Itaú Unibanco

Preferential pricing or an exclusive employee discount on products and services the company itself offers, such as banking accounts, software, insurance, or consumer product lines.

Employer contributions to a complementary pension plan, usually matched by employee payroll deductions. Supplements public retirement benefits and supports long-term retention.

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.

Group policy paying beneficiaries in the event of death or permanent disability. A market standard in formal employment contracts, often extended to dependents.

Monthly credits for books, courses, professional micro-certifications, or continuous education.

Mandatory under Brazilian law for employees using public transit to commute. The employer covers the full pass cost, with up to a 6% salary-base deduction allowed.

Subsidized or free access to gym and fitness studio networks via corporate wellness platforms, letting employees choose partner locations near home or work.

Dedicated coverage or subsidy for physiotherapy, orthopedics, chiropractic care, ergonomics, and treatment of muscle, bone, and joint conditions, including posture assessments and RSI prevention.