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Meet Brazil's disability employment quota — with a local partner your HQ can trust
Brazilian Law 8,213/91 requires companies with 100+ employees to fill 2–5% of roles with people with disabilities. Missing it means labor-court exposure and fines for every unfilled seat. Since 2006, PCD Online has connected employers to the country's largest disabled-talent pool.
- Law 8,213/91
- Audit-ready evidence
- LGPD-compliant
Talk to our compliance team
Written from 20 years of hands-on experience in disability recruitment in Brazil and deep expertise in the quota law (Law 8,213/91).
For multinationals operating in Brazil, the disability employment quota is a local legal obligation that global teams rarely see coming — until an audit or a labor-court notification makes it urgent.
The Brazilian quota law (Lei de Cotas, Law 8,213/91) requires companies with 100 or more employees to reserve 2% to 5% of their positions for people with disabilities or workers rehabilitated by the social-security system (INSS). Enforcement by the Labor Prosecutor's Office (MPT) has intensified, and penalties apply per unfilled seat.
PCD Online is Brazil's reference in disability recruitment, connecting employers to one of the country's largest talent pools — over 150,000 registered professionals and more than 87,000 candidates with an up-to-date medical certification (laudo).
Since 2006, when we launched Brazil's first job board for people with disabilities, we have supported companies of every size — national and multinational — with technology, specialized recruitment and quota-law advisory.
150k+
PwD résumés
87k+
with medical certification
2,300+
employers served
20 yrs
since 2006
The compliance risk you can't ignore
Under Law 8,213/91, falling short of your quota exposes your Brazilian operation to:
- Fines applied per unfilled disabled-worker position, adjusted every year
- Investigations and notifications from the Labor Prosecutor's Office (MPT)
- Conduct Adjustment Agreements (TAC) and public civil lawsuits
- Reputational and ESG impact with clients, investors and public tenders
- Pressure at audit time to prove a good-faith recruitment effort
What PCD Online handles for your Brazil operation
A complete solution to reach — and sustain — your disability quota.
Active sourcing & shortlist
Our team runs targeted recruitment to find candidates who match the technical and behavioral profile of each role.
Audit-ready evidence
Documentation that demonstrates a good-faith effort to the labor authority (MPT), reducing your exposure at inspection time.
Medical certification (laudo) support
Guidance and support on technical assessment and certification through our network — so a scope gap never stalls a hire.
Quota-law advisory
Orientation on the mandatory percentage, documentation and best practices for representation and compliance.
English-speaking account team
One point of contact for your global HQ, with LGPD-compliant handling of sensitive data throughout.
Beyond a job board — a managed compliance partner
Global teams choose PCD Online because inclusion in Brazil is more than posting a vacancy:
- A single, accountable partner for quota compliance across your Brazilian sites
- Local expertise your HQ doesn't have to build in-house
- A managed process — not just access to a database
- Support that scales from one site to your whole LATAM footprint
- Stronger employer brand and ESG positioning
Brazil's disability employment quota: the law and the numbers
Law 8,213/91 requires companies with 100 or more employees in Brazil to reserve between 2% and 5% of their roles for people with disabilities or workers rehabilitated by the social-security system (INSS).
The required percentage rises with headcount: 2% up to 200 employees, 3% up to 500, 4% up to 1,000, and 5% above 1,000.
In 2024, people with disabilities held 1.30% of Brazil's formal jobs, up from 1.29% in 2023 — while the quota asks every company with 100 or more employees to fill 2% to 5% of its positions (source: RAIS 2024, Brazilian Ministry of Labor and Employment).
Companies that miss the threshold can face inspections, fines per unfilled seat and other administrative measures. Partnering with a specialized disability-recruitment firm reduces risk and accelerates compliance.
If you know the ADA, Brazil works differently
In the United States, the Americans with Disabilities Act (ADA) prohibits disability discrimination and requires reasonable accommodation from employers with 15 or more employees. It does not set a hiring quota.
Section 503 of the Rehabilitation Act goes further for federal contractors, with a 7% utilization goal for qualified individuals with disabilities. It is explicitly a goal, not a quota: falling short is not, by itself, a violation.
Brazil's Law 8,213/91 is a different kind of rule. Companies with 100 or more employees must fill 2% to 5% of their positions with people with disabilities or rehabilitated workers, and labor inspectors can fine each unfilled seat.
That is why a policy built for the ADA — non-discrimination plus accommodation — is not enough for a Brazilian operation. It takes an active hiring pipeline, documented evidence of every hire and a local partner who knows how inspections work.
Part of the PCD Online group
PCD Online is the parent brand of a group dedicated to the inclusion of people with disabilities in Brazil since 2006: disability recruitment, digital accessibility (STDI), diversity consulting and training (SERPcD), and specialized media.
That means your Brazilian operation can go beyond hiring — from digital accessibility compliance (LBI / WCAG 2.2) to inclusive-culture training — with a single, experienced partner.
Free estimate · 30 seconds
Estimate your quota-law exposure in Brazil
Enter your headcount in Brazil to see the disability quota you must meet (Law 8,213/91, art. 93) and the potential fine exposure for every unfilled seat.
Enter your headcount to see the result.
| Employees | Minimum quota |
|---|---|
| 100 to 200 | 2% |
| 201 to 500 | 3% |
| 501 to 1,000 | 4% |
| 1,001 or more | 5% |
Indicative estimate for planning only — confirm with your legal/HR team. Fine figures are the 2026 values (adjusted annually); USD is an approximate conversion at R$ 5.40/US$. Official source.
Trusted by teams operating in Brazil
A few of the organizations that rely on PCD Online for inclusive recruitment in Brazil.
What clients say
"We cut the time to fill our PwD roles and organized the documentation required at inspection."
"The platform gave us reach to candidates we couldn't find on generic job boards."
"The quota-law support gave our compliance team real legal peace of mind."
Frequently asked questions
Any company with 100 or more employees in Brazil must reserve 2% to 5% of its positions for people with disabilities or INSS-rehabilitated workers, under Law 8,213/91.
Non-compliance can lead to inspections and fines applied per unfilled disabled-worker position, adjusted annually, plus possible Conduct Adjustment Agreements (TAC) and public civil lawsuits.
Yes. We help build and organize audit-ready evidence of a good-faith recruitment effort, which is central to your defense before the Labor Prosecutor's Office (MPT).
Our platform focuses on recruitment, and we provide guidance and support on technical assessment and certification (laudo) through our specialist network, so a scope gap never stalls a hire.
Yes. Our coverage is nationwide and supports employers in any Brazilian state, from a single site to a large multi-site operation.
Engagements are tailored to your structure — whether contracted locally by your Brazilian entity or centrally by your headquarters. Talk to our team about the best setup.
Turn a Brazilian legal obligation into a managed, low-risk process
PCD Online combines technology, specialized recruitment and quota-law advisory to help your Brazilian operation reach its disability quota, reduce legal exposure and strengthen your diversity and inclusion goals.
Talk to our compliance team[email protected] · WhatsApp (11) 96058-3530
Also hiring in the United States? Meet ADA & Section 503 requirements with PwD Compliance →
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