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 this is the holding of periodic meetings 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.

As part of our commitments regarding integrity and human rights within the value chain, we have established long-term objectives. One goal is for 70% of relevant suppliers to have a published Greenhouse Gas (GHG) emissions inventory by 2028. Other targets (by 2030) for all relevant suppliers are:

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

Further information on this and other initiatives can be found in our ​​​​​​​Sustainability Report.

Care for people

Our people management seeks to meet business needs, while respecting and valuing individuals; through processes that foster their development and performance, as well as a positive organizational environment, based on the Company's values and ethical principles and recognition.

In this context, the 2026-2030 Business Plan outlines initiatives focused 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. Promoting safe work practices, preventing risks and encouraging healthier lifestyles is also priorities.

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, we conducted the Work Environment Survey (organizational climate), a channel for gauging employee satisfaction. With over 28,000 respondents—representing a 69% participation rate—the overall ISE (Employee Satisfaction Index) reached a 68% favorability rating, consistent with previous editions. Among the items evaluated, "I am proud to work at Petrobras" scored 91%.

Other survey items included: "I enjoy the work I do" (85% favorability); "The work I do has meaning and purpose for me" (81%); "I am satisfied working at Petrobras" (87%); and "My work environment is psychologically and emotionally healthy" (65%).
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The results of the Work Environment Survey inform internal HR actions and other initiatives.

In 2023, we published the Petrobras Statement of Diversity and Combat of Harassment and Discrimination in the Workplace,  expressing our commitment to zero tolerance for any form of harassment or discrimination conduct. Our Business Plan 2026-2030 includes guidelines addressing this issue. Our goal is to investigate reports of sexual violence within an average timeframe of 60 days by 2030.

We have a 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 objective 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. Read our Collective Bargaining Agreement (CBA) in effect.

Our labor practices cover all employees in their (administrative and operational) units. Key indicators related to labor practices are listed below ¹:
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a) 100% of employees covered by the CBA 2025-2027;
b) 100% of elegible employees received regular performance analysis in 2025 for the year 2024, representing 90,2% of total employees on December 31, 2024;
c) 98,9% of employees participated in training and development actions in 2025.

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 technical and management capacity, also promoting diversity, equity and inclusion in the attraction, admission and career processes, seeking to increase the inclusion of underrepresented groups and the creation of an inclusive work environment.

Human Capital Development Informative