The entry into force of Law No. 15,325/2026 represents a relevant regulatory milestone for companies operating in the digital economy. The statute regulates the exercise of the multimedia profession and formally recognizes the multifunctional professional qualified to perform activities related to the creation, production, editing, programming, publication, management, and distribution of digital and audiovisual content.

The legal text adopts a broad approach, aligned with current market dynamics, and applies to professionals working across different sectors, including technology, communication, marketing, media, entertainment, and digital platforms.

While the law provides greater regulatory clarity, it also requires companies to carefully reassess their hiring models, especially in cases where a single professional accumulates technical, creative, operational, and strategic functions.

Risks and implications for companies

The regulation of the multimedia profession has direct impacts on people management and contractual structures:

• Risk of improper role classification, particularly when activities typical of the profession are performed without clear contractual provision;
• Informal accumulation of activities, with potential effects on labor liabilities;
• Legal uncertainty in legacy contracts executed prior to the law’s entry into force, which may not reflect the multiplicity of duties currently performed;
• Exposure to administrative or judicial challenges, especially in environments with high turnover or extensive outsourcing.

For executives, the issue is not merely labor-related, but also strategic, as it affects team structures, costs, compliance, and governance.

Strategic solutions and recommendations

In light of the new regulation, the following measures are recommended:

• Map the functions and activities effectively performed by professionals working with content, technology, and media;
• Review employment and service agreements, identifying potential gaps or inconsistencies;
• Assess the need for contractual amendments, especially for professionals in related categories, as provided under Article 5 of Law No. 15,325/2026;
• Adjust job descriptions and scopes of work, aligning operational practice with contractual provisions;
• Strengthen labor governance, mitigating the risk of future liabilities and ensuring regulatory compliance.

The new law requires a preventive approach, grounded in contractual organization, clarity of roles, and strategic legal management.

Have you already reviewed how your content team’s contracts are structured? On the PDK website, we publish practical analyses on regulatory changes that impact companies’ day-to-day operations.