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Global Mobility Insights - Frühling / Spring 2024 Navigating the Relocation Process to Brazil: A Comprehensive Guide Authors: Danilo Rodrigues and Vanessa Coutinho, Fink Mobility The mobility transference of expatriates to Brazil has become an increasingly relevant topic on the global stage, as companies seek to expand their operations into new markets and career opportunities transcend borders. However, this shift is not without its challenges this transition is not without its challenges. This article will examine the main difficulties faced by expatriates upon arriving in Brazil, including issues related to immigration, language, cultural differences, and additional challenges encountered in relocation services. Changes in the Immigration Sector In recent years, Brazil has undergone significant changes in its immigration sector to accommodate the arrival of expatriates. Following the pandemic, with growing demand and the need to attract foreign talent, the country has streamlined visa and residency processes, emphasising the modernisation and digitalisation of processes that were previously manual or in-person. Focusing primarily on privacy, security, and accessibility, this initiative is just one example of how Latin American countries are striving to tackle today's challenges competently and modernly. There is still much work to be done, but the future is digital, and governments are aware of this. However, there are still bureaucratic challenges that can hinder the process for expatriates, especially regarding obtaining necessary documents and authorisations to reside and work legally in Brazil. For example, through the Migranteweb tool (used to request residence periods in Brazil), significant delays have been experienced. Currently, the Brazilian government is in the process of changing the third-party company responsible for issuing CRNMs (Brazilian Immigrant ID’s). This means that it will take some time until services are normalised again. Therefore, during this period, we are unable to issue new CRNMs. FINK Mobilty and immigration providers should be monitoring closely the expiration dates of protocols and registration certificates so that extensions can be arranged after their expiration. 50 convinus.com
Global Mobility Insights - Frühling / Spring 2024 Countries with Higher Demand for Resident Visas According to recent data from the Brazilian Ministry of Justice and Public Security, countries such as the United States, United Kingdom, China, and India are among the main applicants for resident visas in Brazil. This reflects the increasing internationalisation of companies and the search for talent from various parts of the world. Through a recent decree by the Brazilian government, Decree No. 11,875, dated January 4, 2024, it will be mandatory from April 10, 2024, to request and issue tourist and business visas for residents of the United States, Canada, and Australia. This decision reinforces the current Brazilian government's intention to improve reciprocity between countries, which was not done with the three countries mentioned above. Linguistic and Cultural Challenges In Brazil, only 1% of the population is fluent in English. Brazilians are among the populations with the lowest numbers in the world of people who can communicate in English. According to the British Council, only 5% of the population can communicate, and only 1% is fluent. One of the biggest challenges faced by expatriates when arriving in Brazil is the language barrier. Although English is widely spoken in business and urban contexts, many Brazilians are not proficient in this language. This can hinder communication and integration of expatriates, especially in social environments and outside the workplace. With that said, we emphasise the importance of companies being alert, so that in the expatriation policy, there is the option of language training for the transferee and family to break the local language barriers. Additionally, cultural differences can pose significant obstacles. Traditions, customs, and forms of communication may be distinct from what expatriates are accustomed to in their home countries, leading to misunderstandings and adaptation challenges. In this regard, the role of the Human Resources department in recognising the relevance of intercultural training for both the transferred employee and their family, assisting in their adaptation to the destination country, is highlighted. Furthermore, such training is also crucial for employees who will convinus.com 51
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