Austria

The social employee benefit systems in Austria are governed by strict regulations and provide comprehensive coverage, ensuring that citizens have access to essential services and support in various life situations. Benefits are provided mainly in the form of benefits in kind, which are the same for all insured persons (principle of solidarity), or in the form of contributory cash benefits (e.g. pensions, sickness benefits). Any employee whose gross salary is above the marginal earnings threshold is covered by health insurance.

Statutory Personal Insurances in Austria

Health Insurance

Austria’s statutory health insurance is integrated into the social insurance system and managed by various carriers, including the Austrian Health Insurance Fund (ÖGK) and the Social Insurance Institution for Self-Employed Persons (SVS). Anyone working or residing in Austria is legally required to register with a health insurance provider and pay contributions. Contributions are primarily financed through payroll deductions and vary based on income. Health insurance provides comprehensive coverage, including medical treatments, medications, dental care, hospital stays, and rehabilitation services. Patients also have access to primary care physicians as well as specialists and hospitals.

Accident Insurance

Accident insurance in Austria is legally mandated and provides protection for work-related accidents, occupational diseases, and accidents that occur outside the workplace. Accident insurance falls under the jurisdiction of the General Accident Insurance Institution (AUVA) and the Accident Insurance Institution for Railways and Mining (VAEB). Employers are required to insure their employees against work accidents and occupational diseases. Contributions are calculated based on risk classes and employment sectors. Benefits include medical treatments, rehabilitation services, financial compensation, and assistance with vocational reintegration.

Pension Insurance

The pension system in Austria is based on three pillars:

First Pillar (State Pension): This pillar consists of the state pension scheme, which provides a basic level of retirement income. Contributions are made by both employers and employees throughout their working lives. The amount of pension received is calculated based on the contributions made and the number of insurance years.

Second Pillar (Occupational Pension): The second pillar includes voluntary company or occupational pension schemes established by employers. These schemes supplement the state pension and aim to provide additional retirement income. Participation in these schemes is optional for employers and employees.

Third Pillar (Private Pension): The third pillar comprises private pension plans, such as voluntary individual pension savings accounts or insurance policies. Individuals can choose to contribute to these plans to further supplement their retirement income. Contributions to private pension plans may be eligible for tax benefits.

The retirement age in Austria varies depending on several factors, including the individual’s birth year and the duration of insurance periods. Currently, the standard retirement age is gradually increasing for both men and women. As of 2024, the retirement age for men and women is 65 years, with plans to increase it to 65.5 years by 2033.

Austria’s pension system is characterized by its stability and sustainability, with a strong emphasis on ensuring adequate retirement income for its citizens. The system undergoes periodic reviews and adjustments to adapt to demographic changes and economic conditions.

Furthermore, Austria offers various incentives and support measures to encourage individuals to save for retirement, including tax advantages for pension contributions and voluntary pension schemes.

Unemployment Insurance

Unemployment insurance provides financial support for employees who become involuntarily unemployed. Contributions are shared between employers and employees. To receive benefits, insured individuals must meet certain requirements, such as a certain number of contribution months. Benefits may include financial assistance, job placement services, and training programs to facilitate reemployment.

Social Assistance

Austria offers a comprehensive system of social assistance to support individuals in need. This includes financial aid, housing assistance, healthcare services, and other social support programs. Social assistance aims to ensure the well-being and dignity of all citizens, providing a safety net for those facing economic hardship or social challenges.

Parental Leave

Parental leave in Austria is governed by the Austrian Parental Leave Act (Elternteilzeitgesetz), which provides eligible employees with the opportunity to take time off work to care for their children.

Duration: In Austria, parental leave can be taken until the child reaches the age of three. However, the exact duration of parental leave can vary depending on individual circumstances and agreements between the employer and employee.

During parental leave, the employee is entitled to receive parental leave benefits from the Austrian Family Allowance Fund (Familienbeihilfefonds). These benefits amount to a certain percentage of the individual’s previous earnings, with a minimum and maximum cap.

