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Country comparison
Brazil vs Poland
Compare payroll, employer obligations, leave, working time and employment requirements using Ivvora's structured country datasets.
At a glance
Hiring environment
Metric
Brazil
Poland
Payroll frequency
Monthly
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
40 hours average; generally 8 hours per day across an average five-day workweek
Annual leave
30 days standard after 12-month accrual, subject to absence-related reductions
20/26 days depending on recognized service
Maternity leave
120 days standard; 180 days with qualifying Empresa Cidadã extension
20 weeks for a single birth; 31–37 weeks for multiple births depending on number of children born
Paternity leave
5 days
2 weeks
Probation
Experience contract up to 90 days total
Up to 3 months generally; 1- or 2-month limits can apply depending on the intended later fixed-term contract
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
Not fully modeled yet
Vacation premium
One-third of vacation remuneration
No separate vacation-premium rule was verified in this research pack; annual leave entitlement is 20 or 26 days depending on recognized service
Notice
Employer notice generally 30–90 days based on tenure
Not fully modeled yet
Payroll complexity
High because employer regime, occupational risk, CBA, benefits and temporal tax rules can change outcomes
Multi-component social insurance with annual caps, a variable accident rate, and conditional employer funds or benefits
Termination complexity
High; multiple components including notice, vacation, 13th salary and FGTS-related amounts
Tenure-based notice plus conditional severance for qualifying employer-initiated terminations; protected-employee and collective-redundancy rules can also apply
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
Poland employer contributions
ubezpieczenie emerytalne
9.76% of Remuneration Subject To Social Insurance
Calculation data ready
ubezpieczenie rentowe
6.5% of Remuneration Subject To Social Insurance
Calculation data ready
ubezpieczenie wypadkowe
Employer / scenario-specific
Scenario-dependent
Fundusz Pracy
1%
Scenario-dependent
Fundusz Solidarnościowy
1.45%
Scenario-dependent
Fundusz Gwarantowanych Świadczeń Pracowniczych
0.1%
Scenario-dependent
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
Poland additional compensation
Detailed structured rules are not available yet for Poland.
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
Poland
Sources
68
Known gaps
46
Tracked conflicts
3
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.