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Change signed in collective agreement reorganizes salaries, bonuses, and working hours in supermarkets in Goiás, with direct impact on sector employees, Sunday operations, and holiday rules, in addition to creating obligations for companies and unions involved in monitoring.
The new Collective Labor Agreement for supermarkets in Goiás altered salaries, bonuses, and sector operating rules, affecting employees of supermarkets, hypermarkets, grocery stores, emporiums, wholesale clubs, and large wholesalers in different regions of the state.
The document was registered with the Ministry of Labor and Employment on June 2, 2026 and is valid from April 1, 2025, to March 31, 2027, according to the category’s collective agreement.
Signed between Secom-GO and Sincovaga-GO, the agreement establishes new minimum wages by function, productivity bonuses, rules for working on Sundays and holidays, as well as monitoring mechanisms provided in the document itself.
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The regulation covers a large part of the state but excludes the municipalities of Catalão, Rio Verde, and Itumbiara, which have municipal or regional union representation and follow their own negotiations.
Operation of supermarkets on Sundays in Goiás
One of the changes provided in the agreement is the limit on operations with employees on Sundays and holidays, a point that began to organize the working hours in part of the Goiás supermarket sector.
According to the agreement, supermarkets, hypermarkets, grocery stores, emporiums, wholesale clubs, and large wholesalers can use labor on these days only until 11 a.m., unless there is a specific collective agreement with Secom-GO.
This limitation does not prevent all forms of extended hours operation, as the document provides scenarios where extension can occur through a collective labor agreement or compliance with specific union conditions.
The extension of hours can also occur, in situations provided in the agreement, for companies affiliated or associated with the employer’s union that are up-to-date with the union obligations defined in the agreement.
According to Diário de Goiás, the measure began to be applied on the weekend following the registration of the agreement and applies to almost the entire state, except for municipalities that have their own unions.
Catalão, Rio Verde, and Itumbiara do not fall under the general rule of the agreement because they are part of local or regional union bases, which keeps these municipalities subject to specific category negotiations.
Salaries by Function and Productivity Bonus
In addition to working hours rules, the collective agreement also addresses minimum wages by function, with different values depending on the activity performed by the worker within the sector’s establishments.
A report from Jornal Opção stated that the values in effect since April 1st include R$ 2,197.63 for poster artist and announcer, R$ 1,775.52 for hypermarket operator and skater, and R$ 1,665.55 for cold, dairy, and perishable stockers.
For cashiers, the reported minimum is R$ 1,665.55, plus R$ 200 as a cash shortage allowance, an amount allocated to this function according to the disclosed data.
For cash supervisors, the amount is R$ 1,867.98, while store supervisors and loss prevention supervisors have a minimum of R$ 1,977.87, according to the values published in the report.
Butchers, bakers, confectioners, and fish market attendants also have a minimum of R$ 1,977.87, within the salary table applied to the functions provided in the collective negotiation.
Meanwhile, assistant butchers, bakery, confectionery, and fish market assistants, as well as salespeople, snack bar attendants, slicers, packers, and other operational functions, have a minimum of R$ 1,665.55.
For stock clerks, forklift operators in warehouses, and warehouse administrative managers, the reported amount is R$ 2,417.39, according to the salary list disclosed about the convention.
The convention also sets a 5% productivity bonus on salaries and minimums provided in the CCT, with a compensatory nature, according to the clause that deals with the category’s remuneration.
Service Time Bonus
The agreement includes a service time bonus for workers who remain with the same company, a mechanism that alters remuneration according to the period of employment with the employer.
According to the convention, a worker who completes more than three years with the same company receives an increase of 4% on the fixed part of the salary, while those who complete more than five years receive an increase of 6%.
These percentages are not cumulative, according to the wording of the clause on triennium and quinquennium, which defines the application of the bonus according to the employee’s service time.
When a worker reaches five years during the convention’s validity, they become entitled to the difference between the percentages provided, according to the rule defined for calculating the benefit.
A report reproduced by a local broadcaster attributed to g1 the information that some adjustments by function reached 17.96%, a percentage related to the variation of earnings in certain activities.
The same content informs that, in 2026, the calculation considered a salary adjustment of 4.5% and a productivity bonus of 5%, a composition used to explain part of the remuneration changes.
Rules for Holidays and Fines
The convention also sets limits for working on holidays, with specific rules for dates when operating with employees is subject to restrictions provided in the collective agreement.
On three dates, the rule is more restrictive: May 1st, Labor Day; October 4th, anticipation of Retail Workers’ Day; and December 25th, Christmas, were pointed out as exceptions to permitted operation.
Non-compliance with the rules may result in a fine of R$ 500 per worker and per day of irregularity, an amount provided in the collective document for situations of non-compliance with the agreed clauses.
This amount was also mentioned in local reports about the new operating rule for supermarkets in Goiás, in reference to the penalties established for companies that do not follow the convention.
Inspection is included in the collective document and can be carried out by Secom-GO agents, with the possibility of records by photos and filming during the verification of compliance with the rules.
Companies that prevent inspection may receive a fine of R$ 5,000 to R$ 50,000, depending on the size, according to the provision included in the collective agreement of the category.
Negotiation Between Unions Defined the Convention
The negotiation involved representatives of the workers and the employer sector, around points such as operation on Sundays, holidays, working hours limits, and remuneration conditions provided for the category.
The Diário de Goiás reported that the employees’ union advocated for the end of work on Sundays, while the employer union sought to maintain full operation, including on holidays.
Addressing the topic, legal prosecutor José Nilton Carvalho stated that the legislation allows work on holidays when there is authorization in a collective convention or collective agreement.
The statement was cited in a report by Rota Jurídica about the new rule of the sector, in explanation of the legal basis used to organize operation on Sundays and holidays.
According to the convention design, the changes are not limited to salary floors, as they also reach the Sunday schedule, operation on holidays, bonuses, and the form of negotiation for possible extension of hours.
In practice, any extension of operation with the use of employees outside the general conditions provided now depends on the hypotheses authorized in the document itself or a specific collective agreement with the labor union.
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