New law requires companies to disclose health campaigns

Recently, Law No. 15,377 was enacted, amending the Brazilian Consolidation of Labor Laws (CLT) to introduce a new obligation for companies within the scope of employment relationships.

The new law requires employers to provide employees with information regarding official public health campaigns, with a focus on the prevention and awareness of sexually transmitted infections and cancer.

New Legal Obligation

Companies must ensure the internal dissemination of up-to-date and official information regarding:

• Vaccination campaigns, with particular emphasis on the human papillomavirus (HPV);
• Breast cancer prevention and diagnosis;
• Cervical cancer prevention and diagnosis; and
• Prostate cancer prevention and diagnosis.

Such information must be aligned with the guidelines issued by public health authorities, particularly the Ministry of Health.

Nature of the Obligation

The law establishes a duty to inform and raise awareness, rather than to provide medical assistance.

Accordingly, employers are not required to fund vaccinations or medical examinations, but rather to:

• Facilitate access to information;
• Encourage preventive practices; and
• Support public health campaigns.

Practical Impacts for Companies

This new requirement calls for the implementation (or formalization) of internal procedures, such as:

• Developing internal campaigns (e-mails, intranet postings, bulletin boards, and internal communications);
• Integrating such initiatives with occupational health programs (e.g., PGR and PCMSO);
• Involving HR, legal, and internal communications teams; and
• Maintaining records of the actions taken for compliance purposes.

Key Considerations

• The obligation is effective immediately as of the law’s publication (April 2, 2026);
• Failure to comply may be construed as a breach of labor regulations, potentially resulting in fines and employer civil liability.

Recommendations

We recommend that companies:

• Review internal health and communication policies;
• Establish a minimum schedule for informational campaigns;
• Use formal and traceable communication channels; and
• Maintain proper documentation of all implemented initiatives.

Conclusion

Law No. 15,377/2026 introduces an objective, low-cost obligation with significant compliance implications, as employers are now legally required to inform and raise awareness among employees regarding public health matters.

Proper implementation of this obligation not only ensures legal compliance but also strengthens corporate governance and social responsibility practices.

We remain available to support the practical implementation of these measures and the alignment of internal procedures.