Eligibility: Both parents are eligible to take parental leave in Austria. This includes biological parents, adoptive parents, and legal guardians. Additionally, in cases where one parent is unable to take parental leave, the other parent may take their share of the leave.

Flexible Work Arrangements: Austrian law also allows for flexible work arrangements during parental leave, such as part-time work or working from home, to accommodate the needs of both the employer and the employee.

Job Protection: Employees who take parental leave are protected from dismissal during the leave period and have the right to return to their previous position or an equivalent position upon their return to work.

Supplementary Employee Benefits in Austria

Health Insurance

In Austria, health insurance typically covers a wide range of medical services, including hospitalization, doctor visits, medications, and more. Group health insurance plans negotiated by employers often offer discounted premiums and comprehensive coverage, ensuring top medical care for employees without significant financial burdens.

Risk Life Insurance

This type of insurance provides financial support to surviving dependents in the event of the insured person’s death. It is particularly crucial for individuals who have financial obligations such as loans or mortgages, as it helps ensure that their dependents are not burdened with debt after their passing.

Expat and Business Trip Coverage

For employees traveling abroad for business purposes, it’s essential to have adequate medical coverage in case of illness or accidents. Expat and business trip coverage ensures that employees receive medical care comparable to what they would have in their home country. This coverage may include medical expenses, emergency evacuation, repatriation, and other related costs.

Accident Insurance

Accident insurance provides financial protection in the event of accidental injuries resulting in disability, death, or related expenses such as rescue and repatriation costs. It helps alleviate the financial burden on employees and their families during challenging times.

Occupational Disability Insurance

This insurance helps replace lost income in the event of involuntary retirement due to illness or injury that prevents the insured individual from working. It provides financial support to ensure continued financial stability despite the inability to work.

Future Protection (Pension Plan)

Future protection plans, as outlined in §3/1/15a EStG, refer to tax-optimized company pension plans. Employees can contribute up to €300 per year tax-free, and withdrawals after leaving the company are also tax-free, making it an attractive option for retirement savings.

Pension Fund / Company Collective Insurance

These are collective retirement savings schemes provided by employers, covering old-age, disability, and survivor benefits. Employer contributions are tax-deductible, and employees enjoy deferred taxation on contributions until retirement.

Pension Commitment/Direct Benefit Commitment

This is an individualized retirement provision model wherein the employer commits to providing old-age, disability, and survivor benefits based on a contribution-based structure. Tax benefits are available for both the employer and the employee, with taxation occurring only when benefits are paid out.

Severance Pay Outsourcing/Direct Insurance (Old System)

This involves outsourcing severance pay obligations to insurance providers, offering liquidity and balance sheet reduction benefits to the employer. Employees’ claims remain subject to the ‘old’ severance pay law, which may result in loss in case of self-termination.

Company Pension Funds (New System)

Introduced for employees joining after 2003, company pension funds offer retirement savings opportunities with potentially significant investment performance differences over the years. Employees may have the option to change funds annually without additional charges.

Employee Perks

Support for physical and mental health: health programs, EAP (employee assistance programs), care management, etc.
Transportation benefits: subsidized public transportation passes, commuter benefits, or parking discounts
Educational assistance: financial assistance or reimbursement for employees pursuing further education or professional development courses relevant to their jobs.
Company car or company vehicle
Flexible working hours/Home office
Company health management: fitness memberships, vaccinations, health screenings, or employee wellness programs
Meal allowances or vouchers
Employee discounts: discounts and perks for products or services offered by partner companies.
Childcare/childcare allowance
Sabbatical

This information about mandatory and supplemental employee benefits in Austria comes from Asinta’s Central and Eastern European Partner, the GrECo Group. If you need support with your benefits in the country please contact Asinta and we will put you in touch with the local experts at GrECo.

Nothing on this country page is intended to be legal, financial, or tax advice, and readers are advised to consult with their appropriate advisors regarding any legal, financial, or tax implications this information may address.

Mauritania

Mandatory Employee Benefits in Mauritania

Mauritania’s social security scheme for salaried workers comprises the following branches.

