Work permits and visas in Brazil

Work Permits and Visas in Brazil: An Employer’s Guide

Brazil is Latin America’s largest economy, characterized by robust growth and a dynamic private sector. Recent years have seen GDP growth exceeding 3% annually, with sectors like technology, engineering, agriculture, and services fiercely competing for skilled talent. A tight labor market and record-low unemployment have led to 60% of Brazilian companies struggling to hire or retain qualified professionals. In this environment, employers frequently turn to global talent.

However, bringing in foreign workers requires careful immigration compliance. Under Brazilian law, any foreign national working locally must have the appropriate visa and authorizations. Non-compliance can result in heavy fines, legal liability, or even deportation. For employers, understanding Brazil’s visa rules is critical to avoid delays or risks. This guide explains who needs a work visa, the main visa categories, employer responsibilities, and best practices for successfully relocating employees to Brazil.

Who Needs a Brazilian Visa or Work Permit?

Brazilian citizens and foreign nationals with permanent resident status may live and work freely in Brazil without an additional permit. In contrast, all other foreign nationals must obtain a proper visa to engage in any work activities within the country. In practice, this means that almost any non-Brazilian employee, even those from visa-waiver countries, needs a work visa before starting employment in Brazil. Visitors on a short tourist or business trip (e.g., attending meetings or conferences) are not permitted to do paid work; only foreign nationals entering with a work visa or certain special visas may legally work.

Brazil does offer visa privileges for some nationalities; for example, citizens of Mercosur member countries (such as Argentina, Paraguay, and Uruguay) can apply for a simplified temporary residence permit to live and work in Brazil. However, even in these cases, employers typically must formally register the worker. The bottom line is: if you’re bringing someone from outside Brazil to perform a job, even remotely from Brazil, plan on obtaining a work visa or appropriate residence authorization for them.

For employees who already hold lawful Brazilian permanent residency, an additional visa is not needed. However, the employer must still register them properly for tax and labor purposes, just like a Brazilian hire.

Key Brazilian Work Visa Types

Brazil offers several visa categories that allow foreigners to work. Employers should understand the main types of work visas likely to apply:

Temporary Work Visa (VITEM V) for Brazil

This is the most common work visa for foreign employees under a Brazilian labor contract. It is issued for a defined period, typically up to two years, with a possible two-year extension, and can be used by foreign professionals hired for specific roles. For example, engineers, technicians, researchers, consultants, or skilled specialists entering on a formal Brazilian job contract would use the VITEM V.

Applicants must have a valid employment contract or offer letter, and the Brazilian employer acts as the visa sponsor. After about four years on VITEM V, employees may qualify to switch to a permanent visa. Under VITEM V, companies with an existing Brazilian entity first obtain a residence authorization from Brazil’s Ministry of Justice before the visa is issued by a consulate.

Digital Nomad (Remote Work) Visa for Brazil

Introduced in 2022, this Brazilian visa allows foreigners to live in Brazil while working remotely for a foreign employer. It is specifically aimed at digital nomads and remote contractors, not for those hired by a Brazilian company. The applicant must show proof of ongoing remote employment or contract with a foreign firm, sufficient income above a minimum threshold, health insurance, and a clean criminal record.

The Digital Nomad Visa (VITEM XIV) grants up to a one-year stay, renewable for another year. Employers do not usually "sponsor" this visa; it is applied for by the employee directly as an independent resident. However, if your company is formally relocating someone to work for you from Brazil while remaining on your foreign payroll, this visa may be relevant.

Intra-Company Transfer (Multinational Transfer) Visa for Brazil

Multinational companies moving staff between offices often use this category. Brazil’s intra-company transfer visa is essentially a subtype of the work visa aimed at executives, managers, or specialist employees of the same corporate group. It allows a foreign employee to work at a Brazilian branch, subsidiary, or affiliate of their existing employer.

Eligibility typically requires that the person has been employed by the company for a certain period before the transfer (usually at least one year) and that they will occupy an high-level role. The sponsoring Brazilian entity must still obtain the required authorizations, as with VITEM V. In practice, intracompany transfers often fall under the general VITEM V process, but international firms should mention the intra-transfer context when applying.

