Written and fact-checked by the EORquotes research team · Data verified July 2026
Both Deel and Remote can legally employ your hires in Brazil. What differs is their entity model, support depth and pricing structure. Here is the 2026 comparison, grounded in what actually changes for a Brazil hire.
Deel vs Remote in Brazil: the short answer
- Both fully cover Brazil — the decision is fee, support model and entity approach, not whether they can employ there.
- Statutory employer cost is the same (~35.8%) whichever you pick; only the provider’s monthly fee differs.
- Deel: very large owned-entity coverage. Remote: owned-entity-only model.
- Fastest way to decide: get a live quote from both for your exact Brazil role and compare the total monthly cost.
What hiring in Brazil involves (either provider)
Employer contributions add roughly 35.8% on top of gross salary (Employer INSS (social security), FGTS (severance fund), RAT (work-accident insurance), Sistema S / Terceiros (third-party levies)), paid across 13 salary payments per year. Full breakdown in our true employer cost calculator for Brazil.
Whichever provider employs them, Brazil’s employment rules apply either way: probation up to 3 months, notice periods of 30 days minimum, plus 3 days per year of service up to 90 days (aviso prévio), and severance of FGTS balance plus a 40% employer penalty on that balance for dismissal without cause. A good EOR bakes these into the contract from day one — and this is where provider quality shows, because fixing a non-compliant Brazil contract later costs far more than getting it right up front.
Onboarding speed in Brazil
Both Deel and Remote can typically issue a compliant Brazil employment contract within days, because the local entity, registrations and insurances already exist on their side. The practical constraint is usually the candidate’s own notice period — in Brazil, notice runs 30 days minimum, plus 3 days per year of service up to 90 days (aviso prévio). Line up the paperwork while they serve it out and the provider choice costs you no calendar time at all.
Deel vs Remote: side by side
Deel Owned entities in 100+ countries plus vetted partners
Pricing varies — request a quote for current numbers | Remote Fully owned local entities in every covered country
Pricing varies — request a quote for current numbers |
Our verdict
Brazil is a high-on-cost market — roughly 35.8% on top of gross salary — so provider fees are a smaller share of your total than the statutory burden. Optimise for compliance quality first, price second. Whichever you choose, budget for 13 mandatory salary payments a year and statutory severance exposure — these are set by Brazil’s law, not the provider.
Choose Deel if very large owned-entity coverage matters most for your Brazil plans. Choose Remote if you value owned-entity-only model. Unsure? Get free quotes from both and let the numbers decide.
Frequently asked questions
Who is better for a small team hiring one or two people in Brazil?
At one or two hires the decision usually comes down to fee structure and support model rather than coverage — both cover Brazil. Deel: owned entities in 100+ countries plus vetted partners. Remote: fully owned local entities in every covered country. Small teams feel fee differences hardest, so compare quotes for your exact headcount before deciding.
Do Deel and Remote handle Brazil's statutory requirements?
Yes — the 13 salary payments per year, the roughly 35.8% employer contributions and mandatory insurances are standard parts of a compliant Brazil payroll run for any serious EOR. The difference is visibility: how clearly each provider reports those costs back to you varies more than the compliance itself.
Do Deel and Remote both support hiring in Brazil?
Yes — both operate in Brazil. The difference is the model: Deel: owned entities in 100+ countries plus vetted partners. Remote: fully owned local entities in every covered country.
Which is cheaper for Brazil, Deel or Remote?
Whichever provider you pick, employer contributions in Brazil add roughly 35.8% on top of gross salary, paid across 13 salary payments per year. Provider fees are what differ — compare live quotes rather than list prices; our free quote service does this for you.
Can I switch from Deel to Remote later in Brazil?
Yes. Your employees are re-employed by the new provider’s local Brazil entity. Plan the transition around the notice period that applies in Brazil (30 days minimum, plus 3 days per year of service up to 90 days (aviso prévio)) so payroll and benefits continue without a gap.
Do Deel and Remote charge differently for Brazil?
Almost always. The statutory employment cost — roughly 35.8% on top of gross salary — is identical whichever you choose, because it is set by law. What differs is each provider’s monthly management fee, and that gap can be significant. The only reliable way to compare is a live quote from each for your specific role.
Which is faster to onboard a Brazil hire, Deel or Remote?
Both can typically issue a compliant Brazil contract within days, since each already operates a local entity. Real timelines usually hinge on the candidate’s notice period (30 days minimum, plus 3 days per year of service up to 90 days (aviso prévio)) and how responsive the provider’s local team is — worth asking about directly when you request quotes.
Compare Brazil with other markets
Employer costs swing widely between countries — the same salary can cost far more or less depending on where you hire. See the full employee-cost calculator index for every country, or jump to a neighbour:
More Brazil resources
Planning the Brazil hire end to end? These go deeper on costs, compliance and the other provider match-ups:
- true employer cost calculator for Brazil
- Brazil EOR country guide
- Deel or Multiplier for a Brazil hire?
- Brazil: Multiplier vs Playroll compared
- Remote vs Oyster for hiring in Brazil
Deel vs Remote in other countries
The verdict shifts with the hiring country — same two providers, different employment rules and costs:
- compare Deel and Remote in Canada
- Deel or Remote for a Colombia hire?
- Germany: Deel vs Remote compared
- Deel vs Remote for hiring in India
Sources
Every number on this page traces to an official or authoritative source, checked on the date shown. Spot something outdated? Tell us and we will verify and correct it.
- Employer INSS (CPP) 20% of payroll, uncapped; employee ceiling 8,157.41 BRL (2026): INSS / Receita Federal do Brasil (accessed 2026-07)
- FGTS employer deposit 8% of gross monthly pay; 40% penalty on dismissal without cause: Caixa Econômica Federal (FGTS) (accessed 2026-07)
- RAT work-accident levy 1–3% by industry risk grade: Receita Federal do Brasil (accessed 2026-07)
- Sistema S / Terceiros third-party contributions ~5.8% of payroll: Receita Federal do Brasil (accessed 2026-07)
- Typical professional monthly salary reference (~8,000 BRL) used for worked examples: Editorial estimate for a mid-level professional hire; verify per role (IBGE data) (accessed 2026-07)