Petrobras, the Brazilian state-controlled oil giant, is currently in negotiations with unions to establish a two-year agreement for a hybrid work model in its administrative sectors. The proposal, which was discussed during meetings held on May 8, 2025, involves employees working three days in-person each week, with one of those days being either Monday or Friday.
The company stated that this shift aims to enhance team integration, streamline management processes, and improve the speed of delivering crucial outcomes as it embarks on a period of increased investments, new project definitions, and the hiring of new staff. According to Petrobras, these new hires will require training and mentoring from experienced employees, as well as acclimatization within their respective areas.
In a statement, Petrobras emphasized, "This change aims to improve team integration and management processes, as well as contribute to the agility in delivering important results for the company, which is in a phase of growth in investments, defining new projects, and hiring new employees that demand training and mentoring from experienced employees, along with adaptation in their respective areas."
Moreover, the company has been actively engaging in open dialogue with unions, proposing specific flexibilities within the hybrid model. Notably, it has suggested that pregnant employees and parents of children up to two years old may work remotely up to three days a week.
Petrobras is also closely monitoring market trends and developments in the oil and gas sector, ensuring that its strategies align with both the company’s needs and those of its employees. "Aligned with the Strategic Plan, Petrobras continues to monitor market trends and the oil and gas industry, as well as the evolution of work models, seeking to reconcile the needs and challenges of the company with those of the employees," the company noted.
The FUP (Federação Única dos Petroleiros), which represents oil workers in Brazil, has confirmed that Petrobras has proposed extending the implementation of the three in-person workdays for certain cases until July, rather than the previously set deadline of May 30.
This proposed hybrid work model reflects a broader trend in many industries, as companies adapt to the changing landscape of work environments following the COVID-19 pandemic. Many organizations are re-evaluating their operational models to better meet employee needs while maintaining productivity.
As companies across various sectors grapple with the balance between remote and in-person work, the developments at Petrobras may serve as a significant case study. The oil and gas industry, in particular, has faced unique challenges and opportunities in this regard, given the nature of its work and the operational requirements that often necessitate physical presence.
In addition to the hybrid work proposal, Petrobras has also been making headlines for other significant changes. Recently, the company announced a reduction in diesel prices for distributors, alongside discussions about the gasoline price, which has remained unchanged for 301 days despite potential decreases.
The ongoing negotiations and the proposed hybrid work model are crucial as Petrobras aims to enhance its operational efficiency while fostering a supportive environment for its employees. The company's commitment to flexibility for specific groups, such as parents and pregnant employees, highlights its recognition of the diverse needs of its workforce.
As the situation develops, stakeholders, including employees, unions, and management, will be watching closely to see how these negotiations unfold and what impact they will have on the company's future direction.
The hybrid work model proposed by Petrobras is not just about changing where employees work; it reflects a significant shift in how organizations view work-life balance and employee engagement. As the company moves forward, it will likely continue to adapt its strategies to meet the evolving demands of the workforce and the industry.
In conclusion, as Petrobras navigates this transition, it remains to be seen how effective the hybrid model will be in achieving its objectives of improving integration and productivity while also ensuring employee satisfaction and retention.
