Brazil Apprentice Statute Approved: New Labor Rules Impact $EWZ, Employers

The Bottom Line

• Brazil's Chamber of Deputies approved the Apprentice Statute (PL 6461/19), reforming apprenticeship contracts for youth aged 14-24 and disabled individuals.
• The new law aims to boost youth employment and combat unemployment, introducing new compliance options and expanded apprentice rights.
• Companies unable to offer practical training can pay R$1,500/month per uncontracted apprentice into a special fund, impacting labor cost structures.

Brazil Approves Apprentice Statute, Reshaping Youth Employment Landscape

Brazil's Chamber of Deputies on Wednesday, April 22, 2026, approved Bill 6461/19, establishing the new Apprentice Statute. The legislation, originally authored by former Deputy André de Paula and others, passed in the form of a substitute bill presented by Deputy Flávia Morais (PDT-GO) and now proceeds to the Senate for further analysis. This comprehensive reform overhauls existing rules for apprenticeship contracts, specifically targeting young individuals aged 14 to 24 and persons with disabilities. The primary objective is to facilitate the entry of these demographics into the formal labor market and to actively combat persistent youth unemployment across the nation.

Key Provisions and Corporate Implications

A significant change introduced by the substitute bill offers companies a new compliance pathway. In instances where an enterprise is unable to provide practical training activities, it may opt not to hire apprentices. Instead, the company can deposit a monthly sum into the Special Account for Professional Apprenticeship (Ceap), managed under the Worker Support Fund (FAT), for a period of up to 12 months. This monthly payment is set at 50% of the non-contracting fine, which is fixed at R$3,000, translating to R$1,500 per uncontracted apprentice. This provision offers a degree of flexibility for businesses, particularly those with limited operational capacity for on-the-job training, but also introduces a new potential cost for non-compliance.

For companies providing services to third parties, the employees of the service provider are generally maintained within the calculation base for apprenticeship quotas, unless otherwise stipulated in the contract with the client company. This clarifies the responsibility for meeting apprenticeship targets in outsourced labor models.

Expanded Rights and Protections for Apprentices

The new statute significantly bolsters the rights afforded to apprentices, aligning them with the Consolidation of Labor Laws (CLT). Key enhancements include:

• Transport Voucher: Apprentices are now explicitly guaranteed a transport voucher.
• Maternity Protection: Pregnant apprentices receive provisional employment guarantee from the confirmation of pregnancy until five months post-partum. During maternity leave, the apprentice is excused from activities with a guaranteed return to the program, and the contract may be extended if necessary to complete the apprenticeship period.
• Work Accident Guarantee: In the event of a work accident, the apprentice is guaranteed employment for 12 months following the receipt of accident benefits.
• Holidays: For apprentices under 18, holidays must coincide with school breaks and can be parceled. In cases of collective holidays that do not coincide with school breaks, the apprentice may be dismissed without prejudice.
• Absences: Periods of absence due to mandatory military service or other public duties, such as jury service, do not count towards the apprenticeship contract duration, provided there is an agreement for the theoretical activities to be made up.

Conversely, the statute stipulates that apprentices are ineligible to run for union positions or roles on accident prevention committees. Furthermore, the income earned by an apprentice is explicitly excluded from the calculation of family income for eligibility in the Bolsa Família social welfare program, aiming to avoid disincentives for youth employment among low-income families.

Target Demographics and Exemptions

For apprentices over 18, hiring is for an occupation chosen by the company, requiring enrollment in a corresponding course, preferably within the Sistema S (e.g., SENAI, SENAC). If Sistema S vacancies are unavailable, options include public institutions or non-profit entities. Priority for apprenticeship contracts is given to young individuals aged 14 to 18, with exceptions for insalubrious or dangerous activities without mitigation, or when legally required or deemed incompatible with adolescents.

The law also specifies several categories of establishments for which hiring apprentices is optional rather than mandatory. These include establishments with fewer than seven employees wishing to hire one apprentice, micro-enterprises, non-profit entities with ongoing apprenticeship classes, tele-service companies where at least 40% of employees are up to 24 years old, public bodies operating under a statutory regime, and rural individual employers. These exemptions aim to provide flexibility for smaller entities and specific sectors.

Socio-Economic Context and Rationale

Deputy Flávia Morais underscored the critical importance of apprenticeship in stimulating education, facilitating labor market integration, and combating child labor. She cited 2023 data from the Brazilian Institute of Geography and Statistics (IBGE), which indicated that 22.3% of Brazilians aged 15 to 29 are classified as NEET (Not in Education, Employment, or Training), with a disproportionate impact on black and white women. This statistic highlights the urgent need for policies that address youth disengagement from both education and the workforce. The President of the Chamber, Hugo Motta (Republicanos-PB), affirmed that the approval strengthens the young apprentice program and reflects effective political articulation in favor of Brazilian youth, signaling a legislative commitment to addressing structural unemployment challenges.