The recent National Social Security Institute Administrative Order No. 156/2026, effective as of May 15, 2026, aims to address one of the main challenges in managing social security-related leaves of absence: timely and reliable access to information. With the creation of the “National Social Security Institute for Employers” system, employers now have an official channel for accessing data related to their employees’ benefits and leaves of absence, thereby increasing transparency and providing greater predictability in an area that often has significant operational, financial, and legal implications.
1. Direct access to information: The new system will allow companies to access their employees’ social security information digitally, without the need for intermediaries or in-person procedures. The measure is intended to streamline the management of leave and the monitoring of employees’ social security status. Access will be granted through the government account and a digital certificate linked to the company’s National Legal Entity Registry, with the option of controlled delegation to third parties. The framework was designed to combine operational efficiency with the protection of personal data, in accordance with the guidelines of the General Personal Data Protection Act.
2. Greater predictability for HR: The available information will include the type of benefit, application dates, approval dates, and the start and end dates of the leave, as well as the current status of the benefit. Easier access to this information tends to reduce operational inconsistencies and improve workforce planning.
3. Impacts Beyond Social Security Benefits: Rising rates of sick leave can have a direct impact on the Accident Prevention Factor, influencing the Occupational Environmental Risk rate and increasing companies’ social security costs. Added to this is the increase in recourse actions filed by the Office of the Attorney General, through which it seeks reimbursement of amounts paid by the National Social Security Institute in situations related to occupational accidents or illnesses. In this context, investments in prevention, monitoring of indicators, and consistent documentation regarding occupational health and safety become increasingly important.
4. Reduction in administrative costs: Digitizing the flow of information eliminates bureaucratic steps and reduces reliance on fragmented communication between the company, employees, and government agencies. In practice, this leads to greater operational efficiency in HR, Personnel, Occupational Health, and Legal departments, enabling a more coordinated approach based on up-to-date information.
5. Strategic management of leave: The greater the visibility into social security benefits, the greater the company’s ability to identify trends, monitor risks, and develop preventive policies. Integrated collaboration among the legal, medical, and occupational safety departments is becoming increasingly important for monitoring employees on leave and for building a consistent body of evidence on sensitive issues, such as causal link and contributory causation. This issue takes on even greater importance in light of the update to Regulatory Standard No. 1, which now expressly includes psychosocial risks within the scope of Occupational Risk Management.
The launch of this official channel represents a step forward in the availability of information that can contribute to more efficient management of employee absences, social security costs, and labor risks. In a climate of growing attention to occupational health and corporate responsibility, companies that turn data into strategy will be better prepared to make informed decisions, mitigate liabilities, and strengthen their labor governance.
