Brazil has officially approved one of its most significant labor reforms in recent decades. On October 16, 2026, the Brazilian National Congress promulgated Constitutional Amendment 141/2026, ending the traditional 6×1 work schedule and establishing a new framework for weekly working hours and paid rest days.
The reform replaces the standard arrangement of six working days followed by one rest day with a model providing five working days and two paid weekly rest days, subject to the flexibility permitted by the new legislation.
It also introduces a gradual reduction in maximum weekly working hours, from 44 to 40 hours, without any reduction in employee salaries.
For international employers operating in Brazil, these changes have direct implications for workforce planning, employment contracts, payroll administration, and labor costs.
This guide explains what the end of the 6×1 work schedule means, when the new rules take effect, and how companies can prepare for the transition.
What Is the 6x1 Work Schedule in Brazil?
Brazil’s Federal Constitution established a general maximum of eight working hours per day and 44 hours per week, alongside a weekly paid rest period, preferably on Sundays. Under this framework, a typical 6×1 schedule, known in Portuguese as escala 6×1, could involve six working days of approximately seven hours and twenty minutes each, totaling 44 hours per week.
However, the traditional 6×1 model offered employees only one regular day off each week, raising questions about work-life balance, employee well-being, and the organization of working time.
The reform addresses these concerns by establishing two paid weekly rest days and progressively reducing the maximum number of working hours.
To better understand Brazil’s working-hour regulations, including daily and weekly limits, overtime compensation, rest periods, and different employment arrangements, explore our comprehensive guide to Working Time in Brazil. It provides additional context on the country’s labor framework and the rules international employers must consider when managing employees in Brazil.
Compliant hiring, payroll and HR support, with local experts in every country.
What Changes with the End of the 6x1 Work Schedule?
Constitutional Amendment 141/2026 changes two fundamental aspects of working time in Brazil: the number of weekly rest days and the maximum weekly working hours.
The most visible change is the introduction of two paid weekly rest days, replacing the traditional model based on six working days and one day off.
The reform also establishes a progressive reduction in maximum weekly working hours, while expressly protecting employee remuneration.
When Will the New 5x2 Work Schedule Take Effect in Brazil?
Although Constitutional Amendment 141/2026 was promulgated on October 16, 2026, the changes to working hours and weekly rest follow a transition schedule.
The objective is to allow employers time to reorganize staffing, adjust employment arrangements, and prepare their payroll and time-tracking systems.
What Should Employers Do to Prepare for the End of the 6x1 Schedule?
For companies employing workers in Brazil, the transition requires more than changing the number of days employees attend work. Employers should begin by reviewing their existing working arrangements, identifying employees currently following 6×1 schedules or working more than 40 hours per week.
This assessment should cover employment contracts, internal policies, collective bargaining agreements, and actual working hours recorded through time-tracking systems.
Businesses should then evaluate whether their operational requirements can be maintained under the new schedule. For companies operating during weekends, this may involve introducing rotating shifts, redistributing responsibilities, or hiring additional employees to maintain service levels.
Payroll systems will also require attention. HR and payroll teams should review salary divisors, overtime calculations, working-hour records, and other remuneration components affected by the shorter working week.
For international employers without an established HR department in Brazil, the administrative impact may be particularly significant. Through its Employer of Record (EOR) and payroll services in Brazil, Europortage helps international companies manage employment contracts, statutory payroll obligations, working-time administration, and ongoing compliance with Brazilian labor requirements.
Working with an experienced local partner can help companies adapt their employment arrangements while maintaining continuity across their Brazilian operations.
Frequently asked questions
Has Brazil officially abolished the 6x1 work schedule?
Yes. On October 16, 2026, Brazil promulgated Constitutional Amendment 141/2026, establishing two paid weekly rest days and a gradual reduction in maximum weekly working hours. However, the implementation follows a transition period, with the first major changes taking effect on December 15, 2026.
When will the 40-hour workweek become mandatory in Brazil?
The maximum weekly working time will first decrease from 44 to 42 hours in December 2026. One year later, in December 2027, it will decrease to 40 hours. Employee salaries must remain unchanged as a result of these reductions.
Will employees receive two consecutive days off?
The reform establishes two paid weekly rest days, but it also permits certain scheduling and compensation arrangements. The two rest days will not necessarily be consecutive in every permitted arrangement. Employers must respect the applicable legal requirements, including the minimum rest frequency and any relevant collective bargaining provisions.
Can employers reduce salaries when weekly working hours decrease?
No. Constitutional Amendment 141/2026 expressly protects employee remuneration during the reduction in maximum working hours. Employers cannot proportionally reduce an employee’s contractual salary solely because the working week becomes shorter.
Will the reform increase employment costs in Brazil?
It may increase the cost of maintaining a given number of operating hours, especially for businesses that require continuous staffing. However, the impact will vary depending on existing working arrangements, workforce productivity, overtime requirements, and the need for additional employees. A reduction in weekly working hours does not automatically produce an equivalent percentage increase in total payroll expenditure.
Does the reform apply to remote employees in Brazil?
Remote employees covered by Brazilian working-time rules may also be affected by the new limits and rest requirements. However, the specific application depends on the employee’s contractual arrangement, the applicable provisions of the Brazilian Labor Code, and any statutory exceptions. Employers should review remote-working contracts individually.