EMPLOYER OF RECORD
Employ people in Brazil without opening an entity first.
An Employer of Record route allows an international company to engage an employee in Brazil before establishing its own employing entity. SIBRA coordinates the local employment agreement, payroll and statutory administration while the client directs the employee's day-to-day role under the agreed operating structure.
A Brazil specialist replies within one business day with the recommended model, the cost structure and the launch sequence. No obligation, no exclusivity.
- Best fit
- You have selected a person and have no Brazilian employing entity
- What changes the answer
- Gross salary and any variable compensation
- Recommended next step
- Get My Brazil Employment Route
Use this when
- You have selected a person and have no Brazilian employing entity
- The relationship is genuinely employment, not independent contracting
- You need to start before an entity could realistically be opened
- You want a defined path to your own entity later
Do not use this when
- You already have a Brazilian entity and only need payroll, use payroll outsourcing
- The worker is a genuine independent professional, use AOR
- You need flexible project capacity, use staffing
Next step
Found your Brazil hire? Plan the next step.
Bring the role, compensation, intended start date and documents already available. We will confirm the employment approach, responsibilities, cost components and start dependencies, without adding sourcing you do not need.
What you get back within one business day
- The recommended model and one credible alternative.
- The cost shape and what drives it.
- The launch sequence and first action.
- No obligation, no repeated questions.
How it runs
Implementation, with owners and inputs
| Stage | Owner | What we need from you |
|---|---|---|
| Route assessment | SIBRA workforce operations | Role, duration, management model, entity plan |
| Offer and compensation structuring | SIBRA Brazil specialist | Salary, benefits, start date |
| Employment agreement and registration | Local employing operation | Employee documentation |
| Payroll, benefits and employee support | SIBRA local operations | Monthly changes and approvals |
| Reporting and transition planning | SIBRA account operations | Headcount plan, entity milestones |
What drives the price
We publish the factors rather than hiding them. Your quoted numbers come from approved data and are verified before you plan around them.
- Gross salary and any variable compensation
- Statutory employer charges
- Provisions such as 13th salary and vacation
- Benefits required by role, city and practice
- EOR service fee per employee
- One-off setup, equipment or termination costs
Compare with the adjacent models
- AOR / contractor
The professional is genuinely independent
- Payroll outsourcing
You already employ through your own entity
- Your own entity
Headcount and duration justify fixed infrastructure
- Global platform vs specialist
You are weighing a global EOR against a Brazil-focused partner
Brazil specifics
What is different about doing this in Brazil
- Brazilian employment carries statutory charges and provisions that materially exceed gross salary; the calculator shows the categories.
- Employment terms, benefits practice and union-related conditions vary by role and location.
- Employees are supported in Portuguese while you manage in English.
- Brazil operating entity: our own Brazilian company.
Typical roles and functions
- Country and functional leaders
- Engineering and data
- Finance and accounting
- Sales and customer success
- Operations specialists
Proof and attribution
SIBRA publishes only approved client results. Where a comparable program was delivered by another Gracemark Global Group company, it is attributed to the group and explained in terms of the Brazil operating model. How we document results.
Employer of Record: questions buyers ask
How is EOR different from a staffing engagement?
EOR is chosen when you have identified the person and want an employment relationship. Staffing is chosen when you want flexible named capacity, usually sourced by us and linked to demand.
How much does an Employer of Record cost in Brazil?
The total is landed employment cost plus a service fee. Landed cost means gross salary, statutory employer charges, provisions such as 13th salary and vacation, and the benefits your role and city require. The Employment Cost Builder shows every category for your scenario, and our EOR cost guide explains what drives it.
How fast can someone start through an EOR in Brazil?
Once the person is selected and documents are in hand, employment setup can complete in days rather than months, because no entity formation sits in the way. Your first employee can be live on payroll in as little as four days once the role, compensation and documents are confirmed.
How long can we stay on an EOR route?
As long as the structure remains appropriate. We review it against headcount, duration and your entity plan rather than leaving it open indefinitely.
What does termination look like?
Brazilian termination has defined statutory costs and notice mechanics. We model the cost before you hire so it is not a surprise later.
Can employees receive equity?
Equity arrangements are possible but need to be reviewed against local tax and payroll treatment before they are offered.
Who handles employee HR questions?
A local operating team supports the employee in Portuguese and escalates anything commercial or performance-related to you.
Can we transfer people to our own entity later?
Yes, with a planned sequence covering timing, continuity of service, benefits and employee communication.