{"id":19769,"date":"2024-08-08T21:28:02","date_gmt":"2024-08-09T00:28:02","guid":{"rendered":"https:\/\/www.pnst.com.br\/uncategorized\/quotas-para-pessoas-com-deficiencia-e-encerramento-do-contrato-de-trabalho\/"},"modified":"2024-08-08T22:39:33","modified_gmt":"2024-08-09T01:39:33","slug":"quotas-for-persons-with-disabilities-and-employment-contract-termination","status":"publish","type":"post","link":"https:\/\/www.pnst.com.br\/en\/articles\/labor-consulting-and-litigation\/quotas-for-persons-with-disabilities-and-employment-contract-termination\/","title":{"rendered":"Quotas for Persons with Disabilities and Employment Contract Termination"},"content":{"rendered":"\n<p>Brazil\u2019s Federal Constitution grants legal protection for workers with disabilities and prohibits discrimination of wage and admission criteria on employment opportunities<sup>[1]<\/sup>.<br><br>One of the rights granted by Brazil\u2019s legal system for disabled workers is the quota scheme, which, according to a report from the International Labour Organization (ILO), consists in \u201cone of the most frequently used policy measures to promote work opportunities for persons with disabilities\u201d<sup>[2]<\/sup>.<br><br>The same report tells that the quota scheme was conceived in the early 1920s as an affirmative action to provide employment for people who became disabled in the context of the First World War. After the Second World War, quotas were gradually extended from its initial range of protection for people with physical disabilities to include intellectual and psychosocial disabilities as well.<br><br>In Brazil\u2019s legal scenario, the quota scheme was instituted by Federal Bill n\u00ba 8.213\/1991, which regulates the Social Security System. Article 93 of that statute determines that employers with one hundred or more employees are obliged to grant 2% to 5% of quotas, according to the following criteria:<\/p>\n\n\n\n<style>\nfigure.tabela1 table { margin-left:auto; margin-right:auto; width: 60%;}\n<\/style>\n\n\n\n<figure class=\"wp-block-table tabela1\"><table><tbody><tr><td>Total of employees<\/td><td>Percentage of quotas<\/td><\/tr><tr><td>&gt; 100 e &lt;= 200<\/td><td>2%<\/td><\/tr><tr><td>&gt; 200 e &lt;= 500<\/td><td>3%<\/td><\/tr><tr><td>&gt; 500 e &lt;= 1.000<\/td><td>4%<\/td><\/tr><tr><td>&gt; 1.000<\/td><td>5%<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>In comparative terms, countries such as France and Germany instituted a greater percentage of quotas for employers with proportionally lesser employees, as can be seen in the following table<sup>[3]<\/sup>:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td>Country<\/td><td>Quota&nbsp;%<\/td><td>Employer threshold<\/td><\/tr><tr><td>Brazil<\/td><td>2-5%<\/td><td>Private sector employers with over one hundred employees<\/td><\/tr><tr><td>France<\/td><td>6%<\/td><td>Public and private employers with more than twenty employees<\/td><\/tr><tr><td>Germany<\/td><td>5%<\/td><td>All employers with twenty workers and more<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Back to Brazil\u2019s legal scenario, to maintain the minimal percentage of quotas, the termination of an employment contract of a worker with disability must only occur after the admission of another. However, if the quotas implemented are already superior to the legally required percentage, would the termination of one\u2019s contract still depend on the hiring of a new employee?<br><br>For example, if a given company has a total of two hundred employees, 2 percent, or four vacancies in total, must be reserved for people with disabilities. But if already six vacancies are fulfilled, would the employer have to hire a new employee with disability to substitute the one whose contract was terminated?<br><br>The current doctrinal perspective of Brazil\u2019s Superior Labour Court (Tribunal Superior do Trabalho \u2013 TST) gives a negative answer to that question.<br><br>According to case law decisions from the TST, compliance with the affirmative action contained in the Article 93 Section 1 of Brazil\u2019s Social Security System Statute is obtained by only preserving the minimal number of vacancies. If the number of employees with disabilities is already superior to the quota, the employer is not obliged to substitute an employment contract for another.