By August 31, 2026, companies with 100 or more employees must update the information for the 6th Pay Transparency and Compensation Criteria Report on the Emprega Brasil Portal.
To do so, they must review 3 areas:
1. The compensation criteria adopted by the company;
2. Actions aimed at promoting diversity in the workplace; and
3. Initiatives to support families and parenthood.
Failure to comply with this obligation, or the identification of pay inequality in the reported data, may result in significant consequences:
1. An administrative fine of up to 3% of the payroll, capped at 100 minimum wages;
2. The requirement to submit and implement an action plan with goals and deadlines to mitigate the identified inequality, with the participation of union and employee representatives;
3. Institutional exposure, since the aggregated data is made available on a public platform with unified access.
Consistency between the reported data and internal compensation policies requires prior coordination among the HR, compliance, and legal departments to avoid non-compliance that could lead to fines or undue repercussions.
With the deadline approaching, it is recommended that companies review their compliance with Law No. 14,611/2023 immediately.
