Labor court approves agreement regulating remote work at Brazil's mint, averting a strike

The ruling: the TST approved, in Collective Strike Dispute (Dissídio Coletivo de Greve) No. 1000481-13.2026.5.00.0000, an agreement between Casa da Moeda do Brasil and the union representing the employees, reached through conciliation before the Vice-Presidency of the Court. The agreement is an amendment to the current collective bargaining agreement (ACT 2025/2027) and establishes a hybrid schedule for about 500 employees in administrative areas: three days of in-office work and two days of remote work per week, along with tolerance rules for electronic time-clock records under that arrangement.

The case illustrates a path that tends to repeat itself: when direct negotiation over remote work stalls, the collective-dispute route comes into play, and the outcome, instead of an imposed normative ruling, tends to be an agreement built with the court's own support. The final clause becomes a reference model for other unions and companies that have not yet formalized remote work in collective bargaining.

For anyone negotiating or renegotiating remote or hybrid-work clauses in a collective bargaining agreement, the mint's case reinforces two points that usually matter at the table: the ratio between in-office and remote days, here 3 to 2, and specific tolerance rules for tracking hours on remote days, to avoid citations for time-clock records incompatible with a remote-work routine.

Does your collective bargaining agreement already have a specific remote or hybrid-work clause, with its own hour-tracking rules, or does home office at your company still run on practice alone?