Our labor practices

We believe in and defend good labor relations practices, complying with the Brazilian laws and international labor conventions. This includes repudiating child labor, forced and degrading labor throughout our production chain, in line with our commitments. Social Responsibility Policy.

Our Human Resources Policy has the premises and guidelines that guide labor relations and practices and are deployed throughout the Company.

Our Code of Ethical Conduct also guides our working relationships, defining the ethical principles and corporate governance policies that guide Petrobras' actions and its commitments to conduct, both institutionally and for its employees. These documents also address the Company's governance mechanisms, based on the ethical sense of our mission, our vision and strategies, helping to increase transparency and confidence of all our stakeholders.

Supply chain

We are committed to standards of integrity, social and environmental responsibility, and ethical conduct. Therefore, we demand the same attitude from our supply chain, in accordance with our compliance guidelines.

An example of that are the monthly lives with the supplier market so that we can disseminate compliance practices, instruct about our business model and contracting procedures, in addition to sharing information on relevant projects.

One objective is that, by 2028, 70% of relevant suppliers have published Greenhouse Gas (GHG) emissions inventories. Other targets (by 2030) for all relevant suppliers are:

  • Training on integrity and/or privacy.
  • Human rights due diligence.

Find out more about this and other initiatives in our 2024 Sustainability Report.

Care for people

Our people management seeks to meet the needs of the business, with respect and appreciation of people, through processes that provide their development, performance, and a good organizational environment, based on the Company's values and ethical principles and recognition.

In this context, the new 2026-2030 Business Plan aim to prepare us for the future and strengthen the company. They will be implemented with a total focus on people, safety, and respect for the environment, offering equal opportunities to our employees while respecting gender differences and the diversity of cultures, knowledge, and skills. One of our priorities is also to promote work safely, preventing risks and encouraging healthier lifestyles.

Therefore, one of Petrobras' Values is CARE FOR PEOPLE, which focuses on caring for people, promoting diversity, equity, inclusion, health, well-being and physical and psychological safety.​​​​​

In 2025 Petrobras launched the Ambience Survey (Pesquisa de Ambiência), a workplace climate survey and a listening channel for employee satisfaction. With more than 28,000 respondents, equivalent to 69% participation, the Employee Satisfaction Index (ISE), a general indicator, reached 68%, consistent with previous editions. Among the additional items, "I am proud to work at Petrobras" achieved 91%. 

Other highlights are: ​​​​​​

  • Job satisfaction: I like the work I do. – Favorability: 85%
  • Purpose: The work I do has meaning and purpose for me. – Favorability: 81%
  • Happiness: I am satisfied working at Petrobras. – Favorability: 87%
  • Stress: My work environment is psychologically and emotionally healthy. – Favorability: 65%

Petrobras uses the Ambience Survey results as input to deploy its strategic plan into HR actions and company-wide initiatives.

In 2023, we launched the Petrobras Statement of Diversity and Combat of Harassment and Discrimination in the Workplace, which expresses our commitment not to tolerate any harassment or discrimination conduct. Our Business Plan 2026-2030 strengthens this commitment. By 2030, our goal is to investigate reports of sexual violence within an average of 60 days.

In 2023, we lauched the publication of the Diversity, Equity and Inclusion Policy, approved by the Board of Directors on 09/22/2023. The policy aims to reaffirm our principles and guidelines in relation to the topic of diversity, equity and inclusion. The implementation of affirmative actions aimed at underrepresented groups and the establishment of goals and indicators for diversity, equity and inclusion.

By 2026, the objective is to have at least 30% women in statutory positions appointed by the company. We also aim for 26% female leadership and the same percentage (26%) of Black people in leadership roles.

Another goal is to reach 20% of self-declared Black people in statutory positions appointed by Petrobras in its equity holdings by 2028.

As a state-owned enterprise, we are subject to compliance with Law 15,177/2025, which requires 30% women on the board, including a quota for Black women or women with disabilities. The law allows for gradual implementation.

Human Capital Development

From time to time, some human resource issues — compensation, benefits, and working conditions, for example —need to be revisited. The negotiation leads to the execution of a new (collective or individual) employment contract, with a term that varies according to what is agreed between the parties, observing the maximum period of two (2) years, pursuant to the law. See here the main highlights of our Collective Bargaining Agreement (CBA) in effect.