<br><br>The criteria for compliance with the legal provision under analysis is purely quantitative. Also, the admittance of a new employee does not have to be for the same position of the one whose contract was terminated, neither their jobs must be qualitatively equivalent.<br><br>In sum, the current doctrinal perspective of Brazil\u2019s Superior Labour Court on the quota legislation is aimed to conciliate social protection with business efficiency, as it grants quotas without undermining the private sector\u2019s autonomy to decide how to structure its human resources. And considering that Brazil\u2019s quota legislation is less rigid in comparison with the others, this could be seen as a business opportunity to explore different scenarios.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity is-style-wide\"\/>\n\n\n\n<p class=\"has-small-font-size\"><sup>[1]<\/sup> Constitui\u00e7\u00e3o da Rep\u00fablica Federativa do Brasil de 1988. Art. 7\u00ba S\u00e3o direitos dos trabalhadores urbanos e rurais, al\u00e9m de outros que visem \u00e0 melhoria de sua condi\u00e7\u00e3o social: [&#8230;] XXI &#8211; proibi\u00e7\u00e3o de qualquer discrimina\u00e7\u00e3o no tocante a sal\u00e1rio e crit\u00e9rios de admiss\u00e3o do trabalhador portador de defici\u00eancia. <br><br><sup>[2]<\/sup> <a href=\"https:\/\/us13.mailchimp.com\/mctx\/clicks?url=https%3A%2F%2Fwww.ilo.org%2Fpublications%2Fpromoting-employment-opportunities-people-disabilities-quota-schemes-vol-1-1&amp;xid=646855ab02&amp;uid=56821285&amp;iid=122df0efec&amp;pool=cts&amp;v=2&amp;c=1723154178&amp;h=2c2b137ab889390862d0027835afcc460f6eff09f5d2fc9d549f9ce3c594ca04\">Promoting Employment Opportunities for People with Disabilities: Quota Schemes (Vol. 1) | International Labour Organization<\/a>. International Labour Organization, 2019.<br><br><sup>[3]<\/sup> Information extracted from: <a href=\"https:\/\/us13.mailchimp.com\/mctx\/clicks?url=https%3A%2F%2Fwww.ilo.org%2Fmedia%2F403866%2Fdownload&amp;xid=646855ab02&amp;uid=56821285&amp;iid=122df0efec&amp;pool=cts&amp;v=2&amp;c=1723154178&amp;h=fcad030a37d6151d6950c3ee6794efa7618214550e51532f3e2f598bb9576fe5\">Promoting Employment Opportunities for People with Disabilities<\/a>. Vol.2. International Labour Organization, 2019.<\/p>\n\n\n<br>\r\n<em><strong><a href=\"https:\/\/www.pnst.com.br\/en\/profile\/luccas-miranda-machado-de-melo-mendonca\/\">Luccas Miranda Machado de Melo Mendon\u00e7a<\/a><\/strong> is associate at Pacheco Neto Sanden Teisseire Advogados.\r\n<\/em>\n","protected":false},"excerpt":{"rendered":"<p>Brazil\u2019s Federal Constitution grants legal protection for workers with disabilities and prohibits discrimination of wage and admission criteria on employment opportunities[1]. One of the rights granted by Brazil\u2019s legal system for disabled workers is the quota scheme, which, according to a report from the International Labour Organization (ILO), consists in \u201cone of the most frequently [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":19754,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","_joinchat":[],"footnotes":""},"categories":[43],"tags":[],"class_list":{"0":"post-19769","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-labor-consulting-and-litigation","8":"entry"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Quotas for Persons with Disabilities and Employment Contract Termination - PNST<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.pnst.com.br\/en\/articles\/labor-consulting-and-litigation\/quotas-for-persons-with-disabilities-and-employment-contract-termination\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Quotas for Persons with Disabilities and Employment Contract Termination - PNST\" \/>\n<meta property=\"og:description\" content=\"Brazil\u2019s Federal Constitution grants legal protection for workers with disabilities and prohibits discrimination of wage and admission criteria on employment opportunities[1]. 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