More than 54 thousand companies with 100 or more workers have until this Wednesday (15) to publish the Salary Transparency and Remuneration Criteria Report on their institutional channels, such as websitesocial networks or means of broad visibility for workers and the general public.
The deadline that would end on September 30th was extended by the Ministry of Labor and Employment (MTE), after identifying inconsistencies in part of the results obtained.
Disclosure of the report is mandatory, as provided for in Law No. 14,611/2023 promoting equal pay between women and men who perform the same function. In Brazil, equal pay has been guaranteed by the Consolidation of Labor Laws (CLT) since 1943, but it is not complied with in several segments.
Failure to disclose the report may result in sanctions for companies, including the application of administrative fines of up to 3% of the employer’s payroll, limited to 100 minimum wages.
The Ministry of Labor and Employment monitors compliance with the requirement. The third edition of the report recorded that 217 companies were inspected, and 90 of them were fined for not making the report available in a visible location.
Reports
The data provided by companies in the Annual Social Information List (Rais) for the period from July 2024 to June 2025 were processed by the public company Dataprev.
The Salary Transparency and Remuneration Criteria Reports are published every six months.
The fourth edition of the individual report can now be accessed by employers on Emprega Brasil portalfederal government, with login from the Gov.br platform.
The general data from this new edition of the Salary Transparency Report will be released jointly by the Ministry of Labor and Employment and the Ministry of Women.
“The expectation is that, in this edition, wage inequality between women and men will not yet show a significant reduction, highlighting the importance of continuing and strengthening public policies aimed at promoting equality in the world of work”, said the MTE in a statement.
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Data from the third edition revealed that, on average, women received 20.9% less than men, in the 53,014 establishments with 100 or more employees in the country.
The situation is even more serious for black women, who receive 52.5% less than a non-black man.
In cases where inequality in wages or remuneration criteria is identified, the company must present and implement an action plan to reduce inequality, with goals and deadlines.
To prepare the plan, the participation of representatives of trade unions and employee representatives in the workplace must be guaranteed.
Pay equality
Law No. 14,611, which deals with equal pay and remuneration criteria between women and men, goes beyond salary transparency in companies with more than 100 employees.
The new legislation requires employers to adopt measures to guarantee this equality and develop diversity and inclusion actions that combat barriers that hinder women’s professional growth, such as:
monitoring discriminatory practices;
creation of channels for reporting salary discrimination;
promoting diversity and inclusion programs in the workplace;
encouraging women’s training.
In the world, the goal of equal pay for men and women is linked to Sustainable Development Goal (SDG) 8, which deals with “Decent work and economic growth” adopted by the United Nations in 2015.
Target 8.5 seeks by 2030 “full and productive employment and decent work for all women and men, including young people and people with disabilities, and equal pay for work of equal value.”
