Brazil flag

Brazil

1958, 1962, 1970, 1994, 2002

Brazil are the only nation to have appeared at every Men’s World Cup finals tournament.

Brazil’s third title in 1970 allowed them to keep the Jules Rimet Trophy permanently.

The decisive match of the 1950 tournament, held in Brazil (Uruguay 2–1 Brazil at the Maracanã), had an official attendance of 173,850.

Pele is the only player to have won the World Cup three times: 1958, 1962, 1970.

Contributing firm

Bichara Advogados

Contacts

Jorge Gonzaga Matsumoto

Workplace Q&A

1 What actions may an employer take if:

a) If an employee calls in sick on the day of a key match but is later seen attending a viewing event, what can the employer do?

Employers may treat the absence as unjustified if the employee fails to provide valid medical justification. In that case, the employer may deduct pay for the missed hours/day and apply progressive discipline in accordance with company policy.

If there is clear evidence of misconduct or dishonesty, termination may be considered. However, termination for cause requires strong documentation and should only be implemented after careful assessment. Employers may also opt for termination without cause, subject to payment of statutory severance.

b) If an employee provides a medical certificate that appears suspicious, what steps can the employer take?

The employer may review the certificate for formal validity and, where appropriate, verify its authenticity with the issuing provider, while respecting medical confidentiality.

The employer may also request an occupational health evaluation to confirm fitness for work. If fraud is clearly established, disciplinary measures — including termination for cause — may be justified. Decisions should always be based on documented evidence.

c) If an employee arrives at work under the influence of alcohol after a match, what rights does the employer have?

Employers may remove the employee from duty to preserve workplace safety and initiate an internal review. Disciplinary action may be taken depending on the circumstances, especially in safety-sensitive roles.

Alcohol testing may be more defensible where there is a clear written policy, a legitimate safety rationale, and the procedure is conducted discreetly and respectfully. Public exposure or humiliating practices should be avoided.

d) Can employers adjust working hours during the tournament?

Yes. Employers commonly implement temporary flexible arrangements, such as adjusted start and end times, shift swaps, remote work, or compensatory time.

Changes should be communicated in advance and must comply with contractual terms and collective bargaining agreements. Overtime premiums apply if statutory limits are exceeded, unless a valid compensatory time arrangement is in place.

e) Can employers restrict streaming matches or gambling on company systems?

Yes. Employers may restrict access to streaming platforms and gambling websites on company IT systems, provided employees have been clearly informed through internal policies.

Monitoring must be proportionate and aligned with data privacy principles. Misuse of company systems, productivity loss, or policy violations may justify disciplinary action.

f) What if misconduct occurs at a company-sponsored or informal viewing event?

If the event is employer-sponsored, misconduct is generally treated as a workplace matter. Employers should investigate promptly and apply their code of conduct, including harassment and anti-discrimination policies.

For non-sponsored events, disciplinary action typically depends on whether the conduct affects the workplace or the company’s reputation. A fair and documented investigation is essential.

2 If the government declares a public holiday on a match day, what are the employer’s obligations?

If a match day is officially declared a public holiday, employees are generally not required to work. If employees do work, employers must either provide compensatory time off or pay a holiday premium, in accordance with applicable rules and collective agreements.

3 Are office betting pools permitted?

Informal office pools are common, but cash-based betting may create compliance risks. Employers should consider prohibiting or strictly limiting such activities.

If allowed, participation should be voluntary, low-value, employee-organized, and must not interfere with work time or use company systems. Employers should avoid sponsoring or managing betting activities.

4 Can employers impose dress code restrictions during the tournament?

Yes. Employers may enforce reasonable dress code policies to maintain professionalism and prevent workplace conflict. Any restrictions should be neutral, consistently applied, and not discriminatory.

Often, focusing on respectful behavior is more effective than banning specific team attire.

5 Are there discrimination risks linked to match-related accommodations?

Yes. Offering flexibility only for certain matches, teams, or groups may create perceptions of unequal treatment. Policies should be neutral and applied consistently to all employees, regardless of nationality or gender.

6 Practical recommendations for employers?

Employers should communicate expectations clearly in advance, including rules on attendance, flexible scheduling, IT use, alcohol, and workplace conduct.

Providing structured flexibility, such as staggered shifts or remote work, can help balance employee engagement with operational continuity while reducing unplanned absences.