The End of Brazil’s Six-Day Workweek: What Changes and How Businesses Should Prepare

The promulgation of Constitutional Amendment No. 141 on October 16, 2026, establishes a new framework for working hours in Brazil. The amendment provides for two days of paid weekly rest and a gradual reduction in maximum working hours, without any reduction in pay.

For businesses, adapting to these changes requires operational planning and legal analysis. In addition to reorganizing work schedules, employers will need to assess the implications for timekeeping, collective bargaining agreements, and staffing arrangements.

How will the transition work?

Implementation will take place in two stages. Sixty days after publication, the maximum working week will be reduced to 42 hours, with two days of paid rest. One year after that deadline, the limit will decrease to 40 hours per week.

During the transition, daily working hours must be arranged in accordance with the adjustments permitted under applicable collective bargaining agreements.

Will employees already working 40 hours receive a further reduction?

Existing schedules of 40 hours per week or fewer will not be proportionally reduced as a result of this change. However, the entitlement to two days of weekly rest must also be observed.

Must the days off fall on weekends?

The days off do not necessarily have to fall on Saturday and Sunday. Sunday remains the preferred day for one of the rest days.

Work schedules must take into account industry-specific rules and applicable collective bargaining agreements. Any arrangements for redistributing rest days require careful consideration of the conditions established by the new framework.

What should businesses review?

The adaptation process should begin with an assessment of existing working hours and each department’s operational needs. This assessment will help identify which teams require adjustments and which operations need more extensive reorganization.

Key areas for review include:

• Work schedules: align working periods with the required rest days.

• Timekeeping: update systems and procedures to ensure working hours are recorded accurately.

• Collective bargaining agreements: review the provisions applicable to each employee category and their compatibility with the new rules.

• Costs and staffing: forecast the effects on overtime, shifts, and hiring needs.

• Internal communication: inform managers and employees about the changes being implemented.
  

Addressing these decisions early allows businesses to assess alternatives more accurately and organize implementation within the required timeframe.

Why is a case-by-case assessment necessary?

Implementing the changes requires attention to employee classifications, operational circumstances, and the specific rules applicable to each situation. An approach adopted by one business may not be suitable for another, even within the same industry.

Legal guidance helps translate the new requirements into practical measures by reviewing internal procedures and identifying the necessary adjustments.

Messano Advogados advises businesses on the employment law implications of legislative changes and helps them adapt their operations accordingly.