Monthly reimbursement or direct payment of daycare and early-education fees for employees' children, up to the age limit set in collective agreements (typically 6 or 7 years).
Paid leave beyond legal minimums (120-day maternity and 5-day paternity in Brazil), extending coverage to both parents and, in some cases, adoption and legal guardianship.
Monthly benefit for grocery purchases at supermarkets and food stores, intended for home meal preparation. Common in collective bargaining agreements, with up to 20% payroll co-pay.
Monthly card or credit for ready-made meals at restaurants, bakeries, and cafés during the workday. Regulated under Brazil's worker food program, with employee co-pay capped at 20% of the benefit cost.
Dental coverage complementing health insurance, including check-ups, cleanings, and basic treatments. Offered by most companies that already provide medical benefits.
Medical and hospital coverage through a partner health insurer, typically with partial or full employee co-pay. The most sought-after benefit among Brazilian professionals and nearly universal at mid-to-large companies.
Emotional support program with free or subsidized therapy sessions, usually via telehealth or partner clinics. One of the fastest-growing wellness benefits in the Brazilian market since the pandemic.
Subsidized or free access to gym and fitness studio networks via corporate wellness platforms, letting employees choose partner locations near home or work.
Employer-sponsored preventive physical health initiatives — fitness programs, activity challenges, wellness apps, health assessments, and coaching — with or without a separate gym membership benefit.
Formal hiring policy with reserved roles or dedicated recruitment processes for underrepresented groups, including people with disabilities, women, Black candidates, and other populations defined in the company diversity plan.