{"id":1296,"date":"2022-03-25T12:12:58","date_gmt":"2022-03-25T12:12:58","guid":{"rendered":"https:\/\/rgaa.com.br\/?p=1296"},"modified":"2022-03-30T14:05:15","modified_gmt":"2022-03-30T14:05:15","slug":"como-terceirizar-atividades-sem-risco-trabalhista","status":"publish","type":"post","link":"https:\/\/rgaa.com.br\/us\/como-terceirizar-atividades-sem-risco-trabalhista\/","title":{"rendered":"(Portugu\u00eas do Brasil) Como terceirizar atividades sem risco trabalhista?"},"content":{"rendered":"

Sorry, this entry is only available in Brazilian Portuguese<\/a>. For the sake of viewer convenience, the content is shown below in the alternative language. You may click the link to switch the active language.<\/p>

<\/p>\n

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Como<\/span> terceirizar atividades sem risco trabalhista?<\/span><\/div>\n<\/div>\n
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\u00a0<\/span><\/div>\n<\/div>\n
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Muitas empresas, para realiza\u00e7\u00e3o de determinadas atividades, preferem terceirizar sua m\u00e3o-de-obra ao inv\u00e9s de contratar funcion\u00e1rio na tradicional modalidade celetista. <\/span><\/div>\n<\/div>\n
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Por\u00e9m, todo cuidado \u00e9 pouco no momento de realizar tal contrata\u00e7\u00e3o. A justi\u00e7a do trabalho, apesar de estar evoluindo muito nos \u00faltimos anos (e estar se atualizando tanto na jurisprud\u00eancia, quando na legisla\u00e7\u00e3o \u2013 com a reforma da CLT e demais decretos e leis ordin\u00e1rias recentes), ainda n\u00e3o enxerga com bons olhos todas as formas de terceiriza\u00e7\u00e3o. <\/span><\/div>\n<\/div>\n
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Para tanto, as empresas devem tomar algumas precau\u00e7\u00f5es no momento de terceirizar determinada atividade. <\/span><\/div>\n<\/div>\n
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A forma mais segura para isso, \u00e9 contratando empresas j\u00e1 consolidadas no mercado, como ocorre muito comumente para servi\u00e7os gerais, portaria, seguran\u00e7a, alimenta\u00e7\u00e3o, entre outros. <\/span><\/div>\n<\/div>\n
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Por\u00e9m, com a promulga\u00e7\u00e3o da Lei n\u00ba 13.429, de 2017, ficou expressamente permitida a terceiriza\u00e7\u00e3o da atividade fim das empresas tomadoras de servi\u00e7os. Com isso, muitas d\u00favidas surgiram com rela\u00e7\u00e3o a forma com que isso poderia ocorrer, sem que um v\u00ednculo de emprego fosse gerado entre os empregados ou s\u00f3cios da empresa prestadora de servi\u00e7os e a tomadora deles. <\/span><\/div>\n<\/div>\n
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\u00c9 muito comum a confus\u00e3o entre terceiriza\u00e7\u00e3o (que \u00e9 l\u00edcita) e \u201cpejotiza\u00e7\u00e3o\u201d. <\/span><\/div>\n<\/div>\n
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A terceiriza\u00e7\u00e3o n\u00e3o depende do objeto\/escopo da contrata\u00e7\u00e3o para ser considerada l\u00edcita, pois como mencionado acima, \u00e9 poss\u00edvel terceirizar qualquer atividade, mesmo a principal. A Lei n\u00ba 13.429, de 2017, bem como o Decreto N\u00ba 10.854, de 10 de novembro de 2021 (cap\u00edtulo IX), preveem a possibilidade de terceiriza\u00e7\u00e3o desde que a prestadora possua capacidade econ\u00f4mica compat\u00edvel com a execu\u00e7\u00e3o das atividades contratadas.<\/span><\/div>\n<\/div>\n
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Neste caso, a empresa prestadora de servi\u00e7os contrata, remunera e dirige o trabalho realizado por seus trabalhadores ou s\u00f3cios. Por\u00e9m, para n\u00e3o ser configurado o v\u00ednculo trabalhista, ao menos um dos seguintes elementos n\u00e3o pode estar presente: i) n\u00e3o eventualidade; ii) subordina\u00e7\u00e3o jur\u00eddica (com a empresa tomadora \u2013 ou seja – a submiss\u00e3o direta, habitual e reiterada do trabalhador aos poderes diretivo, regulamentar e disciplinar da empresa contratante); iii) onerosidade (com a empresa tomadora); ou iv) pessoalidade (com a empresa tomadora).<\/span><\/div>\n<\/div>\n
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A presen\u00e7a dos requisitos acima com a empresa prestadora de servi\u00e7os n\u00e3o configura v\u00ednculo de emprego com a tomadora. <\/span><\/div>\n<\/div>\n
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Cabe destacar que a mera identifica\u00e7\u00e3o do trabalhador na cadeia produtiva da contratante (tomadora) ou o uso de ferramentas de trabalho ou de m\u00e9todos organizacionais e operacionais estabelecidos pela contratante n\u00e3o implicar\u00e1 a exist\u00eancia de v\u00ednculo empregat\u00edcio.<\/span><\/div>\n<\/div>\n
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Se seguidos estes preceitos, n\u00e3o se configurar\u00e1 v\u00ednculo empregat\u00edcio a rela\u00e7\u00e3o trabalhista entre os trabalhadores ou s\u00f3cios das empresas prestadoras de servi\u00e7os, independentemente do ramo de suas atividades, com a empresa contratante.<\/span><\/div>\n<\/div>\n
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Neste ponto, cabe fazermos a diferencia\u00e7\u00e3o da terceiriza\u00e7\u00e3o, acima mencionada, e da chamada \u201cpejotiza\u00e7\u00e3o\u201d. A \u201cpejotiza\u00e7\u00e3o\u201d \u00e9 a contrata\u00e7\u00e3o de uma pessoa f\u00edsica, atrav\u00e9s de interposta empresa aberta com a \u00fanica finalidade de substituir uma rela\u00e7\u00e3o de emprego celetista. <\/span><\/div>\n<\/div>\n
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Esta figura da \u201cpejotiza\u00e7\u00e3o\u201d \u00e9 diferente da terceiriza\u00e7\u00e3o, j\u00e1 que a primeira \u00e9 ilegal e a segunda, como visto, n\u00e3o. Na \u201cpejotiza\u00e7\u00e3o\u201d todos os requisitos para o v\u00ednculo de emprego podem ser observados com a empresa tomadora dos servi\u00e7os (n\u00e3o eventualidade; subordina\u00e7\u00e3o jur\u00eddica; onerosidade e pessoalidade). J\u00e1 na terceiriza\u00e7\u00e3o, ao menos um deles estar\u00e1 ausente com a tomadora. <\/span><\/div>\n<\/div>\n
