforce cost model
Model your team
Change any input. The cost, market comparison and savings update immediately.
Ranked by verified role fit, talent depth and total workforce cost, not by lowest wage. Review-required markets are excluded and scoped with a specialist.
Leave blank to use our published benchmark ($58,900, salary plus 25% for payroll taxes, benefits and insurance). Put your real number in and the comparison becomes yours, not ours.
Your employment-cost benchmark
$84,324
baseline annual saving on 3 mid bilingual customer support seats in Brazil. Modeled range $67,980 to $99,084 (38%–56% below the US in-house equivalent).
This is not a payroll-administration quote.
It models gross salary, statutory employer costs and SILA’s existing managed-delivery assumption so you can plan total workforce cost. If you already employ the team, SILA prices payroll administration separately in the written scope.
$252,972
saved over 3 years
48%
lower annual workforce cost
5–10 days
typical onboarding once talent is selected
Plan on this
$2,566
per seat, per month
Mid salary, mid statutory burden, standard service fee. This is the number to take to finance.
Budget safely
$3,020
per seat, per month
Upper modeled range for these assumptions. Your reviewed quote confirms the final budget and any additional items.
Best case
$2,156
per seat, per month
Lower end of the published band with the leanest structure. Reachable when seniority and market allow it.
▸ Landed cost breakdown, $2,566 / seat / month
- Gross salary
- $1,352
- Statutory employer burden
- $879
- Managed-delivery fee assumption
- $335
- Team of 3, annual
- $92,376
Burden in Brazil: INSS, FGTS, 13th salary, vacation + 1/3, union terms.
- Salary band modeled: $1,242–$1,462 gross monthly at mid level.
- Statutory employer cost: 55%–75% of gross. Mandatory benefits included, discretionary benefits excluded.
- Managed-delivery benchmark: 12%–18% of landed employment cost. Pass-throughs (equipment, background checks, one-time onboarding, severance reserves) excluded.
- USD-equivalent, quoted at the rate on the verification date. Local-currency payroll moves with FX and statutory indexation.
- Payroll-administration pricing is excluded from this benchmark and confirmed in a written quote.
- Fit for this role: Medium confidence, Served market, with lower verified depth for this specific role.
- Source: SILA placement data and each country's published statutory contribution schedules (IMSS, DIAN and UGPP, INSS and FGTS, CCSS, IESS, IGSS, TSS, CSS, IPS, NIS, NHT, SSB and equivalents), cross-checked against PwC Worldwide Tax Summaries. Ranges include mandatory accruals: 13th and 14th salary, vacation premium, severance and CTS or FGTS provisioning, and statutory profit sharing where it applies. Last verified 2026-08-21. See the methodology and claim registry.
- Built from SILA's current country salary, statutory burden and delivery data. A SILA specialist confirms final pricing, employing structure and launch date in writing before activation.
Brazil statutory sources
- Instituto Nacional do Seguro Social (INSS): Employer social security contributions.
- Caixa Econômica Federal — FGTS: FGTS employer deposits.
- Consolidação das Leis do Trabalho (CLT): 13th salary, vacation plus one third, union terms.
Source id brazil-01, brazil-02, brazil-03. Verified 2026-08-21.
What your reviewed quote contains
- Your requirement
- 3 x mid Bilingual customer support in Brazil · $2,566 per seat per month landed, USD
- Recommended market and model
- Brazil, with the engagement model confirmed for the role and the headcount. A relevant alternative market is priced beside it.
- Itemized components
- Gross salary by seniority, statutory employer cost, mandatory benefits, our fee and any pass throughs, shown as one landed monthly figure per seat.
- Responsibilities
- Who employs, who pays, who manages the work and who carries the compliance obligation in this market. For a managed team, BPO or build operate transfer scope, the operating scope, dependencies and ownership are set out instead of a per employee price.
- Next decision
- Approve the market and model, or ask us to price the alternative.
Turn this estimate into a country-by-country hiring plan with employment costs, recommended operating model and launch timeline.
Turn this into a costed plan for Brazil.
Your market, model, landed cost and launch path, built from the same figures on this page.
Your selection carries into the plan: Brazil.
Who does what in Brazil
The cost only means something once the responsibilities are clear. This is how each route splits recruiting, employment, supervision, payment and support for a team in Brazil, and the split is written into the agreement before signature.
Employing and contracting route: We contract with you directly and place the worker on a compliant local employment structure in Brazil. The exact contracting party and legal employer are named in your agreement before signature.
Staff augmentation
- Recruits
- SILA
- Employs
- The local legal employer named in your agreement
- Supervises
- You, inside your team and rituals
- Pays
- SILA, one monthly per-seat invoice
- Supports
- SILA for employment, retention and replacement
EOR, employer of record
- Recruits
- You, the person is already identified
- Employs
- The local legal employer named in your agreement
- Supervises
- You, day to day
- Pays
- SILA runs local payroll, benefits and contributions
- Supports
- SILA for employment, compliance and terminations
Direct hire
- Recruits
- SILA
- Employs
- You, through your local entity
- Supervises
- You
- Pays
- You, on your own payroll
- Supports
- You after placement; SILA through the search and offer
Not sure which route fits? Run the Engagement Model Finder and carry the answer into your plan.
Where this goes
Payroll in Brazil is the fastest start. It is rarely where teams stop.
Most companies arrive with one country and one urgent hire. Twelve months later they are running several markets, a full team and their own entity. You can do all of that on the agreement you sign today, at your pace, without changing partners.
Add the next countries without a new contract
The same agreement extends to any market in the region. New country, same team, same invoice, no procurement cycle.
See country coverage →Let SILA run the team, not just the paperwork
Move from headcount to outcomes: recruiting, management, delivery and reporting on a managed team or SOW, priced to the result.
Managed teams and SOW →Own the operation, keep the same people
We stand up your entity, transfer the team and stay as your local representation. Nothing gets rebuilt and nobody gets re-hired.
Build your LATAM operation →See the whole path costed before you commit to the first step.
Payroll in Brazil, answered
Sources and last verification
Last verified 2026-08-21. Every launch-ready statutory assumption resolves to the institution that administers the contribution or the labour code that creates the entitlement. Venezuela, Cuba and Haiti remain SILA feasibility-review markets: their employer cost is confirmed during the feasibility review, not published as a standard payroll benchmark.
brazil-01
Instituto Nacional do Seguro Social (INSS)Employer social security contributions.
brazil-02
Caixa Econômica Federal — FGTSFGTS employer deposits.
brazil-03
Consolidação das Leis do Trabalho (CLT)13th salary, vacation plus one third, union terms.
Machine-readable registry: latam-workforce-source-registry-2026.json
Request a written quote for Brazil
Tell us the role and headcount. You get payroll-administration pricing separately from salary and employer costs, with responsibilities and next steps in writing.
Prefer to talk to a specialist