There is a new chapter in the discussion about reducing the weekly working hours and the possible elimination of the 6×1 shift schedule (six hours of work followed by one day of rest).
After the widespread repercussion of the topic in November 2024, driven by the “Life Beyond Work” movement and the presentation of a proposed constitutional amendment, on December 10, 2025, Constitutional Amendment Proposal No. 148, originally presented in 2015, was approved by the Senate’s Constitution, Justice and Citizenship Committee. The proposal mandates two days of rest per week, with an initial maximum work week of 40 hours, plus a gradual reduction of 1 hour per year, up to a limit of 36 hours, without a reduction in salary.
Given this scenario, we highlight 5 key points for companies that wish to begin structuring a potential adaptation plan:
1. Adjusting schedules and reprogramming operations: The requirement for two consecutive days of rest makes the 6×1 schedule, still common in sectors such as retail, hospitality, healthcare, mining, industry, and transportation, unfeasible. The change tends to require rescheduling shifts, redistribution of teams, and, in some cases, the adoption of alternative models, such as differentiated schedules or adjustments via collective bargaining.
2. Time management, control, and compliance: Shorter workdays increase exposure to risks related to time tracking, breaks, time banks, and special work arrangements. Control systems and internal policies will need to be legally well-structured, especially in a scenario of increased scrutiny.
3. Productivity, goals, and internal reorganization: Reduced working hours do not necessarily mean a loss of productivity. The transition can be positive as long as it is accompanied by efficient management and well-structured processes. In this context, automation and the use of technologies, including management technologies, become crucial. Workflow tools, artificial intelligence, data analysis, and automation of repetitive tasks can compensate for the reduction in working hours, maintaining/increasing productivity.
4. Regulatory Standard no. 01, Inspection and Risk Programs: Starting in 2026, regulatory standard no. 01will authorize direct fines for non-compliance with risk management programs, reinforcing the connection between working hours, mental health, and the prevention of psychosocial risks. Anticipating adjustments in this context demonstrates the company’s alignment with best practices and the spirit of the legislative proposal. In the case of an effective reduction in working hours, it is recommended to adopt awareness campaigns focused on work-life balance, preventing the time freed up from being occupied by new work activities, especially given the maintenance of remuneration.
5. Labor costs and compensation: Maintaining full compensation, as foreseen in the proposed amendment, increases the cost per hour worked and may require revisions to overtime models, shifts, benefits, and variable compensation. Furthermore, there may be a need for new hires to cover absences, putting pressure on payroll and indirect costs. Financial planning and realistic projections will be essential.
The potential reconfiguration of the work schedule in Brazil requires more than just attention: it demands strategic planning. Although the topic is still under debate, the history of the proposal and its recent progress in the Senate indicate that the discussion will remain relevant in the coming years.