Permanent Work Visa (Permanent Residence Visa) for Brazil

For long-term positions, many employers aim for a Permanent Work Visa (sometimes called VIPER visa) right away. This is granted to highly skilled professionals, executives, directors, or significant investors whose anticipated stay is long-term. Examples include technical specialists, university researchers, or company directors coming for multi-year assignments.

A Permanent Work Visa requires a Brazilian sponsor and typically proof of the candidate’s extraordinary expertise or a substantial investment in Brazil. For instance, a company might sponsor an executive’s permanent visa if they will serve in Brazil indefinitely. The Permanent Visa grants immediate permanent residency, so it is best suited for long-range commitments.

Employer Sponsorship Process and Responsibilities in Brazil

Brazilian immigration law requires the employer (or host entity) to play an active role in sponsoring a foreign employee. The key steps and responsibilities are:

Preparing a Formal Employment Contract in Brazil

The process typically starts like any local hire: the employer issues a written job offer or contract in Portuguese, detailing salary, job duties, duration, and benefits. This contract must comply with Brazilian labor law (CLT rules), including terms like working hours, vacation, and FGTS contributions. The company should be registered (CNPJ number) in Brazil and must have the authority to hire, such as a corporate entity, branch, or representative office.

Applying for Prior Work Authorization in Brazil

Before the consulate can issue a work visa, the Brazilian employer must request a “Previous Residence Authorization” (Autorização de Residência Prévia) from the Federal government. This is done online through Brazil’s immigration portal (MIGRANTEWEB 2.0), managed by the Ministry of Justice and Public Security. The employer submits the employment contract plus various supporting documents, such as company registration, financial statements, and the candidate’s qualifications. The Ministry of Justice’s Immigration Authority reviews the application and grants or denies the authorization. This authorization is essentially approval to hire the foreigner and is valid for 6 months once granted.

Following Normative Requirements in Brazil

Brazilian regulations often require demonstrating that the foreign hire’s professional profile truly matches the job and, in many cases, that there is no suitable Brazilian candidate. In practice, companies sometimes must explain why the foreigner is essential and may be asked to commit to training local workers over time. Recent immigration resolutions lay out specific criteria for different roles. As a result, providing a clear justification and evidence (certificates, CV, expertise) is important to avoid unnecessary delays.

Visa Application at the Brazilian Consulate

Once the Ministry of Justice approves the work authorization, the employer will receive a notice (and official authorization number). The next step is for the employee to apply for a visa at the Brazilian consulate in their home country. Usually, the employer helps by collecting the application forms, fee receipts, and required documents, such as a passport copy, photos, criminal record, employment contract, and proof of authorization. The consulate will cross-check the authorization list published by Brazil. If everything is in order, they issue the Temporary (VITEM) visa sticker in the employee’s passport. Even EU nationals on work assignments now need this visa, even though short tourism/business trips no longer require one.

Coordination with Brazilian Government Agencies

Under Brazilian law, three government bodies are involved in the process: the Ministry of Justice (which grants the authorization), the Ministry of Foreign Affairs (which issues the visa at consulates), and the Federal Police (which registers the employee upon arrival). Employers should be prepared to liaise with each as needed. For example, once the worker enters Brazil, the employer often assists with the Federal Police registration, scheduling the appointment for the foreigner to get a Carteira de Registro Nacional Migratório (CRNM) and RNM number at a Federal Police office.

Maintaining Ongoing Compliance in Brazil

Even after the visa is granted, the employer remains responsible for maintaining legal status in Brazil. If an employee’s situation changes (job title, salary, contract end, or termination), the employer must notify the immigration authorities or request a new authorization. The work visa can be revoked if conditions are not met. Also, if the employee stays beyond their visa period, the company must either help convert status (e.g., apply for new residency from inside Brazil) or ensure departure to avoid penalties.

Step-by-Step Relocation Process for International Employees in Brazil

Job Offer & Contract in Brazil

Extend a formal offer and sign a Brazilian-format employment contract in Portuguese. Ensure the contract includes all standard CLT terms, such as job title, salary, hours, benefits, and FGTS contributions. This contract will later support the visa application as proof of employment.

Applying for Work Authorization in Brazil

The employer submits the contract and company documents through MIGRANTEWEB to request the “Residência Prévia” for employment. This is done online with the Ministry of Justice. Provide translations if needed and pay any filing fees. The government reviews the case and typically grants or rejects authorization within a few weeks to a few months. When approved, an official notice number is issued, valid for 6 months.

