Respect for life and people is one of the principles of our Code of Ethics, and is made explicit in our strategic positioning. In addition, the Code is committed to accountability and transparency as the conduct of our business. We also have a Corporate Human Resources Policy.

In accordance with our Strategic Positioning and as an expression of a management of work relations permeated by dialogue, by valuing employees, by respecting their representations and by balancing employee desires and our corporate objectives, we affirm our policy of permanent union negotiation, with the consolidation of Collective Labor Agreements, in which the objective conditions of labor relations are broken down into social and economic clauses.

In December 2020, we had 41,476 employees in the parent company, in addition to 91,426 employees of service providers operating in our units.

Our employees enter Brazil through a public selection process that are carried out with equal base salaries for men and women and, according to Brazilian law, 20% of vacancies are reserved for black candidates and 5% for people with disabilities. deficiency. In 2020, 73 people joined our parent company, 22 women and 51 men.

In 2020, the Company conducted four Voluntary Dismissal Programs (PDV), with three launched in 2019 for different audiences (retirees, employees from areas undergoing divestment and employees from corporate areas) and one launched in 2020. The total number of employees who have left the company due to voluntary severance programs from 2014 to December 2020 is 22,417. The total compensation paid as a result of these programs was R$7 billion, representing, from 2014 through December 2020, a financial return of R$36 billion in avoided costs. Historically, our turnover rate has remained at low levels, with the exception of 2014, 2016 and 2017, due to our programs.  In 2020, our employee turnover rate stood at 5.59%.


The direct compensation of our employees is assessed annually through market research, conducted by specialized consultants, such as Willis Towers Watson and Korn Ferry Hay Group. The results show that the salaries we pay are in line with the best practices in the oil and gas market. In the latest survey, carried out by the consultancy Willis Towers Watson in 2020, our monthly average was compatible with the third quartile of the market, composed of 53 companies operating in the O & G segment.

This position has remained stable since 2007. The salary values ​​practiced , without any regionality, gender or ethnicity distinction, are reviewed and corrected annually through negotiation with unions representing the professional category.

The relationship between the total annual remuneration of the highest-paid individual and the average salary of all other employees is 6.25, with the highest paid person the president. The minimum entry remuneration is R $ 4,634.28 and is equivalent to 4.43 times the current national minimum wage, without any gender breakdown.

In addition, we have a variable remuneration program for our employees that aims to align individual performance with ours. global goals and increase engagement so that everyone feels responsible for our results.

In calculating the variable remuneration of all employees, we consider four global performance metrics: 2 financial and 2 environmental – Gross Debt, Value Added Variation (Delta EVA), Intensity of Greenhouse Emissions (IGEE) and Leaking Volume of Oil and Derivatives (VAZO). In addition, each employee or executive has specific goals defined on their scorecard.


We offer Pension Plans that cover 96% of our employees, considering that the plans are offered and not imposed.

We also offer the Multidisciplinary Health Care (AMS) Health Benefit for our active, retired employees and their dependents. AMS offers medical and dental assistance, as well as self-management health and pharmacy benefit programs. In 2020, AMS served 278,851 beneficiaries distributed in all states of the federation. In 2021, the cost ratio will be 60% for the employer and 40% for employees, pursuant to ACT 2020-2022.

We also offer educational benefits, aiming to contribute to the training and instruction of employees and their children.

Employees or maids who have proven the birth or adoption of a child are eligible to take maternity or paternity leave. In addition to the legal determination, our employees are entitled to extend maternity leave, reaching a total of 180 days, and to extend paternity leave, reaching a total of 20 days. It is also guaranteed the extension of maternity leave in case of premature birth (before the 37th week of gestation), for the time that the baby remains hospitalized, limited to 8 weeks.

In addition to the benefits mentioned above, we have implemented other measures aiming at the well-being being of our employees, such as the granting of a workload allowance to employees with disabilities and employees who have children with disabilities, who are enrolled in the Special Assistance Program – PAE and who need follow-up to medical consultations and / or therapies. The allowance for employees who have children with disabilities has been extended to up to 240 hours per year, non-cumulative. In 2020, 248 employees were entitled to the mentioned bonus.

Union Relations

The Union Relations theme is present in our Code of Ethical Conduct (item 4.2), as well as in the HR policy (guideline 6). It is also worth noting that we have been signatories since 2003 to the Global Compact, whose principle 3 provides for the effective recognition of the right to collective bargaining. According to item 4.2 of our Code of Ethical Conduct, we recognize our employees’ right to free association, respect and value participation in unions and do not practice any type of negative discrimination in relation to our unionized employees.

