← Back to all markets
Country comparison
Brazil vs Philippines
Compare payroll, employer obligations, leave, working time and employment requirements using Ivvora's structured country datasets.
At a glance
Hiring environment
Metric
Brazil
Philippines
Payroll frequency
Monthly
At least every two weeks or twice monthly
Salary convention
Monthly gross salary commonly used
Not fully modeled yet
Standard workweek
44 hours standard; ordinary overtime framework can add up to 2 hours/day
8-hour normal day; Weekly limit not stated in the supplied core research
Annual leave
30 days standard after 12-month accrual, subject to absence-related reductions
5 days Service Incentive Leave after 1 year, subject to exclusions
Maternity leave
120 days standard; 180 days with qualifying Empresa Cidadã extension
105 days live childbirth; +15 days solo parent; 60 days miscarriage/emergency termination
Paternity leave
5 days
7 paid days for qualifying married male employee, subject to statutory conditions
Probation
Experience contract up to 90 days total
maximum 6 months, subject to stated exception
Employer costs
Cannot be represented honestly as one universal percentage because social security, RAT/FAP, FGTS, terceiros, employer regime and sector rules vary
Not fully modeled yet
Required annual compensation
13th salary: 1/12 of December remuneration per qualifying month
13th-month pay
Vacation premium
One-third of vacation remuneration
Not fully modeled yet
Notice
Employer notice generally 30–90 days based on tenure
30-day employee resignation notice without just cause; employer termination rules are cause-specific
Payroll complexity
High because employer regime, occupational risk, CBA, benefits and temporal tax rules can change outcomes
Multiple required components; salary-credit and banded contributions apply
Termination complexity
High; multiple components including notice, vacation, 13th salary and FGTS-related amounts
Cause-specific separation pay and due-process rules
Employer costs
Brazil employer contributions
Employer social-security contribution
20% of Employee And Worker Remuneration
Calculation data ready
Occupational-risk contribution (RAT)
Employer / scenario-specific
Scenario-dependent
Accident Prevention Factor (FAP)
Employer / scenario-specific
Scenario-dependent
Financial-sector additional social-security contribution
2.5% of Employee And Worker Remuneration
Scenario-dependent
FGTS employer deposit
8% of Qualifying Remuneration
Calculation data ready
Third-party payroll contributions
Employer / scenario-specific
Scenario-dependent
Employer costs
Philippines employer contributions
Social Security (SSS)
10% of Monthly Salary Credit
Calculation data ready
Employees' Compensation Program
Employer / scenario-specific
Calculation data ready
PhilHealth premium — employer share
2.5% of Monthly Basic Salary
Calculation data ready
Pag-IBIG Fund / HDMF — employer share
2% of Monthly Fund Salary
Calculation data ready
Required compensation
Brazil additional compensation
13th salary
Formula-based
Calculation data ready
Vacation one-third premium
33.33% of Vacation Remuneration
Calculation data ready
Required compensation
Philippines additional compensation
13th-month pay
Formula-based
Calculation data ready
Research quality
What backs this comparison
Ivvora keeps source coverage, research gaps and unresolved contradictions attached to each country rather than hiding them behind one headline score.
Brazil
Sources
23
Known gaps
14
Tracked conflicts
3
Last verified
2026-09-20
Philippines
Sources
39
Known gaps
18
Tracked conflicts
1
Last verified
2026-09-20
Why Ivvora does not rank these countries with one score
Hiring cost and compliance depend on employee type, salary, employer structure, location and other scenario inputs. Ivvora therefore compares the underlying rules instead of declaring one country universally cheaper or easier.