Visa Application by Employee in Brazil

Once the prior authorization is granted, the employee applies at a Brazilian consulate abroad. They submit the visa application form plus requested documents: valid passport, passport photos, proof of residence, work contract, criminal background check, diplomas, and the authorization number. The employer often assists by verifying paperwork. Upon approval, the consulate issues a VITEM work visa for entry to Brazil.

Travel and Federal Police Registration in Brazil

The employee travels to Brazil, usually before the authorization expires. Within 90 days of arrival, the employee goes to a Federal Police station in Brazil to register. There, they submit immigration documents (visa and authorization notice), fingerprints, and photos. The Federal Police issues the foreign worker a Registro Nacional Migratório (RNM) and the CRNM card, which serves as their local ID for work. The employer may accompany or facilitate this registration.

Payroll and Labor Formalities in Brazil

Finally, the employer registers the new hire in the Brazil payroll and labor system. This includes enrolling the employee in the eSocial platform, issuing a digital work card (CTPS Digital or CRNM details), and reporting the employment to the Ministry of Labor. The employer must withhold and remit social charges (INSS, FGTS, income tax) from the first pay. The foreign employee now works just like any Brazilian on payroll, with a local salary and benefits.

Employer Compliance and Documentation Duties in Brazil

Once the foreign employee is in Brazil, the employer takes on the same legal obligations as for any domestic hire, plus a few additional formalities:

Labor Registration in Brazil

Register the employee in the eSocial system, Brazil’s unified payroll/labor portal, on the actual start date. Issue the employee’s Carteira de Trabalho Digital record, which now uses the RNM number instead of an old-style work book.

Taxes and Social Contributions in Brazil

Brazilian employers must withhold and pay various taxes on each paycheck. This includes INSS (social security) contributions (a shared contribution, with about 8–20% from employer plus 8–11% from employee depending on salary) and IRRF (income tax) withholding on wages. Employers remit these through payroll deposits.

FGTS Deposits in Brazil

Employers must deposit 8% of the employee’s monthly salary into a government-managed severance fund (FGTS) account. FGTS is a mandatory benefit for all employees, including foreigners. Each month, a GFIP or eSocial submission reports the salary and FGTS deposit to the Caixa Econômica Federal.

Other Benefits in Brazil

Foreign employees are entitled to the same benefits as Brazilian workers. This includes a 13th salary (annual Christmas bonus), paid vacation (and vacation bonus), FGTS on salary, and 30+ days paid leave per year. The employer must budget for these legal benefits.

Union and Government Filings in Brazil

Pay any applicable union or pension contributions. File regular payroll reports with the Ministry of Labor (eSocial handles this). Also comply with any specialized regulations for your industry.

Recordkeeping in Brazil

Maintain the employee’s immigration documents on file (copy of visa, authorization, RNM). Brazilian law requires keeping work contracts, payslips, tax returns, and other records for specified periods.

Worksite Notices in Brazil

Ensure posted labor notices (on health & safety, rights notices, etc.) include the languages needed for the immigrant if necessary. Critically, in Brazil, foreigners have the same labor rights as local citizens. They can file claims in labor court just as Brazilians can. Therefore, employers should fully comply with CLT obligations, compensation rules, and safety laws. Non-compliance can invite legal claims.

Common Challenges in Brazilian Immigration and How to Overcome Them as an Employer

Navigating Brazil’s immigration process can be challenging. Some common obstacles include:

Lengthy, Bureaucratic Process in Brazil

It can take several weeks or months to process the work authorization and visa. The Ministry of Justice and consulates are often backlogged, with some sectors reporting 1–3 months just for authorization. Employers must plan early, starting the process at least 3–4 months before the desired start date.

Document Requirements in Brazil

Brazilian immigration authorities are detail-oriented. Expect to translate documents into Portuguese (criminal records, diplomas) and obtain apostilles where needed. Even small errors (misspelled names or mismatched passport data) can hold up an application. The residency authorization is valid only for six months, so timing is tight; ensure the employee applies at the consulate promptly after authorization.

Labor Market Tests in Brazil

While the new law (2017) reduced some barriers, companies may still be asked to demonstrate why the foreign hire is necessary. Be prepared to explain the candidate’s unique skills or the lack of local alternatives. In the past, Brazil required proof of a lack of qualified Brazilian applicants and a training plan for locals, which can still influence evaluation, especially in skilled fields. Providing detailed job descriptions and qualifications upfront helps.

