There is no minimum. We’re pleased to support you with a single employee or with umpteen.

We have clients who engaged us for 3 months whilst their local entities were being established. Concurrently we do have clients who have been with us form many years. However, according to the Brazilian legislation law the legal notice period for termination of employee contract is a minimum of 30 days, or longer if the agreement states this specifically, up to a maximum of 90 days - as Brazil largely follows the ‘employment-at-will’ model, meaning any party may terminate the employment agreement without cause upon providing sufficient notice and severance payment -.

The cost savings in using a PEO service arise at every stage including: - No need to set up, register and meet capital requirements for a local legal entity – we are already in place. - No requirement to engage the full suite of host country advisors: tax advisors, employment lawyers, immigration specialists, payroll providers, incorporation advisors, etc. - Minimizing the potential for permanent establishment and corporate taxation. - No corporate tax or social security filing requirements – all covered by us. - Simple closure of employment free from the requirement to close

Companies that name a DIY approach to suffering the daunting duty of navigating complex local laws and regulations, therefore faces an ongoing risk of non-compliance in the host country. By using a PEO solution the company can reduce the non-compliance risk to the lowest possible level, and rely on the EB’s expertise on PEO to initiate or expand business activity in Brazil.

The leading asset is that it makes international employment easy as pie. Our customers attest that having Establish Brazil handling the administration and compliance of their overseas staff, with a single point of contact and consistent service has been life-changing. It has become much straightforward to meet their business expansion goals. The other benefits include: - Cost savings - Speed of deployment - Full compliance with immigration and labor laws - Flexible payroll approaches - Price match guarantee - Prepayment discount

PEO can furnish a cost-effective and secure method of quickly employing staff into new or existing international market by saving time and expense of incorporating a local entity. The main concern for companies with effective global mobility programs is compliance with employment and tax regulations. Thus, a PEO company is already established in the host country and takes on the responsibility of making sure all legal, employment, tax and immigration requirements are met.