The labor regularization process seeks to align a company’s situation regarding its personnel by complying with the legal and contractual requirements associated with workforce management.
Avoid penalties from the Ministry of Labor.
Resolution of conflicts with labor unions.
Avoid labor lawsuits.
Safeguard the company’s reputation.
Improve workplace climate.
Employee loyalty and retention.
Unregistered employment relationships.
Incorrect employment classification.
Creation and/or correction of contracts and employee files.
Inclusion in mandatory coverage (SCVO-SVO).
Regularization in payroll settlement.
Avoid fines and penalties
Possibility of regularizing without labor conflict
Improved corporate image
Order in internal management
Access to credits and benefits
Clear rules for staff / Employee loyalty
A thorough analysis of the company’s current situation is carried out, identifying unregistered employees and pending legal aspects. This allows the creation of an action plan tailored to the organization’s specific needs.
Regularization of undeclared employees
Drafting of contracts
Early registrations
Categorization
Updating employee files and mandatory coverage
Adjusting salaries and social contributions is essential to comply with current regulations. This includes reviewing wages, collective bargaining agreements, applicable laws, and the regularization of social security contributions.
Effective internal processes are developed and implemented for time tracking and occupational risk management. This ensures compliance with legal requirements and improves operational efficiency.
Transparent communication is key to building trust with the client and employees. Informing each step of the labor regularization process ensures the importance and benefits are understood.
Ensuring the client that their information will be handled with the highest confidentiality is essential. This is achieved by reinforcing privacy policies and offering proper solutions to manage sensitive data, thereby protecting their peace of mind.