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Diante disso, n\u00e3o h\u00e1 nenhum problema na contrata\u00e7\u00e3o de terceirizados para realiza\u00e7\u00e3o de qualquer atividade em sua empresa, desde que observados os cuidados acima mencionados. <\/span><\/div>\n<\/div>\n
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\u00a0<\/span><\/div>\n<\/div>\n
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How to outsource activities without labor risk?<\/span><\/div>\n<\/div>\n
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\u00a0<\/span><\/div>\n<\/div>\n
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In order, to perform certain of its activities, many companies prefer to outsource their workforce instead of hiring an employee in the traditional fashion.<\/span><\/div>\n<\/div>\n
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However, several precautions must be taken when making such a decision. Despite of the evolution of the recent years (with positive decisions in Case Law and also the reform of several topics of the General Labor Law (\u201cCLT\u201d) enactment of new law), the Labor courts, still is reluctant to accept new forms of outsourcing.<\/span><\/div>\n<\/div>\n
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Therefore, companies must take some precautions when outsourcing certain activities, as mentioned above.<\/span><\/div>\n<\/div>\n
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The safest way to do this, is to contract companies that are already consolidated in the market, as is very usual for general services, concierge, security, food services, among others.<\/span><\/div>\n<\/div>\n
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However, the enactment of Law No. 13,429, of 2017, has allowed that companies could outsource all of its core business. As a result, many doubts arose regarding the way in which this could be applicable, without an employment relationship being generated between the employees or partners of the service provider company and the contracting companies.<\/span><\/div>\n<\/div>\n
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It is very usual to confuse outsourcing (which is legal) and \u201cpejotiza\u00e7\u00e3o\u201d.<\/span><\/div>\n<\/div>\n
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Outsourcing does not depend on the object\/scope of the contract. It is possible to outsource any activity, even the main one. Law No. 13,429, of 2017, as well as Decree No. 10,854, of November 10, 2021 (chapter IX), provide for the possibility of outsourcing, as long as the provider has the economic capacity compatible with the execution of the contracted activities.<\/span><\/div>\n<\/div>\n
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In this case, the service provider must hire, remunerate and manage the work to be performed by its workers or partners. However, in order for employment relationship not to be configured, at least one of the following elements must not be present: i) habituality; ii) legal subordination (with the contracting company \u2013 that is, the direct, habitual and permanent subordination of the employee to the management, regulatory and disciplinary powers of the contracting company); iii) mandatory remuneration (with the contracting company); or iv) work performed by a specific individual \u201cpessoalidade\u201d (with the service taking company).<\/span><\/div>\n<\/div>\n
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The presence of the above requirements with the service provider does not constitute an employment relationship with the contracting taking company. <\/span><\/div>\n<\/div>\n
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It should be noticed that the use of work tools or organizational and operational methods established by the contracting party as well as the mere identification of the worker in the contracting company chain will not imply the existence of an employment relationship. <\/span><\/div>\n<\/div>\n
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If these concepts are followed, the employment relationship between workers or partners of service providers, regardless of the branch of their activities, with the service taking company will not be configured.<\/span><\/div>\n<\/div>\n
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At this point, it is important to differentiate outsourcing, mentioned above, and the so-called \u201cpejotiza\u00e7\u00e3o\u201d. The “pejotiza\u00e7\u00e3o” is the hiring of an individual, through a company with the sole purpose of replacing a \u201cCLT\u201d employment relationship. <\/span><\/div>\n<\/div>\n
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This \u201cpejotiza\u00e7\u00e3o\u201d is different from outsourcing, since the first is illegal and the second, as mentioned above, is not. In the \u201cpejotiza\u00e7\u00e3o\u201d all the requirements for the employment relationship can be observed with the contracting company (no eventuality; legal subordination; mandatory remuneration and work performed by a specific individual \u201cpessoalidade\u201d). In outsourcing, at least one of them will be absent with the service taking company.<\/span><\/div>\n<\/div>\n
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Therefore, there is no problem in hiring outsourced workers to carry out any activity in your company, as long as the above-mentioned precautions are observed. <\/span><\/div>\n<\/div>\n
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\u00a0<\/span><\/div>\n<\/div>\n
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Advogada Paula Feliz Thoms<\/span><\/div>\n<\/div>\n
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Mestre em Direito<\/span><\/div>\n<\/div>\n

