About Terceirização Law
Terceirização law governs the use of third party providers to perform services that would otherwise be handled in-house. It sets the rules for when outsourcing is allowed, who is responsible for workers, and how contracts between the client company and the service provider should be structured. The goal is to balance flexibility for businesses with protection for workers' labor rights.
In Brazil, the framework combines the consolidated labor protections with specific statutes that address outsourcing arrangements. Legal guidance helps ensure compliance while minimizing risk of liability for the client company. Understanding whether a task is classified as a core activity or a support activity is central to determining permissible outsourcing.
Why You May Need a Lawyer
Scenario 1: You plan to outsource core operations to a specialized provider. A lawyer helps verify that the contract allows outsourcing of the activity fim and clarifies liability between client and provider. Without proper terms, the client can face joint or solidary liability for labor rights violations.
Scenario 2: Workers claim misclassification as independent contractors. A legal advisor assesses contract structure, payroll arrangements, and benefits to determine if workers should be treated as employees of the provider or the client. This reduces risk of retroactive labor charges.
Scenario 3: A dispute arises over wage, benefits or termination obligations for outsourced staff. An attorney helps interpret the service agreement and applicable laws to determine who is responsible for severance, holidays, and social security contributions.
Scenario 4: You need to terminate or renew an outsourcing arrangement. A lawyer drafts or reviews termination clauses to avoid abrupt losses of service while ensuring compliance with notice periods and transfer of obligations.
Scenario 5: You suspect a provider is engaging in non-compliant practices. A counsel conducts due diligence on the provider, including labor compliance, payroll records, and regulatory registrations before signing or renewing a contract.
Scenario 6: International or cross-border outsourcing is involved. A lawyer helps navigate jurisdictional differences, tax implications, and intercompany liability issues in cross-border service arrangements.
Local Laws Overview
The Brazilian framework relies on several key laws and regulatory texts. Below are 2-3 foundational laws that govern Terceirização, with their general scope and how they interact in practice.
Consolidação das Leis do Trabalho (CLT) - Lei n° 5.452/1943. The core labor law in Brazil, setting standards for employment relationships, payroll, benefits, and working conditions.
Lei n° 13.429/2017 - Lei de Terceirização. The statute that clarifies and expands the use of terceirização for services and labor, including the possibility of outsourcing staffing and tasks to service providers. (Publicação: 31 de março de 2017.)
Lei n° 13.467/2017 - Reforma Trabalhista. This reform includes provisions that impact outsourcing arrangements and the relationship between client companies and providers, with a broad scope of labor relations changes. (Publicação: julho de 2017.)
Key legal references: Lei n° 13.429/2017 regula terceirização de serviços e mão de obra - Leia Lei 13.429/2017.
Lei n° 13.467/2017 (Reforma Trabalhista) - alterações relevantes para terceirização - Leia Lei 13.467/2017.
Consolidação das Leis do Trabalho (CLT) - base do direito trabalhista - Leia o texto da CLT.
Frequently Asked Questions
What is terceirização and how does it relate to outsourcing in Brazil?
Terceirização is the use of a third party to perform services that would normally be done by the hiring company. It is governed by CLT along with Law 13.429/2017 and the Reform, which allow outsourcing of certain activities under defined conditions. Compliance hinges on proper contracts and clear liability terms between client and provider.
How do I know if my workers are legally outsourced or misclassified?
A lawyer will review contract language, payroll records, and the providers' employment practices. Properly, workers should be employed by the service provider, with the client not assuming direct employment unless liability rules apply. Misclassification can expose the client to back pay and penalties.
When did Brazilian outsourcing rules change and what is the current framework?
The major updates occurred with Lei 13.429/2017 and the Reform Lei 13.467/2017. These laws clarify outsourcing of services and the responsibilities of both clients and providers. The framework continues to evolve through court rulings and regulatory guidance.
Where can I find the official laws on terceirização in Brazil?
You can read the official texts on the Planalto site, including Lei 13.429/2017 and Lei 13.467/2017. These sources provide authoritative language on permitted outsourcing and related liabilities.
Why can a client company be liable for outsourced workers in Brazil?
