The recent enactment of Law 14.992/2024 marks an important step forward for the inclusion of people with autism spectrum disorder (ASD) in the Brazilian job market. The legislation aims to integrate actions that seek to improve accessibility and employability for people with ASD, promoting changes that directly impact the National Employment System (Sine) and the relationship between companies and this group.

With the growing awareness about the rights of people with disabilities, this new law was created to consolidate mechanisms that facilitate the inclusion and maintenance of people with autism in the workplace, ensuring more accessible and inclusive opportunities.

One of the main changes brought about by Law 14.992/2024 is the requirement for the National Employment System (Sine) to adapt its infrastructure in accordance with the technical accessibility standards of ABNT (Brazilian Association of Technical Standards). This includes both physical adjustments and staff training, in order to ensure that people with disabilities, especially those with autism, have access to inclusive work environments.

Furthermore, the law also promotes integration between Sine and the National Registration System for People with Autism Spectrum Disorder (SisTEA), created by Decree 12.115/24. This connection will allow for greater efficiency in the intermediation of vacancies and formalization of apprenticeship contracts, following the guidelines of Law 10.097/2000, which regulates professional apprenticeship.

Another important aspect of the new legislation is the incentive to hold job fairs and promote awareness campaigns for employers. These initiatives aim to raise awareness about the importance of hiring people with disabilities, including those with ASD, contributing to changing mindsets in the job market and building a more diverse and inclusive corporate environment.

Companies that hire people with autism have the opportunity to innovate and enrich their workforce by taking advantage of the unique perspectives that these professionals can offer. The legislation is, therefore, an invitation for organizations to rethink their practices and adopt a more proactive stance in promoting diversity.

Although the changes represent a significant step forward, it is important that companies are prepared for the challenges that will come with the implementation of Law 14.992/24. Compliance with accessibility standards and the promotion of inclusive initiatives require ongoing commitment and efficient adaptation on the part of organizations.

However, this scenario also brings opportunities. The inclusion of people with autism can generate a more innovative and collaborative work environment, where different skills and perspectives complement each other, resulting in a more harmonious and productive environment.

The effective implementation of these measures, combined with the adaptation of work environments, will be essential for people with autism to be able to fully integrate into the job market, contributing to their potential and ensuring their rights.

Companies must be aware of the requirements of the new legislation and, more than that, see inclusion as an opportunity for growth and innovation. By promoting an inclusive environment, organizations not only comply with the law, but also help create a more balanced and accessible labor market for everyone.