Brazil’s Congress enacted Constitutional Amendment No. 141/2026 (known as ‘EC 141’) on 16 October 2026, introducing a landmark reform of Brazil’s working-time rules. 

The Amendment will affect working arrangements and employment costs, with the first changes taking effect on 16 December 2026. Employers should therefore start considering the practical implications now and preparing accordingly.  

The Amendment provides for two paid weekly rest days, generally on Saturday and Sunday. It also progressively reduces the standard workweek from 44 to 40 hours, without any direct or indirect reduction in salary. 

The changes will take effect in two stages: 

• 16 December 2026: the standard workweek will fall from 44 to 42 hours and employees will be entitled to two weekly paid rest days. 

• 16 December 2027: the standard workweek will reduce further to 40 hours. 

The eight-hour daily working limit will continue to apply. 

The Amendment also provides an exemption from the new working hour limits (not the new two-day weekly rest entitlement) for certain higher-paid employees with a university degree. 

Finally, existing collective bargaining provisions on working hours and shifts that are incompatible with the new rules will be ‘rendered ineffective’ from 16 December 2026. Employers with affected arrangements will therefore need to negotiate new provisions that comply with the revised standards.

After a lengthy legislative process, Brazil’s working-time reform is now a reality, and employers need to prepare for implementation. 

Beyond reducing working time, the Amendment will have operational and financial implications for employers. Higher hourly rates will affect related payroll costs, particularly overtime. Commission arrangements may also result in increased paid weekly rest costs.   

With the first changes taking effect in December 2026, employers should promptly assess the Amendment’s impact on: 

• Work schedules: how the reduced weekly hours and additional weekly rest day will affect existing shift patterns and working arrangements. 

• Payroll and related employment costs: the potential impact of higher hourly rates on overtime, commissions and paid weekly rest costs. 

• Workforce and headcount requirements: staffing levels and working patterns in light of the reduction in weekly working hours. 

• Existing collective bargaining arrangements: which existing provisions may be incompatible with the new rules and whether new arrangements will need to be negotiated. 

• Working-time compliance: what changes will be needed to working-time policies, processes and practices before the new requirements take effect. 

Employers should also closely monitor further legal developments, as certain aspects of the Amendment remain subject to further regulation. These include whether individual working-time agreements can provide an alternative to collective agreements and the appropriate methodology for calculating hourly rates.