Portuguese 
Spanish 
5 min of reading 
0 comments 
Supermarket workers in Minas Gerais should pay attention to the new rules of the 2026 collective agreement, which brings changes to the minimum wage, guarantees for commission-based workers, payment of differences, cash shortages, overtime, and work on holidays.
A new collective agreement in Minas Gerais directly impacted the pockets of thousands of workers in the supermarket sector. The 2026 Collective Labor Agreement, signed between Fecomerciários-MG and Sindsuper-MG, set a new minimum wage for employees in the retail trade of supermarkets and hypermarkets in municipalities covered by the document.
Starting from January 1, 2026, the lowest salary in the category will be R$ 1,735.76. This amount is above the national minimum wage expected for the year and places the agreement at the center of attention for workers who follow adjustments, rights, and labor guarantees.
But the agreement doesn’t stop at the minimum wage. The CCT also brings important changes for commission-based workers, rules on wage differences, payment of cash shortages, overtime, holidays, and other conditions that directly affect the routine of those working in the sector.
-
The blouse tax seemed to have disappeared, but it returns in 2027 with a different name, a new federal charge, and a change that could affect the price of international purchases.
-
With declining production and exports at their limit, Argentina cuts vehicle tax to try to regain competitiveness and protect its pickups from the Chinese offensive.
-
With 80.9% of families in debt, the state creates a new law against over-indebtedness to guide consumers, combat abusive practices, and encourage debt renegotiation.
-
Itaú holds an auction of 200 properties in June with prices starting at R$ 43,000 and discounts of up to 63%.
Minimum wage above R$ 1.7 thousand draws workers’ attention
The most striking point of the new agreement is the minimum wage of R$ 1,735.76, defined as the lowest salary to be paid to the professional category and for entry starting from January 2026.
In practice, this means that supermarket and hypermarket workers covered by the agreement cannot receive below this amount as the base salary for the category. For those who follow collective negotiations, this type of adjustment is decisive because it serves as a direct reference for hiring, promotions, and paycheck verification.
The agreement is valid from January 1 to December 31, 2026, with a base date of January 1. This means that the economic effects are retroactive to the beginning of the year, even if eventual payments are adjusted later.
Commission-based workers also gain new minimum guarantees
Another important point involves workers who receive commissions. The agreement separates the cases of pure commission-based workers and mixed commission-based workers, creating specific minimum guarantees for each group.
For the pure commission-based worker, who receives only commissions, the minimum monthly guarantee was set at R$ 1,791.26. For the mixed commission-based worker, who receives a fixed part plus commissions, the minimum monthly guarantee was set at R$ 1,735.76.
The measure is relevant because it prevents the worker from being completely vulnerable to sales fluctuations, weak commercial movement, or difficult-to-reach targets. Even in months of lower performance, the agreement establishes a minimum compensation base.
Additionally, the text provides for monthly bonuses for commission agents who exceed the minimum guarantee. Pure commission agents can receive a bonus of R$ 136.00, while mixed commission agents can have a bonus of R$ 68.00, according to the conditions provided in the agreement.
6.79% Adjustment and Salary Differences Come into Focus
The CCT also defined a salary adjustment of up to 6.79% for employees hired until January 2025. For workers hired after that, the rate is proportional to the month of admission, following the table provided in the document.
Another detail that deserves attention is the payment of salary differences. Since the minimum wages and adjustments are retroactive to the base date of January 1, 2026, any differences related to the salaries of January and February can be paid along with the March salary.
This point is especially important for the worker to check if they received it correctly. In many cases, the adjustment does not appear immediately on the first paycheck of the year, but the difference needs to be regularized according to the collective rule.
Cashier Shortage, Overtime, and Rights that Weigh at the End of the Month
The agreement also addresses additional amounts that can make a difference in the worker’s budget. One of them is the cashier shortage, provided for the employee who exclusively performs the cashier function, with a record in the work card.
In this case, the established monthly amount is R$ 74.30. However, the rule has a condition: if the company adopts an internal rule stating that it will not require the replacement of differences found in the cashier, it may be exempt from paying this amount.
Overtime also received direct treatment in the convention. The text provides for an additional 100% on the normal hourly wage. In other words, overtime should be worth double the regular hour, according to the conditions described in the CCT.
Holiday Work Has Rules, Bonus, and Compensatory Time Off
Working on holidays is another sensitive issue for those working in supermarkets, a sector that usually operates on high-traffic dates. The convention allows work on certain holidays, provided that companies comply with the adherence and communication rules provided.
The agreement also prohibits scheduling on specific dates, such as January 1, May 1, and December 25, 2026. For authorized holidays, the scheduled worker is entitled to a bonus of R$ 85.66 per holiday worked, in addition to compensatory time off within 60 days.
If the time off is not granted within the deadline, the agreement provides for payment as overtime, with a 100% bonus. The rule puts pressure on companies to organize schedules correctly and prevents holiday work from going uncompensated.
Agreement does not automatically apply to all commerce in Minas Gerais
Despite the impact, it is important to highlight an essential point: the mentioned agreement refers to the retail trade of supermarkets and hypermarkets covered by the convention between Fecomerciários-MG and Sindsuper-MG.
This means that the minimum wage of R$ 1,735.76 should not be treated as an automatic rule for all retail workers in Minas Gerais. There are other collective agreements in the state, including for general commerce and different territorial bases.
Therefore, workers should check which union represents their category, their city, and their segment. The company must also observe the correct convention before applying minimum wage, adjustments, bonuses, and other rules.
New minimum wage becomes an alert for those working in commerce
The new agreement arrives at a time when salary, cost of living, and labor rights remain at the center of Brazilians’ concerns. For those working in supermarkets and hypermarkets in Minas Gerais, the 2026 CCT may represent a real increase in the paycheck, correction of overdue amounts, and more security for commission-based workers.
The most important thing now is for each worker to monitor their payslip, verify the company’s classification, and check if the minimum wage, salary differences, cashier bonus, overtime, and holiday rules are being followed.
In a sector that employs thousands of people and operates almost every day, a collective agreement like this not only affects numbers. It directly impacts the pocket, schedule, variable income, and routine of those who depend on commerce to support their family.
Be the first to react!