About 92% of our employees are covered by collective bargaining agreements, the rest being covered by individual labor agreements.

We maintain a policy of permanent dialogue and negotiation with employee representatives. An example of this are the meetings of permanent committees, held periodically with the unions to deal with issues such as the work regime, health plan and monitoring of the collective agreement, which aim at both improving working conditions and facilitating negotiations for celebration of collective agreements, mitigating the risk of strike movements.


When we talk about diversity, we embrace inclusion and equity, in favor of an environment favorable to the expression and recognition of employees’ identities and to the consolidation of relationships based on respect and trust. Its management is carried out through the principles of respect for differences, equal opportunities and non-discrimination.

Gender data (Controllership – Data of 12/31/2019)

Ratio of Salary and Compensation between Women and Men (Controllership)

Relevant Operating Units Functional Category Middle Level Higher Level
Exploration and Production Executive Board (DE&P) with function 0.75 0.93
without function 0.78 0.91
Executive Directorate for Refining and Natural Gas (DRGN) with function 0.76 0.92
without function 0.79 0.92
Other Directories with function 0.79 0.93
without function 0.82 0.92
Total with function 0.77 0.93
without function 0.77 0.91
TOTAL 0.76 0.91
  • We have classified the areas directly related to our main business in “Relevant Operating Units”: exploration and production area and refining and natural gas (RGN) area. The other operating units and administrative units are part of the item “other directorates”.
  • Average remuneration for women divided by the average remuneration for men, in the case of each group. We have a salary table with different levels of basic salary, all applicable to both men, as for women.
  • However, for the calculation of remuneration, basic and additional wages are considered, such as transportation vouchers, childcare allowances, etc.

Ethnic-Racial Profile (Controllership)

Local Hiring

Health and Safety


Our goal is to operate within the best safety standards worldwide. One of our main metrics is the Recordable Accident Rate per million hours of work (TAR) below 0.56 and the ambition of zero fatalities.

To reach this level, we launched the Commitment to Life program, which includes initiatives focused on preventing accidents and preserving life and the environment. The actions that make up the Commitment to Life Program are structured based on the results of our health, safety and environment (HSE) management assessments, on the basic causes identified in the accident investigation processes, and on the environmental scenarios of the last few years. Since the launch of the first Commitment to Life Program, in 2016 we had a significant reduction in the Recordable Accident Rate (TAR) from 2.15 to 0.56 in 2020.

Golden Rules

In order to support the safety culture, ten Golden Safety Rules were defined. Therefore, the most recurrent accidents in the oil and gas industry and in our history were considered. Training in the Golden Rules is mandatory for all our employees in Brazil and abroad.


  • 1. Work Permit

  • 2. Energy Isolation

  • 3. Work at Height

  • 4. Confined Space

  • 5. Explosive Atmospheres

  • 6. Safe Positioning

  • 7. PPE’s

  • 8. Attention to Changes

  • 9. Traffic Safety

  • 10. Alcohol and Other Drugs

Recordable Accident Rate (TAR)


The risks related to the processes and activities developed in our operations are controlled and described in the Environmental Risk Prevention Program (PPRA). According to the risks mapped in the PPRA and monitored by our Occupational Health Service area, a high incidence of occupational disease has not been identified in our processes.

Our employees are subjected to occupational medical examinations, whereby they receive general and specific orientations regarding health, in addition to occupational guidelines related to any occupational hazard identified, work organization and the workplace.

Employees have access to some initiatives related to the following health programs:


  • Program for the Control of Chronic Non-Communicable Diseases (NCDs);
  • Mental Health Program;
  • Labor Potential Rescue Program (PRPL);
  • Oral Health Program;
  • Healthy Eating Program;
  • Physical Activity Promotion Program; and
  • Alcohol, Tobacco and Other Drugs Prevention Program.

Our model to promote physical activity is available to all our employees. We increased the number of partner gyms and expanded the modalities of physical activities to include weight training, CrossFit, dancing, martial arts, Pilates and outdoor sports, thus encouraging employees to choose an activity that they will enjoy, with the purpose of making physical activities a constant part of our employees’ lives. During the pandemic, due to social distancing, we also included online classes.