<\/p>","protected":false},"excerpt":{"rendered":"

Sorry, this entry is only available in Brazilian Portuguese. For the sake of viewer convenience, the content is shown below in the alternative language. You may click the link to switch the active language. Como terceirizar atividades sem risco trabalhista? \u00a0 Muitas empresas, para realiza\u00e7\u00e3o de determinadas atividades, preferem terceirizar sua m\u00e3o-de-obra ao inv\u00e9s de…<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"audio","meta":[],"categories":[1],"tags":[],"yoast_head":"\n<\/title>\n<meta name=\"description\" content=\"Rebelo Gloger Advogados Associados\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/rgaa.com.br\/como-terceirizar-atividades-sem-risco-trabalhista\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"[:pb]Como terceirizar atividades sem risco trabalhista?[:] - RGAA\" \/>\n<meta property=\"og:description\" content=\"Rebelo Gloger Advogados Associados\" \/>\n<meta property=\"og:url\" content=\"https:\/\/rgaa.com.br\/como-terceirizar-atividades-sem-risco-trabalhista\/\" \/>\n<meta property=\"og:site_name\" content=\"RGAA\" \/>\n<meta property=\"article:published_time\" content=\"2022-03-25T12:12:58+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-03-30T14:05:15+00:00\" \/>\n<meta name=\"author\" content=\"Marketing\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Marketing\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/rgaa.com.br\/como-terceirizar-atividades-sem-risco-trabalhista\/\",\"url\":\"https:\/\/rgaa.com.br\/como-terceirizar-atividades-sem-risco-trabalhista\/\",\"name\":\"[:pb]Como terceirizar atividades sem risco trabalhista?[:] - 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