Brazilian employers must prepare to post pay gap reports on their website by Sept. 30, 2025.
This requirement is under Brazil’s Equal Pay Law, enacted in November 2023. Companies with more than 100 employees were required to submit pay data via the Emprega Brasil portal by Aug. 31, 2025 to the Ministry of Labor and Employment (MTE). According to the MTE, 54,000 companies were required to connect and submit pay data in this round.
Based on the data submitted by each company, the MTE will compile equal pay reports for the time period July 2024 to June 2025. Reports are expected to be made available to employers by Sept. 20, which then have until Sept. 30 to publish their individual MTE reports on their websites and social networks. Failure to comply may result in financial penalties.
Understanding Brazil’s Equal Pay Law
Brazil’s Equal Pay Law (Law No. 14,611/2023) was passed in July 2023 to strengthen enforcement of equal pay for equal work between men and women. It requires medium- and large-sized employers to publish semi-annual pay transparency reports, detailing compensation differences between male and female employees.
These reports aim to provide greater accountability for employers while equipping employees and regulators with the data needed to identify and address unjustified pay gaps.
The latest reports released in March 2025 showed that, on average, women received 20.9% less than men in companies with 100 or more employees.
Who Must Comply
The law applies to private and public employers in Brazil with 100 or more employees.
Organizations meeting the threshold must submit pay transparency reports to the Ministry of Labor and Employment (MTE) every six months. The upcoming deadline of September 30, 2025 covers the first half of 2025 (through June 30, 2025).
What Must Be Reported
Employers must publish their provided report comparing compensation by gender across job categories. Specifically, the MTE reports include:
- Average salaries and compensation levels, broken down by gender.
- Pay comparisons by job category (i.e., grouping employees performing the same or substantially similar work).
- Representation data, showing the proportion of men and women across job categories.
- Information on pay and career progression criteria and measures taken to ensure gender equality.
Employers must make these reports publicly accessible, such as on the company’s website, and share them with employees and worker representatives.
All data must be anonymized, in accordance with Brazil’s General Data Protection Law (LGPD). If pay discrepancies are identified by the MTE, employers must create an action plan to address wage inequalities, containing specific goals and deadlines. Action plans must be submitted within 90 days of notification by the MTE. Goals and deadlines must be evaluated at least every six months.
Non-compliance may result in fines of up to 3% of the employer’s payroll, capped at 100 times the Brazilian minimum wage.
How Trusaic Can Help
At Trusaic, we provide organizations with the tools and expertise needed to comply confidently with Brazil’s pay transparency requirements:
- PayParity®: Identify, explain, and resolve pay disparities across gender and other protected groups. Using regression-based, intersectional analysis, PayParity ensures your reporting is both compliant and legally defensible.
- R.O.S.A. (Remediation Optimization Spend Agent): Brazil’s law, like the EU Pay Transparency Directive, requires action on unexplained pay gaps. R.O.S.A. enables you to optimize remediation, helping you bring pay gaps below the required thresholds while maximizing ROI.
- Regulatory Pay Transparency Reporting™ (RAPTR): Automate complex reporting obligations across jurisdictions, including Brazil. RAPTR helps you generate reports that meet MTE standards with one click, while tracking deadlines and regulatory changes.
- Salary Range Finder®: Establish transparent and equitable salary bands to prevent new inequities from forming—supporting both compliance and fair pay practices.
With Trusaic’s Pay Equity Software Suite, employers can move beyond minimum compliance to build a proactive, future-proof pay equity strategy.
Final Thoughts
The September 30, 2025 deadline for employers to publish their reports is just around the corner.
By staying in compliance with pay reporting regulations in Brazil, organizations can not only avoid penalties but also demonstrate leadership in advancing gender pay equity. With Trusaic’s proven solutions, you can ensure your pay practices are compliant, data-driven, and trusted by employees and regulators alike.
To learn more about how Trusaic can support compliance with Brazil’s Equal Pay Law, visit our Global Pay Transparency Center – Brazil.