Brazil’s Equal Pay Law (14.611/2023) requires private companies with 100 or more employees to publicly post gender pay gap data twice a year, in March and September. The Brazilian Government prepares these reports based on data submitted by employers. Companies must submit data to the government twice per year, in February and August.
Brazil Pay Gap Reporting: What You Need to Know
LAST MODIFIED: January 10, 2025
At a glance
Who:
100 employees
What:
Pay Gap Report, Prepared by Government
When:
Semi-annually (twice per year) in March and September
Get the guides: Explore all global pay reporting jurisdictions
2025 pay gap reporting requirements in Brazil
When is Brazil’s pay gap report due?
Brazil’s approach is unique:
- The Ministry of Labor in Brazil generates a gender pay gap report, which is called the Salary Transparency and Remuneration Criteria Report, twice per year in March and September. While employers do not prepare the report themselves, they are responsible for reviewing the findings, posting the final report, and taking corrective action if necessary.
- Employers must share raw data with the government semi-annually, in February and August.
Who needs to report on pay gaps in Brazil?
Private legal entities with 100 employees are required to publicly post the Salary Transparency and Remuneration Criteria Report.
What pay gap metrics do I need to report in Brazil?
Unlike many global pay reporting obligations, the Ministry of Labor in Brazil calculates the pay gaps and then shares the gaps with employers, who then need to publicly publish them.
The reports are based on information provided by employers through two digital platforms: the eSocial platform, to which employers routinely provide HR data; and the “Equal Pay and Remuneration Criteria” tab of the Emprega Brasil Porta, which focuses on data about employer hiring and compensation practices.
Required metrics based on eSocial data include:
- Employer registration data
- Total number of employees in each establishment
- Remuneration (pay) by gender and race/ethnicity
- Breakouts by Brazilian Occupational Classification
Required metrics based on Emprega Brasil Porta data include:
- Existence or absence of a career framework and positions and salaries
- Remuneration criteria for career progression
- Existence of an incentive to hire women
- Criteria adopted by the employer for promotion to leadership and management positions
- Existence of initiatives or programs supporting the sharing of family obligations.
Where do I need to share the pay gap report in Brazil?
Employers must share data with the government in February and August through the eSocial platform and the Emprega Brasil Porta. The Brazilian Ministry of Labor uses data submitted by the employer to create the Salary Transparency and Remuneration Criteria Report.
After receiving the Salary Transparency and Remuneration Criteria Report, the employer must publicly post the report along with any optional supplemental narrative, in March and September, every year.
Syndio’s Global Pay Reports help you centralize and automate reporting for 48 jurisdictions across 43 countries, including Brazil. Our software makes reporting easy, fast, and accurate so you can report with confidence, even as requirements change. And our services team can answer all your detailed questions — we’re experts so you don’t have to be.
Request a demo of Syndio's Global Pay Reports software.
Employers in Brazil and the EU Pay Transparency Directive
Brazil’s pay gap laws will not be directly impacted by the EU Pay Transparency Directive. Only the 27 Member States of the European Union are required to adopt the Directive.
That said, the EU Pay Transparency Directive will impact employers headquartered in Brazil if they have employees in any EU Member State. Many of the Directive’s pay equity and pay transparency obligations will apply to employers with employees in the EU. Some obligations, like pay gap reporting, will apply to employers with more employees in the EU.
There’s also a growing trend of countries learning from and adopting elements of pay gap reporting laws from around the world so the EU Pay Transparency Directive may be a roadmap for future developments in Brazil.
Syndio has you covered as pay equity, pay reporting, and pay transparency demands grow with the EU Pay Transparency Directive.
Syndio has you covered as pay equity, pay reporting, and pay transparency demands grow with the EU Pay Transparency Directive. Learn more ->
How Syndio helps with global pay equity, pay reporting, and pay transparency
Syndio provides the technology and expert partnership you need to comply with the growing pay equity, pay reporting, and pay transparency demands around the globe.
- Report your pay data and pay gaps — with Syndio’s Global Pay Reports. Our software supports fast, easy, and accurate compliance with pay reporting in 48 jurisdictions across 43 countries, including Brazil and for the EU Pay Transparency Directive. Syndio also supports the EU’s CSRD reporting.
- Identify, explain, and fix pay gaps — with Syndio’s PayEQ and OppEQ. Our suite of solutions give you the tools and legally compliant methodologies to analyze, explain, and make progress to close pay and career advancement gaps.
- Keep your pay gaps closed — with Syndio’s Pay Finder. On-demand pay recommendations help managers and recruiters make equitable, explainable pay decisions that don’t exacerbate pay gaps.
- Create a customized action plan — with Syndio’s EU Readiness Strategy Package. Syndio’s team of experts help you build a custom strategy and support project management. This includes a change management strategy session for senior leaders, communications strategy session on pay gap and Right to Information, and ongoing support on best practices and trends.
- Craft tailored communications strategies — with Syndio’s Communications Package. Leverage best practices to build a communications plan that builds your brand while aligning to your values and objectives.
Syndio takes data privacy and security seriously. Syndio is GDPR compliant, SOC 2 Type II and ISO 27001 2022 certified, and has completed the Cloud Security Alliance CAIQv.4.02 security self-assessment for STAR Level One. Learn more in our Trust Center under “Security Reports.”
FAQ: The most asked questions about Brazil’s pay gap reporting
Syndio helps customers all over the world with their global pay reporting needs. Here are some common questions we get about the reporting requirements under Brazil’s pay gap law.
The information provided on this resource does not and is not intended to be legal advice. All information, content, and materials are provided for general informational purposes only. The links to third-party or government websites are offered for the convenience of the reader; Syndio is not responsible for the contents on linked pages.
Subscribe
Join our community and stay up to date on pay reporting transparency.
Top pay reporting resources
Syndio’s Global Pay Reports
Learn how Syndio simplifies reporting for 43 countries around the world.
Pay Data Reporting Calculator
Learn where your company must report pay gap data.