Brazil workplace adjustments requirements

Coverage & definitions

The Statute of Persons with Disabilities (Law 13.146/2015) covers any public or private employer in Brazil. There is no employer-size threshold—organizations of all scales must comply (Art. 28). The law protects individuals with long-term physical, mental, intellectual or sensory impairments. Under Art. 3, a “person with disability” is someone who faces barriers in social participation due to these impairments. “Workplace adjustments” means any modification or support that removes obstacles and allows equal access to work.

Workplace adjustments duties

Under Law 13.146/2015 (Arts. 28–29), employers must provide workplace adjustments tailored to an employee’s needs. Common measures include ergonomic workstations, assistive software, sign-language interpreters and flexible scheduling. Companies must also adapt recruitment materials and job descriptions. Training for managers and staff on disability awareness is another key obligation.

Interactive process & timelines

Employees or candidates may request workplace adjustments verbally or in writing. While the statute does not stipulate a fixed deadline, best practice is to respond within 30 days. Employers can request supporting medical or occupational health documents but should avoid overly burdensome procedures. Collaboration with the individual to identify effective solutions is recommended at each step.

Enforcement & penalties

Complaints about non-compliance can be filed with the Ministry of Human Rights or through local labour courts. Administrative sanctions include fines and public warnings. Courts may order back pay, reinstatement or formal agreements. Repeated violations can lead to higher penalties under the Consolidation of Labour Laws (CLT).

How Disclo simplifies Brazil workplace adjustments compliance

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Practical tips for employers

• Keep a simple request form and make it available online. Clear guidance helps employees know exactly how to ask for workplace adjustments.
• Train HR and line managers on disability etiquette. Small awareness sessions reduce misunderstandings and foster an inclusive culture.
• Document each interaction, from the initial request to the final implementation. A clear paper trail protects both the employee and the employer in case of disputes.
• Avoid one-size-fits-all solutions. Every individual’s needs differ. Tailor adjustments by involving the employee and, if needed, an occupational therapist.

This guide is provided for general informational purposes only and does not constitute legal advice. Employment laws change frequently and vary by jurisdiction. Consult qualified employment counsel before acting on any information here. Last reviewed: September 2026.