Illness
Old age, disability, death (survivors)
Accidents at work, occupational diseases
Family benefits

It does not cover the risk of unemployment.

Under the labor law, employers are obliged to pay daily allowances in the event of illness. Daily maternity allowances are paid as part of family benefits.

Following Law 2012-007 on the extension of the health insurance scheme, the health insurance scheme for employees of public institutions has been extended to:

Employees of private companies
Journalists from the private press
Persons exercising a profession and self-employed persons carrying out an income-generating activity, regardless of the activity or income
Pensioners from these groups

ASCOMA provided this information about employee benefits in Mauritania. Should you need support with your benefits in the country, contact Asinta, and we will connect you with the experts at ASCOMA.

Nothing on this country page is intended to be legal, financial, or tax advice, and readers are advised to consult with their appropriate advisors regarding any legal, financial, or tax implications this information may address.

Senegal

Mandatory Employee Benefits in Senegal

Defined Benefit (DB) – Normal Retirement Benefits

In Senegal, the social security system comprises the following DB retirement plans:

The Senegalese Pension Institution (l’Institut de PrévoyanceRetraite du Sénégal – IPRES) for all salaried employees, excluding civil servants.
The National Retirement Fund (le Fond National de Retraite – FNR) for civil servants.

IPRES is a pay-as-you-go DB scheme funded via employee-employer contributions. Employers contribute 8.4% of the employees’ qualified earnings, and employees contribute 5.6% to fund the benefits. The maximum monthly ceiling for contributions is equal to XOF360,000 (US$577.9).

In addition to this general pension scheme, IPRES administers a complementary pension plan that offers pension benefits to senior-level employees.

Medical Disability and Death

Under the collective labor agreements funded by an employer-employee contribution with a contribution rate of 4% to 15% and a base cap of XOF250,000 (US$401.3), companies with at least 300 employees must implement the IPM health fund. The IPM fund also covers employees and employees’ dependent family members for 50% to 80% of a variety of medical costs.

Supplementary Employee Benefits

Defined Contribution Retirement Benefits

The prevalence of employer-sponsored voluntary occupational pension plans in Senegal is low. A few employers usually provide supplementary retirement benefits through group retirement savings, typically under capitalization insurance plans, which guarantee a minimum fixed interest rate.

In addition, a few employers also provide end-of-career-allowance benefits as a lump sum amount, which an employee is entitled to when they terminate their employment with the company or when they retire.

Healthcare

In Senegal, employers with at least 300 employees must establish an IPM health fund to provide healthcare benefits to their employees, including dependents. Additionally, the government offers subsidized universal healthcare benefits to all citizens. The prevalence of employer-sponsored voluntary health insurance in the country is low. A few employers provide medical benefits through group health insurance plans.

Disability

Standalone short-term and long-term disability plans are not offered in the country, but a few employers provide them under group personal accident insurance plans.

This information about employee benefits in Senegal is provided by ASCOMA, Asinta’s employee benefits consulting Partner in the country. If you need support with your benefits program in Senegal, please contact Asinta, and we will connect you with the local experts at ASCOMA.

Nothing on this country page is intended to be legal, financial, or tax advice, and readers are advised to consult with their appropriate advisors regarding any legal, financial, or tax implications this information may address.

Democratic Republic of Congo

Employer-sponsored employee benefits in the Democratic Republic of Congo

Healthcare

ASCOMA Health & Benefits provides companies with a unique service in Sub-Saharan Africa, including advice, technical assistance, auditing healthcare plans, providing management, and implementing cost controls.

ASCOMA Health & Benefits also provides:

Comprehensive direct billing with an extensive network of authorized providers.
Medical advisors who constantly develop the network of healthcare providers, standardize medical rates, implement hospital inspections, and take responsibility for epidemiological research and monitoring.
A portal for clients to monitor their policy data and statistics and submit online requests for enrollment and withdrawal.
A portal for employees to see their benefits and claims, submit requests for claims reimbursement, and find the closest provider within ASCOMA’s network.
Insights to improve medical cost control by reviewing clients’ global statistics by benefit, beneficiary status, association, illness/disease, geographical area, beneficiary or family, and healthcare center.