Brazilian law holds clients potentially responsible for labor rights if they exercise control over the workers or fail to ensure compliance by the provider. Contracts should define liability boundaries and include appropriate guarantees of compliance.
Can terceirização be used to avoid labor rights by misclassifying workers as PJ?
No. Collective labor rights apply to workers when the legal relationship is that of employer-employee. Attempts to convert workers into independent contractors (PJ) to circumvent rights can trigger penalties and retroactive claims.
Should I hire a Terceirização lawyer before signing a contract?
Yes. A lawyer can review the contract for compliance with CLT and the outsourcing laws, identify hidden risks, and draft protective clauses. This helps prevent later disputes and regulatory action.
Do I need to verify a provider's compliance before contracting?
Yes. Due diligence should cover labor practices, payroll records, and regulatory registrations. A lawyer can help design a compliance checklist and request formal attestations from the provider.
Is terceirização allowed for core activities (atividade-fim) after reforms?
Outsourcing of atividade-fim has become more permissible under the Reform, provided the arrangements comply with legal standards and do not undermine worker protections. Specific cases may still require careful analysis of dependency and control.
How long does a typical outsourcing dispute take to resolve in Brazil?
Labor disputes can take several months to years depending on complexity and court backlog. A lawyer can help with expedited settlement options and represent you in negotiation or arbitration if appropriate.
What is the difference between atividade-meio and atividade-fim in practice?
Atividade-meio refers to supporting tasks like cleaning or security. Atividade-fim is the main business activity that directly generates the primary income. The legality and terms of outsourcing can differ for each type.
How much does a Terceirização lawyer typically charge for contract review and compliance audit?
Fees vary by region and complexity, but expect a preliminary consultative fee plus hourly rates or a fixed price for a contract review and compliance audit. Get a written scope and estimate before engagement.
Additional Resources
Planalto - Official texts on labor and outsourcing laws Access Lei 13.429/2017, Lei 13.467/2017 and the CLT, with authoritative text and amendments. CLT text • Lei 13.429/2017 • Lei 13.467/2017
Tribunal Superior do Trabalho (TST) Official source for labor jurisprudence and guidance on outsourcing disputes. TST homepage
Ministério da Economia e Previdência Portal governamental com informações sobre direitos trabalhistas, fiscalização e compliance de terceirização. Ministério da Economia - Trabalho e Previdência
Next Steps
Mapeie as atividades que pretende terceirizar e determine se são atividades-meio ou atividade-fim, anotando o impacto para a operação. Estabeleça objetivos de conformidade antes de buscar um fornecedor.
Prepare a lista de documentos essenciais: contratos, demonstrações de folha de pagamento, políticas de compliance e registros de fiscais, para que o advogado possa revisar rapidamente.
Consulte um advogado especializado em Terceirização para revisar contratos e cláusulas de responsabilidade, prazos, SLA e garantias de cumprimento de leis trabalhistas.
Solicite due diligence ao fornecedor: verificação de CNPJ, regularidade fiscal, pendências trabalhistas e histórico de ações trabalhistas.
Elabore ou ajuste o contrato com cláusulas de responsabilidade solidária, garantias de regularidade trabalhista, e mecanismos de rescisão e transferência de ativos humanos.
Implemente um plano de governança para monitorar o cumprimento contínuo da legislação, incluindo auditorias periódicas e procedimentos de denúncia interna.
Agende revisões semestrais dos acordos de terceirização para adaptar-se a mudanças na lei e à jurisprudência, minimizando riscos legais.
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Aviso Legal:
As informações fornecidas nesta página são apenas para fins informativos gerais e não constituem aconselhamento jurídico. Embora nos esforcemos para garantir a precisão e relevância do conteúdo, as informações jurídicas podem mudar ao longo do tempo, e as interpretações da lei podem variar. Deve sempre consultar um profissional jurídico qualificado para aconselhamento específico à sua situação.
Renunciamos a qualquer responsabilidade por ações tomadas ou não tomadas com base no conteúdo desta página. Se acredita que alguma informação está incorreta ou desatualizada, por favor contact us, e iremos rever e atualizar conforme apropriado.
