Indefinite-Term Employment Contract + Trial Period (Contrato de Trabalho por Prazo Indeterminado + Contrato de Experiência)

INDEFINITE-TERM EMPLOYMENT CONTRACT + TRIAL PERIOD (CONTRATO DE TRABALHO POR PRAZO INDETERMINADO + CONTRATO DE EXPERIÊNCIA)

Between: ✓Employer name (CNPJ: Employer CNPJ), the "Employer", and: ✓Employee name (CPF/CTPS: Employee CPF / CTPS), the "Employee".

1. LEGAL BASIS 1.1. This contract is governed by the Consolidação das Leis do Trabalho (CLT — Decreto-Lei 5.452/1943), as amended by the 2017 labour reform (Lei 13.467/2017). 1.2. Position (cargo/CBO): Position (cargo/CBO). Place of work: Place of work. Working hours (jornada): Working hours (jornada).

2. ⚠️ eSOCIAL PRE-ADMISSION REGISTRATION 2.1. Under the eSocial system, the admission event (evento de admissão) for ✓Employee name MUST be transmitted NO LATER THAN THE DAY IMMEDIATELY PRECEDING the first working day — Admission date. 2.2. eSocial admission event filed on: eSocial admission event filed on. The Employee's digital work record (Carteira de Trabalho e Previdência Social Digital — CTPS Digital) is updated automatically through this eSocial event; there is no separate paper filing.

3. COMPENSATION 3.1. Salary (salário): Salary (salário). 3.2. Benefits (benefícios): Benefits (benefícios)

4. ⚠️ TRIAL PERIOD (CONTRATO DE EXPERIÊNCIA) — Articles 443, 445 sole paragraph, and 451 CLT 4.1. Trial period: Trial period (days) days (statutory maximum 90 days in total). 4.2. Extension: Trial-period extension — a trial period may be extended ONLY ONCE, and the sum of the original term plus the extension may never exceed 90 days. 4.3. Early termination of the trial period by either party without just cause triggers indenização under Articles 479/480 CLT (compensation of half the remaining wages the other party would have earned/paid). 4.4. On expiry of the trial period without termination, the contract automatically converts into an indefinite-term contract (contrato por prazo indeterminado) with no further formality required.

5. APPLICABLE COLLECTIVE BARGAINING AGREEMENT 5.1. Category/union (sindicato) reference: Union / collective agreement (sindicato/CCT) reference. Wage floors and clauses of this contract must be checked against the current convenção coletiva de trabalho (CCT) of the Employee's professional category — union representation by category is mandatory, but payment of union dues (contribuição sindical) is voluntary since the 2017 reform.

SIGNATURES Employer ______________ / on behalf of ✓Employer name / Employee ______________ / ✓Employee name /

— — — ⚠️ This is a boilerplate template, not legal advice. Brazilian labour, data-protection, consumer- protection and sanitary law (the Consolidação das Leis do Trabalho — CLT, Decreto-Lei 5.452/1943, as reformed by Lei 13.467/2017; the eSocial digital reporting system, under which the admission event must be filed no later than the day before work starts and the CTPS Digital record is updated automatically; Lei 12.506/2011 on proportional notice periods; Lei 13.352/2016, the Lei do Salão Parceiro; the LGPD — Lei 13.709/2018 — supervised by the ANPD, including the simplified regime for agentes de pequeno porte under Resolução CD/ANPD nº 2/2022; the Código de Defesa do Consumidor — CDC, Lei 8.078/1990 — and Decreto 7.962/2013 for e-commerce; and ANVISA's RDC 216/2004 on food-service good practices, as supplemented by state/municipal vigilância sanitária rules) is highly procedural, tied to fixed statutory deadlines (e.g. eSocial admission BEFORE the first working day, a 3-calendar-day minimum notice for each intermittent-work shift, a 10-day TRCT settlement deadline, a 30-day advance vacation notice) and to significant penalties for missed deadlines or missing documentation. ⚠️ ADDITIONAL CONTEXT TO VERIFY WITH YOUR ADVISORS: (1) NR-1/PGR — psychosocial risk factors (fatores de risco psicossociais, Portaria MTE 1.419/2024) became subject to PUNITIVE fiscalização from 26 May 2026 — confirm your current Programa de Gerenciamento de Riscos (PGR) status (MEI is exempt; low-risk ME/EPP may qualify for a simplified declaration at pgr.trabalho.gov.br); (2) the "pejotização" question (STF Tema 1389) — whether an "autônomo"/"PJ" services arrangement may be reclassified as employment — remained UNRESOLVED by the Supreme Court (STF) as of mid-2026; any PJ/autônomo arrangement carries this litigation risk; (3) NFC-e/NF-e/CF-e-SAT/MFE/NFS-e fiscal documents are issued through your accountant's (contador) authorised system and are OUT OF SCOPE for this template; (4) almost every small business in this segment operates under Simples Nacional (MEI/ME/EPP) — a contador is a de facto mandatory partner for payroll, tax and eSocial compliance. This English text is a DRAFTING AID ONLY. It must be reviewed, translated into Portuguese where required for validity/ enforceability, and adapted by a Brazilian labour/commercial lawyer (advogado) and accountant (contador) — and checked against current guidance from the Ministério do Trabalho e Emprego (MTE), ANPD, ANVISA, Procon and local vigilância sanitária — before use.