The enactment of Constitutional Amendment No. 141/2026 introduced one of the most significant recent changes to labor relations in Brazil by amending Article 7 of the Federal Constitution to progressively reduce the maximum weekly working hours and extend the period of paid weekly rest.
While public debate has largely focused on the so-called "6x1 work schedule" (six consecutive working days followed by one day off), the reform goes far beyond that specific arrangement and has the potential to affect workforce organization across multiple sectors of the economy.
More than a simple reduction in working hours, the new constitutional framework will require companies to review work schedules, shift arrangements, collective bargaining instruments, and internal procedures currently in place.
What Changes in Practice?
The amendment preserves the constitutional limit of eight working hours per day, while establishing a gradual reduction of the maximum weekly working time to 40 hours, maintaining the possibility of working-time compensation through collective bargaining agreements or collective labor conventions.
In addition, employees will now be entitled to two paid weekly rest days, one of which should preferably fall on a Sunday.
Another relevant aspect is that the reduction in working hours must occur without any reduction in salary, including statutory and collectively negotiated wage floors.
The new rules will also apply to existing employment contracts, making it essential for employers to assess their operational and legal implications.
Gradual Implementation
Constitutional Amendment No. 141/2026 establishes a transition period to allow businesses to adapt.
The implementation schedule is as follows:
- Two months after the publication of the amendment, the maximum weekly working time will be reduced to 42 hours.
- One year after this first phase, the limit will be further reduced to 40 hours per week.
The gradual implementation reflects the constitutional legislator's intention to provide organizations across different industries with sufficient time to adjust their operational models.
The Role of Collective Bargaining
During the transition period, collective bargaining agreements and collective labor conventions will continue to play a significant role in the organization of working time.
The amendment expressly allows collective instruments to regulate the distribution of daily working hours and shift arrangements, provided that constitutional limits and the minimum rest periods established under the new constitutional framework are respected.
It is also important to note that collective bargaining provisions that are incompatible with the amendment will cease to be effective once the constitutional transition period expires.
Are There Special Rules?
Yes.
The constitutional text establishes specific treatment for certain situations, including:
- Employees holding higher education degrees and earning compensation at the threshold established by the amendment itself;
- Administrative contracts involving direct labor services;
- Individual Microentrepreneurs (Microempreendedores Individuais – MEIs);
- Microenterprises;
- Small businesses, which may become subject to future transitional rules to be regulated by supplementary legislation.
What Should Companies Do Now?
Regardless of their industry, businesses should take this opportunity to map their current working-time arrangements and identify any adjustments that may be required.
Particular attention should be given to:
✅ Shift schedules and working-time compensation systems;
✅ Work arrangements structured under the 6x1 model;
✅ Time-banking arrangements and timekeeping controls;
✅ Existing collective bargaining agreements and collective labor conventions;
✅ Workforce planning and staffing levels;
✅ Operational and productivity impacts;
✅ Internal people management policies.
Naturally, the effects of the amendment will vary depending on the company's economic activity, organizational structure, and the collective labor rules applicable to each professional category.
Final Remarks
Constitutional Amendment No. 141/2026 marks the beginning of a new chapter in Brazilian labor relations.
Although several practical issues will still require further regulation, collective bargaining, and judicial interpretation, the amendment already calls for close attention from employers, particularly regarding the review of work schedules and the assessment of the impacts arising from the progressive reduction of weekly working hours.
A proactive legal assessment and early operational planning are likely to facilitate compliance with the new constitutional requirements and help mitigate risks throughout the transition period.
