The hiring of refugees by Brazilian companies

The hiring of refugees by Brazilian companies still raises many questions, even in a scenario in which refugees are increasingly entering the Brazilian job market.

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Refugees in Brazil

According to a report by the United Nations High Commissioner for Refugees (UNHCR), the number of refugees has grown exponentially in recent years. By the end of 2018, more than 70.8 million people had been displaced from countries due to persecution, conflict, or war. Of these, a small percentage (0.013%) chose Brazil as their new home.

Although this number is small, thousands of new people are entering Brazilian territory. And, indeed, these people need to integrate into Brazilian society and the job market. Brazil offers numerous opportunities and a vast territory, but there are still many questions about how to hire refugees, whether it is a bureaucratic process, and whether it is worthwhile.

Recruitment of Refugees and Brazil in the Global Compact for Migration

In 2018, the Global Compact on Migration was signed in Morocco to facilitate the integration of refugees into local labor markets. A total of 164 countries signed the pact, committing to cooperate with these immigrants in their countries.

Brazil initially signed the pact during the Temer administration. However, after President Bolsonaro took office, the government withdrew from it. This pact requires cooperation between the government and private companies to improve the situation. Now, with President Luiz Inácio Lula da Silva, the projections are favorable.

However, Brazil has several programs to assist refugees in the labor market. One of the programs is called the Refugee Relocation Support Program (PARR), as well as others that facilitate this communication. Furthermore, Brazil guarantees refugees all human and labor rights, allowing them to obtain a work permit and social security card, which allows them to work legally in the country.

Hiring Refugees: Expectations and Hiring Platforms

Due to cultural differences, there are always questions about refugees’ education, whether they know the language, or whether they will adapt to Brazilian work culture. However, data collected by PARR shows that over 50% of refugees have completed high school and 25.1% have attended university. This survey was conducted with a sample of 2,000 people.

There are specific platforms for hiring refugees, such as:

• PARR;
• Companies with Refugees;
• Estou Refugiado;
• Refugio Brasil;
• UNHCR;
• Among others.

How to hire refugees in Brazil?

Refugees wishing to work for a Brazilian company must obtain their National Foreigner Registry (RNE), which is equivalent to the General Registry for Brazilian citizens. The RNE is granted only to those who have been accepted and recognized as refugees.

It’s important to understand that not all applications are accepted by the Government. For example, in 2017, the government received over 33,000 applications, but only around 10,000 were recognized.

After obtaining the RNE, refugees must obtain a Foreigner Identity Card (CIE), CPF, CTPS, and some form of travel document. With these documents in hand, refugees can begin the hiring process at any Brazilian company. They will go through the same processes as Brazilian citizens, in which diplomas or certificates may be requested to ensure the accuracy of information, such as education or language level.

There’s no excessive bureaucracy, nor is there any difference between hiring a refugee and a normal individual in Brazil— despite what many believe there is.

What often happens is that refugees arrive in Brazil and don’t request the necessary documentation and end up in informal employment—often starting businesses in Brazil, but without the necessary documentation to legalize their status.

What are the advantages and disadvantages of hiring a refugee?

Hiring a refugee generates positive value for the company, as it is an inclusive approach that demonstrates good practices and social responsibility. Furthermore, as they seek a new life in a new place, they typically demonstrate a high level of motivation and effort within companies to demonstrate their capabilities.

Many of these immigrants have specialized training, postgraduate degrees, and speak other languages. Many are specialized professionals. In addition to cultural diversity, it enriches the work environment and promotes greater engagement among company employees.

With the economic openness that Brazil is beginning to experience, a foreigner can bring business opportunities with their country of origin and other countries with the same language. Brazilian companies previously had no access to due to the language barrier.

Usually, the disadvantage is more associated with the prejudice of people who fear that foreigners will “take” their job openings or that they are not professionally prepared because they live in underdeveloped countries, which is not true. Another point of contention is people’s lack of knowledge, believing the hiring process to be bureaucratic, when it’s quite the opposite.

If you have any questions about how to initiate the refugee visa process with the Federal Police or the hiring process, please contact one of our consultants. We are available to answer any questions you may have.

If you would like legal assistance from our team, please send us a message on WhatsApp.