Retirement savings or supplementary retirement savings (defined contribution)

The retirement savings contract is a group life insurance policy taken out by a company. It is open to all employees or a category of employees, depending on the company’s preference.

The purpose is to guarantee each member’s constitutionand payment of retirement capital or annuity at retirement. The capital or annuity to be paid is obtained by capitalizing contributions net of costs at the technical interest rate plus any profit sharing.

Other pensions include a group pension provision, supplementary health pension, death benefits, a mixed education pension, and an end-of-career indemnity.

The retirement age in the DRC is 65.

Death Benefits

Death benefits allow employees to transfer a lump sum or an annuity to the designated beneficiaries. The beneficiary clause is one of the essential elements of membership. It determines to whom and how, if an employee dies, the death benefit will be transferred. The lump-sum death benefit is not included in the devolution of the estate if an identifiable beneficiary is designated.

Specific death benefits available in the Democratic Republic of Congo include term death, mixed education pension, family protection, and other national death policies such as funeral expenses and accidental death.

This information about employee benefits in the Democratic Republic of Congo is provided by ASCOMA, Asinta’s employee benefits consulting Partner in the country. If you need support with your benefits program in the country, please contact Asinta, and we will connect you with the local experts at ASCOMA.

Nothing on this country page is intended to be legal, financial, or tax advice, and readers are advised to consult with their appropriate advisors regarding any legal, financial, or tax implications this information may address.

Central African Republic

Mandatory Employee Benefits (Government-Sponsored)

The Central African Social Security Fund (CNSS) provides insurance for workers and providers in this country. These benefits include the following:

Family Benefits – salary supplements paid to salaried workers to compensate for the children’s expenses in their care. The benefits are paid in the form of allowances for family, prenatal, daily maternity, accidents at work, and occupational diseases.
Pensions – retirement, disability, and survivor’s pensions are offered.

Supplementary employee benefits (Employer-Sponsored)

The Central African Republic does have some employer-sponsored benefits, although the availability and extent of these benefits can vary widely depending on the specific employer, industry, and economic conditions.

Employer-sponsored benefits may include things such as:

Health insurance (see the front page to see details on how ASCOMA supports clients with health insurance for employees)
Retirement plans (like pensions or provident funds)
Paid time off (such as vacation days and sick leave)
Other additional perks or incentives

This information about employee benefits in the Central African Republic is provided by ASCOMA, Asinta’s employee benefits consulting Partner in West Africa. If you need support with benefits in West Africa, please contact Asinta, and we will put you in touch with the local experts at ASCOMA.

Nothing on this country page is intended to be legal, financial, or tax advice, and readers are advised to consult with their appropriate advisors regarding any legal, financial, or tax implications this information may address.

Equatorial Guinea

Employer-Sponsored Benefits

Medical

Employer-sponsored employee benefits in Equatorial Guinea are few except for medical insurance for employees and their dependents. A pioneer in health insurance with its third-party payment system, ASCOMA has a number of showcase products. For example, with the ASCOMA Health Card, companies and individuals can cover current medical expenses, including optical, dentistry, pharmacy, consultations, and hospitalization. Today, Ascoma’s third-party care network has expanded throughout the country, enabling our clients’ employees to have optimal access to healthcare.

It is rare for employers to offer benefits such as life insurance, AD&D, and retirement. Perks are also not common.

Mandatory Employee Benefits

The National Social Security Institute (INSESO) oversees Equatorial Guinea’s social security system. The system encompasses various benefits such as illness, maternity, accidents, occupational diseases, disability, death (survivors), and old-age pensions.

Contributions to the system are typically calculated based on a percentage of an employee’s salary. Both employers and employees make contributions, and the criteria for these contributions are often based on salary levels and government regulations.

