7 questions and answers about the impacts of the Worker’s Credit Program for the employer

The program has an impact on employees' payroll, which requires monitoring by companies

The Federal Government recently launched the Worker’s Credit Program through Instruction MTE No. 435/2025, with the aim of facilitating workers' access to automatic-paycheck-deduction loans, even using the FGTS balance as collateral. Although the proposal seeks to stimulate the economy by offering seemingly more advantageous conditions for workers, it also brings a series of challenges and responsibilities for employers.

Check out the main impacts of the program on your company’s routine in this article.

1. What is the Worker’s Credit Program?

It is a automatic-paycheck-deduction loan program created by the Federal Government, allowing formal workers to take out loans with direct deductions from their paychecks, using up to 10% of the FGTS balance and up to 100% of the severance pay as collateral.

2. What are the responsibilities of companies in this process?

Companies are responsible for processing the installment deductions from the payroll, providing accurate salary data to banks and the government, and properly transferring the amounts. They must also apply deductions to severance payments, when applicable.

3. Will the employer be notified if their employees participate in the program?

Yes, this notification will occur through the DET (Electronic Labor Domicile). The employer will be notified between the 21st and 25th of the month about loans taken out by their employees under this program.

Companies must access the Emprega Brasil Portal monthly to extract the list of workers who have joined the loan and the amounts to be deducted from the payroll. We emphasize that there is still no possibility of granting electronic power of attorney from one legal entity to another. Therefore, the company can perform the consultation using the eCPF of the legal representative, the eCNPJ of the company, as long as there is a connection to GOV.BR or a power of attorney granted to another eCPF.

4. How is the payroll deduction carried out?

The employer needs to record the information regarding the consignments on the Payroll, which is sent monthly to eSocial, using the appropriate code (of nature 9253) to apply the installment deduction on the payslip. It is also necessary to collect the deducted amounts on the corresponding FGTS Digital guides. It is important to note that failing to collect the deducted amounts is considered illegal and may result in penalties, according to Law 10.820 of 2003.

Read more: Worker’s Credit: Employer must monitor automatic-paycheck-deduction loans

5. What happens if the employee is absent and there is no salary for the deduction?

In such cases, the company cannot make the deduction. The responsibility for payment falls directly on the employee, who must settle the amount with the bank. However, the company must formally inform and guide the employee about this obligation, as it is not clearly regulated.

6. Is there a limit for deductions from the payroll?

Yes. The general limit for allowed deductions is 35% of the employee’s available salary. If the sum of payroll loans and other deductions exceeds this percentage, the company may be required to refund the excess amount to the employee, creating labor liabilities and financial losses.

7. Can the company be held liable for errors in the Worker’s Credit?

Yes. The company can be sued if there are errors in processing the deductions, incorrect information on the payroll, or failure to meet the established obligations. This increases risks and the need for heightened attention from employers.

Labor Support

Domingues e Pinho Contadores offers assistance to companies in meeting labor obligations, ensuring full legal compliance. From consultancy to monthly payroll processing and the submission of information to eSocial, rely on DPC's support. Contact us: dpc@dpc.com.br.