In Brazil, while employees are guaranteed certain benefits by law, many companies go above and beyond these legal requirements to attract and retain talent. Here are some common additional employee benefits that are often offered:
1. Meal Vouchers (Vale Refeição)
Description: Many employers provide meal vouchers or subsidized meals, especially in urban areas. These vouchers are often used to cover the cost of meals during work hours and can be used at a variety of restaurants and food establishments.
Purpose: This benefit helps employees manage daily meal expenses and contributes to their overall well-being and job satisfaction.
2. Health Insurance
Description: Private health insurance is a common benefit provided by employers. Given that public healthcare in Brazil can sometimes be inadequate or have long waiting times, private health insurance offers quicker access to medical care and a broader range of services.
Purpose: By offering health insurance, companies enhance their employment packages and ensure that employees have access to quality medical care, which can improve overall employee health and productivity.
3. Remote People's Global Health Insurance
Remote People provides global private health coverage in Brazil (and over 100 countries) through SafetyWing® (Remote People Global Remote Health), underwritten by VUMI.
Optional Benefit vs. Legal Mandatory Coverage: Health insurance in Brazil is optional for employers. (Note: Life insurance is legally mandatory under local Collective Bargaining Agreements and is provided locally via Icatu Seguros).
Local Regulatory Nuances (ANS): Local health plans in Brazil are heavily regulated by the National Agency for Supplementary Health (ANS). Because SafetyWing® is a non-admitted global policy, Remote People provides it as an optional global benefit or allowance rather than listing it directly in standard local Employment Agreements (EA) to maintain regulatory compliance.
How Health Insurance Enrollment Works
If you choose to offer Global Remote Health to your team members in Brazil, here is the enrollment process:
Client Selection & Dependent Coverage: Clients select the health benefit during employee onboarding or request it post-onboarding via Support. Because coverage is 100% employer-paid (salary deductions for premiums are not supported), client approval is required if dependent coverage is requested.
Data Logging & Cutoff Dates: The Remote People team collects the necessary details and logs the enrollment.
Effective Dates: Coverage begins on either the 1st or 15th of the month.
Processing Cutoff: Submissions are finalized with SafetyWing every Tuesday morning (CET).
Activation Timeline: The Benefits Team submits member details to SafetyWing. Vendor activation takes 3 to 6 business days.
Employee Welcome & Portal Access: The employee receives an introductory email from Remote People followed by an official Welcome Email from SafetyWing. Through the SafetyWing portal, employees can:
View policy documents and coverage details.
Request a virtual or physical SafetyWing Payment Card for direct payouts (up to $250 USD).
Submit claims and access 24/7 live chat support.
4. Other Potential Benefits
Educational Assistance: Some companies offer educational benefits such as tuition reimbursement or training programs to support employee development and career growth.
Transportation Subsidies: Employers might provide transportation subsidies or parking allowances to help employees with their commuting costs.
Flexible Working Hours: Flexible work arrangements, including remote work options and adaptable schedules, can be offered to support work-life balance.
Performance Bonuses: Performance-based bonuses and profit-sharing plans are sometimes included to incentivize and reward high-performing employees.