For the most current and detailed information regarding Equatorial Guinea’s social security system, including specific eligibility criteria and the extent of coverage, it’s advisable to consult official sources or the National Social Security Institute (INSESO) in Equatorial Guinea. Social security systems can vary based on the specific regulations and policies implemented by the country.

ASCOMA provided this information about employee benefits in Equatorial Guinea. Should you need support with your benefits in the country, contact Asinta, and we will put you in touch with the experts at ASCOMA.

Nothing on this country page is intended to be legal, financial, or tax advice, and readers are advised to consult with their appropriate advisors regarding any legal, financial, or tax implications this information may address.

Guinea

Mandatory employee benefits in Guinea

Retirement

In Guinea, the social protection system consists of:

Public Service Pension Plan (le régime général des pensions) for the civilian and military personnel of the Guinean State.
Defined benefit National Social Security Fund (Caisse Nationale de Sécurité Sociale – CNSS).

The public service pension system provides social protection to all civil servants. The benefits include old-age pension, disability pension, disability grant, old-age allowances, survivor pension, and temporary orphan’s pension.

Medical

The employer and employee contributions to the government’s health insurance scheme equal 4% and 2.5% of the salary, respectively. Maternity benefits are included.

Disability

Temporary disability benefits: 50% of the worker’s average salary in the month before the disability began is paid for the first 28 days.
Permanent disability benefits: The worker receives 70% of average earnings in the last year before the onset of the disability.

Death benefits are also available under the government program.

Supplementary employee benefits

Retirement (Defined Contribution)

Few employers provide supplementary group retirement benefits through savings or pension plans. These contracts are established through collective bargaining agreements.

Medical

Many employers in Guinea provide medical benefits to their employees. Expats are suggested to obtain coverage from international health insurance plans that offer emergency evacuation services.

A pioneer in health insurance with its third-party payment system, ASCOMA has a number of showcase products. For example, with the ASCOMA Health Card, companies and individuals can cover current medical expenses, including optical, dentistry, pharmacy, consultations, and hospitalization. Today, Ascoma’s third-party care network has expanded throughout the country, enabling our clients’ employees to have optimal access to healthcare.

Disability

Few employers offer short-term or long-term disability to their employees.

Death and AD&D

Few employers offer these benefits.

ASCOMA provided this information about employee benefits in Guinea. Should you need support with your benefits in the country, contact Asinta, and we will put you in touch with the experts at ASCOMA.

Nothing on this country page is intended to be legal, financial, or tax advice, and readers are advised to consult with their appropriate advisors regarding any legal, financial, or tax implications this information may address.

Chad

Employer-Sponsored Benefits

Healthcare

A pioneer in health insurance with its third-party payment system, ASCOMA has a number of showcase products. For example with the ASCOMA Health Card, companies and individuals can cover current medical expenses, including optical, dentistry, pharmacy, consultations, and hospitalization. Today, Ascoma’s third-party care network has expanded throughout the country, enabling our clients’ employees to have optimal access to healthcare.

Life Insurance, AD&D, Retirement

It is rare for employers to offer benefits such as life insurance, AD&D, and retirement. Life, savings, and retirement insurance are optional coverages that each employee can purchase individually.

Perks are not common.

Mandatory Employee Benefits in Chad

Every employer in the private sector must declare its employees to the National Social Security Fund (CNPS)social security. This compulsory membership of the social security system is made by direct deduction from payroll.

5% is the employer’s share
5% is the employee’s share

These benefits cover accidents at work, occupational diseases, family allowances, old-age pensions, lump-sum death, and more.

For the most current and detailed information regarding Chad’s social security system, including specific details, eligibility criteria, and the extent of coverage, it’s advisable to consult official sources or the National Social Security Fund (CNPS) in Chad.

ASCOMA provided this information about employee benefits in Chad. Should you need support with your benefits in the country, contact Asinta, and we will put you in touch with the experts at ASCOMA.

Nothing on this country page is intended to be legal, financial, or tax advice, and readers are advised to consult with their appropriate advisors regarding any legal, financial, or tax implications this information may address.