In 2020, due to the coronavirus pandemic and teleworking, we created an environment to develop our digital relationship with employees, called For a Better Life, with the purpose of sharing experiences and knowledge to strengthen the subject of health and specific topics, according to individual needs, with the publication of monthly interactive posts that included orientations on health related to important and everyday aspects of our employees’ lives, such as food, physical activities, mental health, family health and breastfeeding, among others. The health events we organized included “Health Week” and “Flu Vaccination Campaign”.

In partnership with health authorities, we are following public vaccination campaigns.  In 2020, 8,975 of our employees were vaccinated for influenza. In addition, we paid for the vaccines indicated by the Occupational Immunization Program.

Given that the coronavirus pandemic began in China, in January 2020, employees stationed there returned earlier to Brazil. We developed several initiatives to guide, monitor and oversee repatriated employees and their families. We suspended non-essential business trips, both domestic and international, and maintained only trips that were essential and that could not be postponed. We held meetings for employees with trips scheduled during the pandemic to present the health and safety guidelines of their destination country.  In addition to requiring tests prior to the trips, we also monitored travelers returning to Brazil.


Human Rights

We base our performance on respect for human rights internationally recognized by Brazil and the countries where we operate. We believe it is our duty to respect, promote, raise awareness and prevent the violation of human rights in our activities and operate in compliance with the human rights protected by international treaties and conventions ratified by the State, such as the International Charter of Human Rights and the Declaration of Fundamental Principles and Rights at Work of the International Labor Organization-ILO, in addition to commitments assumed by our company, such as the United Nations Global Compact, the Women’s Empowerment Principles UN Women, the National Pact for the Eradication of Slave Labor, the Business Initiative for Racial Equality, the Business Open Charter for Human Rights, the Gender and Race Pro-Equity Program and the Corporate Declaration to Combat the Sexual Exploitation of Children and Adolescents .

Human Rights Guidelines

Petrobras’ Human Rights Guidelines guide our work on respect for Human Rights in all regions where we are present and throughout the life cycle of our projects and operations.

Our human rights activities can be divided into three main fields:

Combating Discrimination and Promoting Diversity - Internal Public

  • Our Human Rights Guidelines include: “Promote diversity by ensuring respect for differences and equal opportunities regarding access, compensation and career advancement.”

    Our Code of Ethical Conduct establishes that all our employees must: “Ensure a workplace that respects, embraces and promotes diversity of culture, color, ethnicity, religion, age, gender, sexual orientation and physical appearance, thus promoting equal opportunities and professional recognition based on meritocracy.”

    In line with our focus on preventing conflicts in the corporate environment, we develop training sessions and raise awareness of topics related to workplace violence. Thus, we hold remote lectures and presentations for internal and external publics on workplace violence, prevention mechanisms, inquiry and accountability, in addition to specific conceptual developments on moral harassment, sexual harassment and discrimination.

    Our Ombudsman-General Office has specific procedures to receive and follow up on workplace violence reports.  Since 2019, moral harassment and sexual harassment reports involving our employees have been examined by this team and, in 2020, we included reports of discrimination against our employees. During the inquiry, the Ombudsman-General Office provides specialized treatment in its interactions with the victims, the accused and the witnesses, and in the analysis of information. The confirmed cases are submitted to the Integrity Committee to establish accountability and consequences.  In relation to employees of service providers, any failure to comply with the Code of Ethical Conduct shall be reported to their employer.

    Our external and independent Denouncement Channel is prepared to receive reports on workplace violence, including moral and sexual harassment and discrimination.

    In relation to freedom of association, we have established in our Code of Ethical Conduct that all our employees are required to respect the party-political opinion, belief and conviction of all employees, as well as the right to join a union. The guidelines in our HR policy include the implementation of sustainable agreements for our company through constructive dialogues, based on ethics and transparency, with the purpose of overcoming differences in the negotiations with employees and their representatives.

    We have a public statement, approved by our Executive Board, on our practices to fight against modern slavery.

Declaration on combating contemporary slave labor

In relation to diversity, in 2018, we launched the Gender Equity Action Plan at the IV Petrobras Diversity Forum. Such plan aims to have a positive impact on the work environment, on the development and on the functional career of women, in addition to presenting commitments to the external environment. As initiatives, it enabled the creation of gender indicators in the process of selection and management succession, communication campaigns that inspire women for the STEM career (acronym in English for Science, Technology, Engineering and Mathematics) and specific training, such as diversity and prevention to violence at work.

Mitigation and Prevention of Human Rights Violations - Communities

  • Maintaining a long-term community relationship based on dialogue and transparency is one of our commitments. For this, we seek to know the dynamics of the communities close to the places where we operate, its social actors, as well as to develop relationship plans, which are monitored and evaluated by the Company.

