Deadline to release salary transparency report ends this Wednesday

More than 54,000 companies with 100 or more employees have until this Wednesday, the 15th, to publish the Salary Transparency and Remuneration Criteria Report on their institutional channels, such as their website, social media, or other means of broad visibility for employees and the general public.

The deadline, which was due to end on September 30, was extended by the Ministry of Labor and Employment (MTE), after identifying inconsistencies in some of the results obtained.

The report's disclosure is mandatory, as provided for in Law No. 14.611/2023, which promotes equal pay for women and men performing the same functions. In Brazil, equal pay has been guaranteed by the Consolidation of Labor Laws (CLT) since 1943, but it is not enforced in several sectors.

Failure to disclose the report may result in sanctions against 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 oversees compliance with this requirement. The third edition of the report recorded that 217 companies were inspected, and 90 of them were fined for failing to make the report available in a visible location.

Reports

The data provided by companies in the Annual Social Information Report (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 biannually.

The fourth edition of the individual report can now be accessed by employers on the Emprega Brasil portal , federal government, with a Gov.br platform login.

The general data for 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, the wage inequality between women and men will not yet show a significant reduction, highlighting the importance of the continuity and strengthening of public policies aimed at promoting equality in the world of work," said the MTE in a statement.

Last edition

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 pay 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.

Equal pay

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 ensure this equality and develop diversity and inclusion initiatives that combat the barriers that hinder women's professional growth, such as:

• monitoring of discriminatory practices;
• creation of channels for reporting salary discrimination;
• promoting diversity and inclusion programs in the workplace;
• encouragement of women's training.

Worldwide, 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.”