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 the highest 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 Strategic Plan 2050 and Business Plan 2025-2030 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 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.

An important milestone in 2023 was 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. Among the main advances anticipated are 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.

We were recognized as a 'Highly Commended Company' in the Diversity and Inclusion category.

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 (ACT) in effect.

Our labor practices cover all employees in their (administrative and operational) units. Here are some highlights¹:

a) 100% of employees covered by the ACT 2023-2025;
b) 100% of employees received regular performance analysis in 2024 for the year 2023, representing 90,2% of total employees on December 31, 2024;
c) 96,4% of employees participated in training and development actions in 2024.

Aiming at the sustainability of the business and the good practices of our labor relations, we seek to develop people to achieve the goals and preserve the company's unique technical and management capacity, also seeking to promote diversity, equity and inclusion in the attraction, admission and career processes, increasing the inclusion of underrepresented groups and the creation of an inclusive work environment.

Human Capital Development Highlights

Employee Engagement¹

In the 2025 Organizational Climate Survey, 91% of employees stated they are proud to work at our company. The company was also the top-ranked Brazilian firm on Forbes' 2025 World's Best Employers list. Additionally, we rank in the Top 3 Best Employer Brands in Brazil, according to the Randstad Award 2025.

We take pride in fostering long-lasting careers; the average employee tenure is 16.2 years. To maintain efficiency and engagement, our training and development programs are continuous.

In 2023, Petrobras applied, in partnership with Great Place to Work, an engajement survey for all employees, providing information that will help to improve our work environment.

With more than 17 thousand respondents, which is equivalent to 44% participation, the survey was voluntary and anonymous. The results are expressed in favorability, that is, the percentage of respondents who selected the options "It is always true" or "Most of the time it is true", excluding abstentions.

The results informed here are expressed in terms of the Area Vision (employee's perception according to their experience in the area/sector in which they work).  

The Confidence Index, bringing together 60 items, was 70% in terms of Area Vision, and the main items that tracking job satisfaction, purpose, happiness and stress are:
 
  • Job satisfaction: I'm proud to tell other people I work here. - Favorability: 85%.
  • Purpose: My work has a special meaning. For me, it's not just "another job". - Favorability: 79%.
  • Happiness: I would definitely recommend my company to friends and family as an excellent place to work. - Favorability: 80%.
  • Stress: This is a psychologically and emotionally healthy place to work. - Favorability: 62%.

Petrobras used engagement survey's results as input to deploy its strategyc plan into HR actions and thus promote a better, healthier, diverse, inclusive and productive work environment.
¹ Petrobras Holding (ParentCompany)