Private companies with 100 or more employees have until August 31 to update their information with the MTE (Brazil’s Ministry of Labor and Employment). The submitted data will be used to draft the 6th Salary Transparency and Remuneration Criteria Report, an official document published biannually by the federal agency.
Procedure and Required Information
Submitting this information is a legal requirement and must be performed directly within the employer section of the Emprega Brasil Portal. To access the system and update the data, managers must log in via the Gov.br platform.
During this update cycle, companies must provide details regarding:
- Remuneration criteria adopted across the organization;
- Internal initiatives aimed at promoting diversity;
- Programs supporting families and parenting.
Companies with 100 or more employees that fail to submit the required reporting data twice a year will face administrative penalties.
Context of the Equal Pay Law
The requirement for biannual reporting stems from the Equal Pay Law (Federal Law No. 14,611/2023). The statute mandates equal compensation for men and women performing work of equal value or fulfilling identical job functions.
The impact of this legal standard is monitored by the MTE. According to the 5th Salary Transparency and Remuneration Criteria Report, released in late April based on records from 53,000 companies, women in the Brazilian private sector earn an average of 21.3% less than men.
The legislation establishes that whenever wage disparities are identified in the reports, companies must draft an action plan to mitigate them. This internal compliance document must define clear targets and timelines to correct remuneration gaps.
Constitutional Validation by the STF
The enforceability of the salary transparency framework was affirmed by the judiciary. In May of this year, the plenary bench of the STF (Brazil’s Supreme Federal Court) validated the statutory provisions and upheld the law as constitutional.
The ruling concluded legal challenges brought by representative industry entities. The National Confederation of Industry (CNI) and the National Confederation of Commerce of Goods, Services, and Tourism (CNC) filed Direct Action of Unconstitutionality (ADI) 7612, while the Novo Party filed ADI 7631. In contrast, Declaratory Action of Constitutionality (ADC) 92 was initiated by labor unions, including the Central Única dos Trabalhadores (CUT) alongside metalworker and textile confederations.
Practical Considerations
Meeting the August 31 deadline requires executive boards and human resources teams to organize compensation structures and diversity policy records. Uploading the data via the Emprega Brasil Portal is the necessary procedure to ensure compliance with the Equal Pay Law and avoid sanctions from the Ministry of Labor and Employment.
This content is for informational purposes only and does not constitute legal advice. For guidance on specific matters, consult a qualified lawyer.
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