A possible change to Brazil’s so-called 6×1 work schedule has been receiving increasing attention. The proposal currently under discussion could introduce significant changes to weekly working hours and employees’ weekly rest periods.
However, there is one essential point companies should keep in mind: the proposed changes are not currently in effect. Until the legislative process is completed and a constitutional amendment is formally enacted, the current rules continue to apply.
For companies, particularly those with continuous operations or different shift arrangements, it is important to understand what is being discussed and what the potential impacts could be if the proposal is ultimately approved.
How does the 6×1 work schedule currently work?
Under the 6×1 schedule, an employee may work for six days and have one paid weekly rest day.
As a general rule, the Brazilian Constitution limits working hours to 8 hours per day and 44 hours per week. It also allows working hours to be adjusted or reduced through collective bargaining agreements.
This allows companies to distribute weekly working hours in different ways according to their operations and applicable rules.
What could change?
The proposal currently under discussion would reduce the maximum workweek from 44 to 40 hours.
It would also provide employees with two paid rest days per week, with no reduction in salary.
In practice, if ultimately approved under the terms currently being discussed, this could replace the traditional 6×1 schedule, as a general rule, with a five-day workweek and two days off.
The transition, however, would not occur all at once.
According to the proposal described in the source materials, 60 days after the amendment takes effect, the maximum workweek would first be reduced from 44 to 42 hours, while employees would become entitled to two paid rest days per week.
After another 12 months, the maximum workweek would be reduced to 40 hours.
Would salaries be reduced?
Under the proposal, no.
The proposal specifically provides that working hours would be reduced without any reduction in salary.
For companies, this is particularly important because reducing working hours without reducing salaries would, in practice, increase the cost per hour worked.
Depending on the company’s activities and operating model, changes to workforce organization could therefore become necessary.
Could companies continue operating on Saturdays and Sundays?
The proposal does not necessarily mean that companies would have to stop operating on Saturdays or Sundays.
Businesses that operate throughout the week could continue using shift schedules. They would need to organize those schedules in accordance with the applicable limits on working hours and weekly rest periods.
Companies with continuous operations may therefore need to review how employees are allocated across different days and shifts.
What could be the impact on companies?
If the proposed changes are approved, companies would need to assess their potential impact according to their industry, operating structure and work arrangements.
Areas that could require review include:
- work and shift schedules;
- working hours and overtime;
- workforce allocation;
- labor costs;
- payroll processes; and
- time and attendance systems.
Depending on the type of business, companies may need to reorganize shifts, review working schedules, assess overtime requirements or even hire additional employees to maintain the same operating hours.
The introduction of two paid weekly rest days could also require changes to payroll procedures and company systems.
Are these changes already in effect?
No.
This is one of the most important points for companies.
The changes discussed above are proposals and are not currently in effect.
According to the source materials, the legislative process is still ongoing. Until it is completed and a constitutional amendment is formally enacted, the current rules remain in effect.
The wording of the proposal may also change during the legislative process.
Companies should therefore continue monitoring developments and, if the changes are ultimately approved, assess their potential effects on work schedules, staffing, labor costs, payroll and internal systems.
How can ORGATEC help?
For Japanese companies operating in Brazil, understanding local legislation and business processes is essential for maintaining properly structured operations.
ORGATEC specializes in providing services to Japanese companies in Brazil, including accounting, tax and payroll support.
Our team follows developments that may affect business operations in Brazil and assists Japanese companies in understanding their practical implications in the Brazilian business environment.
ORGATEC — specialized support for Japanese companies in Brazil.