Congo

Supplementary employee benefits in Congo

Healthcare

The primary benefit employers should offer in Congo is medical insurance for employees and their dependents. A pioneer in health insurance with its third-party payment system, ASCOMA has a number of showcase products. With the ASCOMA Health Card, companies and individuals can cover current medical expenses, including optical, dentistry, pharmacy, consultations, and hospitalization. Today, Ascoma’s third-party care network has expanded throughout the country, enabling clients’ employees to have optimal access to healthcare.

Retirement

Retirement plans in Congo have three dimensions – corporate retirement, active retirement, and dynamic savings. There is a ‘free payment’ retirement benefit as well that lets employees save at their own pace and according to their situation.

Death benefits

Death benefits allow employees to transfer a lump sum or an annuity to the designated beneficiaries. Term death, a mixed education pension, family protection, and other insurance product options within this area are available.

ASCOMA provided this information about employee benefits in Congo. Should you need support with your benefits in the country, contact Asinta, and we will put you in touch with the experts at ASCOMA.

Nothing on this country page is intended to be legal, financial, or tax advice, and readers are advised to consult with their appropriate advisors regarding any legal, financial, or tax implications this information may address.

Mali

Supplemental employee benefits in Mali

Healthcare

Healthcare is the most important employee benefit to offer in Mali. Employers provide health benefits through group health insurance plans in the country because universal healthcare facilities are minimal. International healthcare insurance plans offer high-level patient care, reimbursement of out-of-pocket expenses, and emergency evacuation coverage to insureds.

A pioneer in health insurance with its third-party payment system, ASCOMA Health has a number of showcase products. With the ASCOMA Health Card for example, companies and individuals can cover current medical expenses, including optical, dentistry, pharmacy, consultations, and hospitalization. Today, Ascoma’s third-party care network has expanded throughout the country, enabling our clients’ employees to have optimal access to healthcare.

Retirement (Defined Contribution)

Employees are entitled to retirement benefits in the form of a lump sum or a lifetime annuity. They may also receive benefits as a combination of a lump-sum payment and a set number of annuities. Furthermore, employees are entitled to receive benefits in the form of a lump-sum payment of annuities in the case of early retirement, termination, or resignation.

Disability

Generally, employers do not provide separate short-term disability benefits to their employees in the country. Employers provide total and permanent disability benefits under the group insurance plan.

Death and AD&D

Employers provide death benefits through group insurance plans. Employers provide accidental death and dismemberment benefits through the group insurance plan as well.

Mandatory employee benefits

Pensions

In Mali, the social protection system covers old-age pensions, disability pensions, early retirement pensions, and survivor’s pensions through:

National Institute for Social Security Fund (Institut National de la PrévoyanceSociale – INPS) for private-sector employees
Malian Social Security Fund (CaisseMalienne de SécuritéSociale – CMSS) for civil and military officials, deputies, and pensioners of the civil service

Healthcare

Assurance Maladie Obligatoire (AMO) covers all formal sector employees, civil servants, and their family members. Caisse Nationale d’Assurance Maladie (CANAM) administers AMO.

INPS manages the healthcare delivery, recovery of contributions, and other stipulated functions for the private sector, whereas CMSS manages it for civil servants and military personnel. Employers and employees both make contributions to funding the system.

Workers’ compensation

Workers’ compensation is governed by the Social Welfare Code 1999 and supported by the employer’s contribution, which varies from 1% – 4% of the employee’s gross salary.

Disability

Employees are entitled to cash benefits in the form of a lump-sum payment or monthly pension, depending on the degree of their disability. They are also provided with vocational and rehabilitation support.

Death benefits

The employee’s spouse and other dependent family members are entitled to survivor’s benefits paid as a lump sum and a monthly pension. They are also entitled to a funeral grant to cover burial expenses.

ASCOMA provided this information about employee benefits in Mali. Should you need support with your benefits in the country, contact Asinta, and we will put you in touch with the experts at ASCOMA.

Nothing on this country page is intended to be legal, financial, or tax advice, and readers are advised to consult with their appropriate advisors regarding any legal, financial, or tax implications this information may address.