Brazil: New Employer Obligations on Vaccination Awareness and Preventive Health Leave

Law No. 15,377/2026 published on 2 April 2026, introduced new statutory obligations for employers in connection with workplace health promotion and preventive care. The legislation amends the Labour Code and reinforces the role of companies in disseminating health-related information to their employees.

Under the new framework, employers are required to provide workers with official information regarding public vaccination campaigns, with particular emphasis on Human Papillomavirus (HPV) and cancers of the breast, cervix, and prostate. Beyond passive disclosure, the law expressly requires employers to promote awareness initiatives within the workplace, ensuring that all communications are aligned with the recommendations issued by the Ministry of Health, including guidance on access to preventive and diagnostic healthcare services.

To formalise these obligations, the Labour Code now includes article 169-A and single paragraph, which establishes the duty of employers not only to disclose relevant health information but also to actively engage in awareness‑raising actions among their workforce and requires employers to formally inform their employees of its’ entitlement to paid leave for preventive healthcare purposes. This amendment reflects a broader legislative trend towards preventive health policies and enhanced social responsibility in employment relationships.

In addition to the information and awareness requirements for the employer, Law No. 15,377/2026 also amends article 473 of the Labour Code to secure employees’ right to be absent from work for up to three days within each 12‑month period to undergo preventive medical examinations related to the covered conditions. Such absences must be granted without any salary reduction, if presented a valid medical certificate.

All these alterations reinforce transparency and places an additional compliance burden on companies to ensure that health-related rights are clearly communicated and effectively implemented. Although the new law does not impose direct healthcare or vaccination costs on employers, it does require adjustments to internal policies, communication practices and compliance controls.

Key Action Points for Human Resources and In-House Counsel

• Review and update internal policies and codes of conduct to reflect the new health awareness obligations.
• Establish structured communication programmes aligned with Ministry of Health guidelines on vaccination and preventive care.
• Train HR teams and managers on the new requirements introduced by articles 169-A and 473 of the Labour Code.
• Monitor compliance to minimise regulatory, labour and reputational risks.