Brazil’s Law No. 15,377, dated April 2, 2026, amended the Consolidated Labor Laws (CLT) to impose on companies an express duty to provide information on, and promote awareness initiatives related to, official vaccination campaigns, human papillomavirus (HPV), and breast, cervical, and prostate cancers, in addition to reinforcing the obligation to actively communicate the possibility of paid leave for preventive screenings.
The main change introduced by the law was the inclusion of Article 169-A in the CLT. The provision establishes that companies must provide their employees with information on official vaccination campaigns, HPV, and the cancers, in accordance with the guidelines and recommendations of the Ministry of Health and requires employers to promote proactive awareness initiatives and guide employees on accessing diagnostic services. In practice, the text suggests a more structured corporate approach than the simple, one-off dissemination of press releases, requiring that communication be accompanied by awareness-raising initiatives and guidance on diagnostic pathways.
The sole paragraph of the new Article 169-A further provides that employers must inform employees of their right to take time off work to undergo preventive screenings for HPV and the cancers without loss of pay, “pursuant to subparagraph XII of Article 473” of the CLT. In addition, Law No. 15,377/2026 added Paragraph 3 to Article 473 of the CLT to expressly reinforce that an employer must inform the employee of the possibility of taking leave to undergo preventive HPV and cancer screenings, as referenced in item XII of the same article.
Subsection XII of Article 473 of the CLT provides for absence from work, without loss of pay, for up to three days in every twelve months of work in the case of undergoing preventive cancer screenings, upon presentation of proof. By referring to this provision, Law No. 15,377/2026 reinforces that the employer’s obligation is not limited to allowing absence under the terms already provided for in the CLT but also requires proactive communication to employees regarding this right, including in the context of prevention measures related to HPV.
The law took effect on the date of its publication, and the text itself indicates that publication in the Federal Official Gazette occurred on April 6, 2026, without providing for an adjustment period.
In this context, it is recommended that companies take immediate steps to demonstrate compliance, including internal procedures that demonstrate: (i) the provision of up-to-date information in line with the guidelines of the Ministry of Health; (ii) the implementation of awareness-raising initiatives; and (iii) guidance on access to diagnostic services, as well as the review of HR communications and policies to ensure that employees are clearly informed about conditions, time limits, and documentation requirements related to paid leave, as applicable.
The Employment & Benefits practice of Tauil & Chequer Advogados in association with Mayer Brown remains available to clarify any questions on the matter.
*This content was produced with the participation of law clerk Giulia Paiva.
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