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The New CLT Rules in 2025 Require Formal Contracts, Time Tracking, and Internet Payment by the Employer.
The new CLT rules in 2025 represent a significant change for millions of workers in home office and hybrid arrangements. Starting this year, companies will have the legal obligation to formalize specific contracts, cover part of the internet costs, and implement time tracking mechanisms even for remote work.
According to lawyer Ricardo Azevedo, a labor law specialist, the changes bring legal security and balance between rights and duties.
On the other hand, they require companies to update contracts and internal systems to avoid the risks of lawsuits.
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Formal Contracts Become Mandatory
Previously, many companies used informal agreements to organize home office arrangements.
Now, the new CLT rules in 2025 dictate that the remote or hybrid work model must be described in a signed contract.
This document must specify points such as: which days will be in-person and remote, which equipment will be provided, which costs will be reimbursed, and how time tracking will be done.
For Azevedo, formalization prevents future disputes and ensures that employers and employees are aware of their rights and obligations.
Internet and Equipment Costs Are the Employer’s Responsibility
One of the most relevant points of the new CLT rules in 2025 is the requirement for the employer to provide or cover the necessary equipment for remote work.
This includes items such as laptops, monitors, and ergonomic chairs.
Additionally, when the job requires a stable connection, the employer must contribute to the internet payment.
This measure corrects the distortion where workers were solely responsible for additional expenses to maintain their remote routine without any compensation.
Time Tracking and Right to Disconnect
Another important change is the requirement for time tracking in the home office.
Companies must adopt software, applications, or systems that record the start and end of the workday.
According to Ricardo Azevedo, this measure ensures that the employee is not available 24 hours a day.
The worker maintains the right to disconnect, meaning they cannot be forced to respond to messages or perform tasks outside the hours established in the contract.
Guaranteed Rights Remain
The new CLT rules in 2025 do not remove basic rights from workers. Benefits such as vacation, 13th salary, FGTS, and severance pay remain secured.
Remote work cannot result in a disadvantage for the employee. For Azevedo, it is essential that companies maintain conditions equivalent to those in the office environment, ensuring fair treatment for those working outside the office.
Impacts on Companies and Workers
For companies, the changes require investment in technology, updating contracts, and reviewing internal policies. Those who adapt quickly will have a competitive advantage in attracting and retaining talent.
For workers, the new CLT rules in 2025 provide an opportunity to negotiate more favorable conditions, whether in expense reimbursement or in defining in-person and remote days.
In practice, this opens up space to balance quality of life and productivity.
The new CLT rules in 2025 consolidate home office as a permanent reality in Brazil but impose greater responsibilities on companies.
For lawyer Ricardo Azevedo, this is an advance in terms of clarity and protection, as long as employers and employees know how to negotiate and formalize their agreements.
And you? Do you believe that the new CLT rules in 2025 strengthen remote work or will they create more bureaucracy for companies and workers?
Leave your opinion in the comments — we want to hear from those who experience this change daily.
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