The actions developed by Petrobras seek to foster the development of partnerships, in order to achieve the strengthening of bonds, the performance in networks and the generation of mutual benefits, enabling the respect for social, environmental, territorial and cultural rights of communities. Committees, meetings, lectures, visits and investments in social and environmental programs and projects are promoted, in line with the objectives of our businesses and contributing to the conservation of the environment and improvement of the living conditions of the communities where we operate.

For more information, see the Relationship with Communities section.

Human Rights Violation Prevention - Supply Chain

  • Our commitment to human rights in the supply chain is expressed in our Social Responsibility Policy, Human Resources Policy, Human Rights Guidelines, Code of Ethical Conduct and Guide to Ethical Conduct for Petrobras’ Suppliers. These documents reinforce that our suppliers must promote decent and safe working conditions for their employees and combat child and slave labor, in addition to promoting diversity, gender and racial equality and the inclusion of people with disabilities. Before signing a Contract with us, every supplier must complete and sign the Declaration of Compliance with the Supplier Ethical Conduct Guide and our Social Responsibility Policy.

Supplier Ethical Conduct Guides

All of our service contracts include clauses that require service providers to refrain from using child labor and labor analogous to slavery or in degrading working conditions. In the contracts for construction and assembly of refining process units and contracts for civil construction services, which are considered to be at greatest risk for human rights violations, there is also a declaratory social responsibility clause in the contracts.

To encourage and recognize good practices from our suppliers in relation to gender equity, race equality and inclusion of people with disabilities, we have instituted specific awards for these initiatives within the Best Petrobras Suppliers Award.

Relationship with Communities

We adopt standards and processes that guide our performance in Social Risk Management and Community Relationship in our investment projects, decommissioning , divestments and in our operations. These processes seek to prevent the violation of human rights in the communities where we operate and to strengthen bonds of trust with the communities around us.As a result, we promote a favorable environment for the development of our business.

We identify, analyze and respond to social impacts related to communities in our operations through the community relationship process. The diagnosis and analysis of the communities surrounding our operations are carried out by multidisciplinary teams based in the operations units, in order to recognize the local reality and direct the relationship actions with the communities.

In the diagnosis stage of the social context, for example, we identify critical social risks in terms of severity which will consequently cause response actions to be incorporated in the Social Responsibility and Community Relationship Plan of each operating unit.

We currently have 22 local SR plans, which accounts for 100% of our refining and exploration and production units.  These plans were prepared and approved for implementation in 2020. These initiatives are monitored by a management system (SIGER) that tracks expected and actual percentages.

In March 2020, we created our corporate policy for resettlement, establishing guidelines for the removal and resettlement of individuals or communities affected by our ventures or activities.

Corporate Guideline for Resettlements

In its relationship with indigenous peoples and traditional communities, Petrobras follows the current legislation, such as the provisions of the National Policy for the Sustainable Development of Traditional Peoples and Communities and the regulations of the National Indian Foundation (FUNAI), Fundação Cultural Palmares and Instituto do Patrimônio Histórico e National Artistic Institute (IPHAN).

Our resettlement guideline also advises that indigenous peoples should be informed, in appropriate and accessible language, about projects that may occur on their land and have the opportunity to offer or withhold their consent to a project before it begins. If the removal and resettlement of indigenous or quilombola communities is absolutely necessary, it will be necessary to carry out prior, free and informed consultation directed at these communities.

Social and Environmental Investments

Our social responsibility policy provides for support for social and environmental projects, contributing to the communities where we operate and, in a broader way, to society, in alignment with the business objectives and collaborating for the conservation of the environment and the improvement of living conditions.

Our voluntary socio-environmental investment is a tool to support the sustainability of our business.

We develop socio-environmental solutions in relevant themes to the oil and gas industry and territories where we operate, seeking to consolidate the relationship with stakeholders, generate technical and scientific information and strengthen our reputation by disseminating our values.

The drivers of the Petrobras Socioenvironmental Program are the recurring demands of the communities in the areas where we operate, the transition to a low carbon economy and offshore operations.  They include:  Education, Sustainable Economic Development, Ocean and Climate, mainly focused on contributing to four Sustainable Development Goals: (4) Quality Education; (8) Decent Work and Economic Growth; (14) Life in Water; and (5) Life on Earth. The transversal themes that will be considered in all projects include early childhood, innovation and human rights.


Last updated on February 11, 2021.