Other Benefits in Brazil Internal

What other notable statutory benefits does Brazil’s social security system offer?

Workers’ compensation. Employees are eligible to receive worker’s compensation in cases of illness, disability, or death as a result of a work-related accident or disease. The first 15 days are mandatory to be paid by the employer. On the 16th day, the Instituto Nacional do Seguro Social (INSS) has the responsibility to pay the employee. It will analyze the percent of the base salary to be paid depending on the details of the leave.

Short-term sickness benefits. The INSS offers sick pay to any employee that is not able to work for 15 consecutive days. The first 15 days of leave will be paid by the employer while the INSS will pay starting on the 16th day. Once the INSS takes over payments, the employer is still responsible for the employer burden, as well as any outstanding allowances, vacation provisions, and other benefits.

The employee must have at least 12 months of contributions to be eligible for sick pay. This eligibility will not be required in the event of any type of accident (regardless of whether the accident relates to work), or work-related diseases; similarly, in the event of pregnant or HIV-infected workers, no grace period is required. The granting of sick leave is dependent on proof of incapacity as provided by a physician of the social security system. The employer may be required, under certain collective bargaining agreements (CBAs), to supplement the social security benefit.

Child Day Care. Per our CBA, employers that do not have their own day care centers may choose to enter into the agreement provided in § 2 of art. 389 of the Consolidação das Leis do Trabalho (CLT) with accredited daycare centers. Under this agreement, the employer must directly reimburse employees (or the employee who holds custody of the minor) for the expenses of custody, surveillance, and assistance of the child in accredited daycare centers. Reimbursement is limited to 20% of the statutory salary. To be eligible, the child can be no older than 60 months. We also offer a similar allowance (which is tax-free) for supported employees whose children have disabilities.

Please note that in our specific case, since Velocity Global does not have an office, we cannot provide a daycare center. Therefore, a daycare allowance is provided to our supported employees instead.

Meal vouchers. Per our CBA, we offer a meal voucher for all supported employees in Brazil. Please refer to the Allowances in Brazil article for further information.

Public transportation costs. Because all of our supported employees in Brazil work remotely, this benefit is not applicable. 

Does Velocity Global provide travel insurance?

Travel Insurance is available under our Care Plus Master I and Master I-Upgrade plans. It includes emergency coverage up to US$300,000 in more than 117 countries with multilingual support 24 hours a day, 365 days a year.

What are the maternity and paternity benefits in Brazil?

Please see the Paid Time Off (PTO) and Leave Regulations in Brazil page for information on parental leave entitlements.