Bracell’s Compensation Policy applies to all employees. This policy establishes a minimum wage that is higher than the local minimum wage. The Policy is guided by inclusive principles that promote equal opportunity and diversity across dimensions such as gender, ethnicity, age, religion, sexual orientation, geographic origin, social class, and personal values, while recognizing individual strengths and talents.

Salaries are determined based on several factors, including current labor laws and collective bargaining agreements (read more under GRI 2-30), the role’s weight and importance within the organizational structure, market practices, internal pay equity, external competitiveness, the expertise and skills required for each position, organizational strategies, available budget, and the company’s financial position.

The salary table is updated annually based on compensation surveys conducted by specialized consulting firms, taking into account factors such as competition, region, labor availability, unemployment rates, and market turnover.

The total compensation package offered by the company includes basic salary, bonuses, variable compensation, and benefits, and is designed to be competitive within the market.

In addition, a significant portion of contractors engaged in supporting activities are compensated in accordance with the prevailing local minimum wage. To ensure integrity in these relationships, Bracell conducts rigorous due diligence to verify compliance with labor legislation and applicable collective bargaining agreements. This oversight is conducted through systematic document reviews and the inclusion of mandatory contractual clauses requiring partner companies to fully comply with their legal obligations toward their workforce.