In people management, the choice between hiring through CLT (Consolidation of Labor Laws) or by service providers is a strategic decision that can directly impact the sustainability of a business.
According to IBGE data, Brazil has approximately 33 million formal workers hired through CLT, while around 24 million work as self-employed or service providers. Both modalities have advantages and disadvantages that must be carefully analyzed.
SecondDaiane Milani, a businesswoman specializing in branding and human development, the choice between CLT and service providers should be guided by the company's strategy and the type of work to be performed. "It is essential to consider the project profiles, organizational culture, and long-term cost-benefit. The flexibility and specialization of service providers can be a competitive advantage in certain scenarios, while the security and stability of CLT are fundamental for companies seeking to build a cohesive and engaged team," he explains.
CLT hiring: advantages and disadvantages
- Estabilidade: oferece uma relação de trabalho mais estável e segura tanto para o empregador quanto para o empregado.
- Employment benefits: right to paid vacation, 13th salary, FGTS (Service Time Guarantee Fund), maternity/paternity leave, among others.
- Engagement and loyalty: Promotes greater employee engagement and loyalty, ensuring that all labor rights are respected.
- High costs: It can be costly for the company, due to labor costs and bureaucracy involved, especially for small and medium-sized companies.
Hiring 'PJ' service providers: advantages and disadvantages
- Flexibilidade: Permite a contratação para projetos específicos, sem a necessidade de vínculo empregatício e os respectivos encargos.
- Cost reduction: It can be an interesting option for companies looking for more flexibility and cost reduction.
- Legal risks: It is important that the service provision contract is well defined to avoid future legal problems, such as the characterization of a disguised employment relationship.
Milani also reflects on the subject in the sphere ofbrandingof the contracting company. "It is essential to align the choice with the brand's identity and corporate values. Hiring through CLT can reinforce a culture of stability and commitment, which is crucial for brands that value loyalty and long-term development," he points out.
Regarding the contracts known as "PJ," the specialist believes that service providers offer the flexibility and innovation needed for brands operating in dynamic markets that require quick and specialized solutions. "The key is to understand how each hiring model can strengthen the brand's value proposition and the experience offered to the customer," he/she/they reports.
For the employer to make a decision, it is important to evaluate not only the immediate costs but also the long-term impact on organizational culture, employee satisfaction, and the company's capacity for innovation and adaptation. "With a thorough analysis aligned with strategic objectives, companies can make more assertive decisions, ensuring people management that contributes to the organization's sustainable growth," he concludes.