Language and Legal Complexity in Brazil

Brazilian immigration rules change and are enforced in Portuguese. If your HR team does not speak Portuguese, misunderstandings can occur. Working with local legal counsel or an employer-of-record service can prevent missteps.

Entity Setup in Brazil

Brazil generally requires a Brazilian company (a CNPJ-registered entity) to employ staff. If you have no local entity, you may need to form one or use an EOR. Setting up a branch office or subsidiary in Brazil involves its own registration with tax and labor authorities, which can take additional time.

Keeping Status in Check in Brazil

Brazil does not allow foreigners to start working immediately upon entry. The employee must wait for the visa paperwork to fully clear. If an employee’s situation changes (job ends, family status changes, etc.), check how it impacts the visa.

To overcome these challenges: Start Early. Build in plenty of time for each step and follow up often. Use Experts. Engage immigration lawyers or professional services with Brazil expertise. Ensure Accuracy. Double-check all names, dates, and document translations. Coordinate Internally. Have your Brazilian HR or legal team monitor the process. Plan for Contingencies. If there is a delay, consider remote work or waiting outside Brazil. Cultural Onboarding. Prepare the employee with information on Brazilian work culture, housing, and local customs.

Best Practices for Relocation and Onboarding International Employees in Brazil

Successful relocations go beyond paperwork. To help your international employee hit the ground running in Brazil:

Pre-Arrival Guidance in Brazil

Provide the employee with information on Brazil’s culture, cost of living, and practical matters (housing, banking, schooling, healthcare). If possible, arrange for a local mentor or relocation specialist. The smoother their move, the sooner they can focus on work.

Language Support in Brazil

Though many Brazilians in business speak English, it helps if your employee has access to Portuguese language training. Even basic local language skills boost comfort. Offer language resources or classes.

Orientation Program in Brazil

As with any new hire, orient the employee to your company’s policies and processes. Clarify how Brazilian labor rules differ, such as on working hours, overtime, and benefits. Explain the local office structure and introduce key colleagues.

Family Considerations in Brazil

If the employee is moving with family, assist them as well. Brazil offers family visas (reunião familiar) for spouses and dependents of foreign workers. Ensure family members obtain their visas, often requiring an additional application. Share resources on local schools or expat communities.

Legal and HR Briefing in Brazil

Meet to review the employment contract and explain local labor rights. It’s common to review tax obligations (e.g., personal income tax) and how payroll works in Brazil. Make sure they understand any probationary period or evaluation process.

Regular Check-ins in Brazil

In the first weeks, have HR or the manager regularly check in on the employee’s settlement and any immigration paperwork, such as confirming Federal Police registration completion. Address any issues immediately.

Documentation Checklist in Brazil

Give the employee a checklist of documents they will need (passport, visa, proof of residence, etc.), and ensure HR keeps copies. Confirm that CPFs (Brazil tax ID numbers) are obtained.

Using an EOR if Needed in Brazil

If your company lacks the bandwidth or entity, consider partnering with a Brazilian employer of record or global PEO. These services handle payroll, taxes, and compliance on your behalf. While you still manage the employee’s performance, they ensure all legal requirements are met behind the scenes.

Get Help with the Visa Process for Your International Employees in Brazil

Bringing international talent to Brazil offers a competitive edge, but it comes with obligations. Employers must proactively manage immigration steps, from contract preparation to consular visas to post-arrival registration. Each foreign hire needs a Pre-Authorized Work Visa, usually VITEM V, before they can enter Brazil for employment. Once in Brazil, the worker must be registered for tax and social security and granted all the same labor rights as local employees. Employers should meticulously follow the process, keep detailed records, and stay on top of deadlines.

In short, plan far in advance. Start visa applications weeks or months before the start date. Work closely with legal or HR experts to navigate Brazil’s rules. And support your new hire through a smooth relocation and onboarding. By meeting your compliance duties on the front end—obtaining the right visas and fulfilling tax and labor requirements—you’ll avoid costly fines or legal headaches later. Contact Rivermate for guidance and assistance in managing Brazilian work visas, compliance, and global mobility. Their expertise can help you turn the relocation process into a seamless extension of your HR operations, so you can focus on growing your business in Brazil.