Law 14457/22 institutes the Emprega + Mulheres Program
On 09.21st.2022 was sanctioned the Law No. 14,457which creates the Emprega + Mulheres Program, instituted by means of Provisional Measure (MP) 1.116/22. The initiative aims to encourage means to insert and maintain women in the labor market, implementing measures to support parenthood in early childhood, make the work regime more flexible to support parenthood, qualify women in strategic areas for professional advancement, support women's return to work after maternity leave, recognize good practices in promoting women's employability, as well as by modernizing the rules for professional apprenticeships provided for in the Consolidation of Labor Laws - CLL.
Among the changes brought by Law 14.457/22 the following items stand out:
Employers must prioritize telecommuting jobs for employees with children, stepchildren, or children under legal custody aged up to six years old or disabled (in this case there is no age limit).
Flexibility of the work and vacation schedules, as long as with the express authorization of the male and female employees, aiming to promote the conciliation between work and caring for children, stepchildren or person under their custody up to 6 years old or with disabilities, observing the following:
Individual vacations can be granted in advance even if the accrual period has not yet elapsed;
Part-time regime, in accordance with article 58-A of the CLL;
Special regime of work day compensation by means of a time bank;
Possibility of working 12×36 hours;
Flexible check-in and check-out times, within the daily working hours.
Suspension of the labor contract to encourage the qualification of women to participate in a professional qualification course/program offered by the employer, and during the period of suspension of the labor contract, the employee will be entitled to the professional qualification scholarship, and the employer may also grant the employee a monthly compensatory allowance, without a salary nature.
Suspension of the work contract of employees whose spouse/partner has finished the maternity leave period to provide care, monitor development and establish ties with the children and support the return to work of their spouse or partner, through a professional qualification scholarship and possible granting by the employer of a monthly compensatory allowance, without a salary nature.
Also, in relation to the Citizen Company Program, the option to reduce the working hours by 50%, for a period of 120 days, has been added.
To support parenthood in early childhood, employers are authorized to adopt the benefit of day-care reimbursement. Such benefit does not have a salary nature and is not incorporated into the compensation for any purpose.
The employer's duties are:
Give wide disclosure to its employees about the possibility of supporting the return to work of their wives or partners after the end of the maternity leave period;
Provide guidance on the procedures required to sign an individual agreement to suspend the employment contract with qualification; and
Promote periodic awareness actions on responsive and equal parenting to drive adoption of the measure by its employees.
The deadline for adopting the measures provided for in Article 23 is 180 days after Law 14457/22 comes into force.
Nas sociedades anônimas, a figura do acionista controlador desempenha papel central na definição dos rumos estratégicos da companhia. Detentor do poder de eleger a maioria dos administradores e de influenciar as deliberações sociais, esse acionista possui uma posição de destaque que, embora legítima, deve ser exercida dentro dos limites legais e em consonância com os […]
In a recent decision, the Third Panel of the Superior Court of Justice (STJ) upheld the extrajudicial exclusion of a partner based on a private instrument signed by all members of the company, even without registration with the Board of Trade.[1]
In the case under review, after the company's formation and registration, the partners signed a document called a "statute," [...]
The Supreme Federal Court (STF) has decided to suspend, nationwide, all legal proceedings that question the legality of service provision contracts, commonly known as “pejotização”. The decision, issued by Justice Gilmar Mendes, aims to standardize the interpretation on the matter and ensure legal certainty. The STF recognized the general repercussion of the issue when it […]
Uma importante decisão proferida recentemente pelo Supremo Tribunal Federal (STF), a partir de atuação da equipe trabalhista Cesar Peres Dulac Müller Advogados, trouxe novamente à tona a relevância da observância aos precedentes vinculantes da Corte em matéria trabalhista, especialmente quanto à licitude de formas alternativas de contratação, como a prestação de serviços por pessoa jurídica — prática […]
The annual holding of the Ordinary General Meeting (OGM) for the accountability of the administrators is a legal requirement provided for in Law No. 6,404/1976 (Brazilian Corporations Law), specifically in Articles 132 and following. This provision establishes that the OGM must take place within the first four (4) months following the end of the fiscal year, usually by […]
The Full Bench of the Superior Labor Court, in a session held this Monday (24), established legal theses on new topics, as part of a procedure to reaffirm its jurisprudence. These are matters that, as they are already settled, were submitted to the repetitive appeals procedure to define a binding legal thesis. The establishment of qualified precedents has a direct impact […]
This website uses cookies to improve your experience as you browse the website. Cookies that are categorized as necessary are stored in your browser as they are essential for the basic functionality of the website to function. We also use third-party cookies, which help us analyze and understand how you use this website. Cookies will be stored on your browser only with your consent. You also have the option to opt out of cookies. However, disabling some cookies may affect your browsing experience.
Functional cookies help in performing certain functionality such as sharing website content on social media platforms, collecting feedback and other third-party features.
Analytical cookies are used to understand how visitors interact with the website. These cookies help provide information about the metrics of the number of visitors, bounce rate, traffic source, etc.
Advertising cookies are used to provide visitors with relevant advertisements and marketing campaigns. These cookies track visitors to websites and collect information to deliver personalized advertisements.
Necessary cookies are those that are absolutely essential for the proper functioning of the website. These cookies guarantee basic functionality and security features of the website, anonymously.