The number one benefit for employees in Belarus is medical insurance. This is additional to the compulsory state-funded healthcare as private medical insurance is expensive. When asked to rank three other common benefits in order of importance, the average employee in Belarus will respond with: Disability, Death and Retirement.
Average employee benefit costs are approximately $US50 per month (equivalent to 100 Rubles).
Mandatory employee benefits in Belarus include paid time off, sick leave, pension, unemployment benefits, and medical care. Supplementary employee benefits include healthcare, accident insurance, psychological support, healthy lifestyle programs, education and development, and benefits that improve comfort and promote recreation. Life insurance is not a typical benefit in the country.
Mandatory Employee Benefits in Belarus
Paid Time Off
All employees, who have an employment agreement or contract, are entitled to basic paid leave of at least 24 days.
The amount of payments depends on the average salary and the number of days of vacation. The employer makes payment.
In Belarus, there is the Fund of Social Protection of Population (FSPP) which is formed from deductions from wages. Sick leave is paid by this Fund.
The amount of daily payments is calculated based on a percent of the average payment for the working day. However, some organizations have tax benefits (for example, residents of a high-tech park). In such companies, the daily payment is calculated as percentage of the minimum wage per day for the country. For example, in August 2020, the minimum wage is 375 BYN per month (approximately 150 USD), so the average daily wage is 12.63 BYN.
The amount of payments also depends on the type of disease:
- For general illness or injury – The first 12 days the employee receives 80% of the average daily payment (or the minimum payment for the country per day), the next days 100%.
- For pregnancy and childbirth – Care for a sick child up to 14 years old, a disabled child up to 18 years old. Payouts are 100% of the average daily payment of employee (or from the national minimum daily payment).
Pension is paid by the FSPP. The retirement age for women in 2020 for women is 58 years, for men it is 62. The amount of the pension depends on:
- Wages during the working age
- The minimum subsistence budget
The pension amount is formed from two components:
1) Minimum pension, which is depending on age + 20% of the average salary in the country
2) Optional payment, which is formed by employment history, salary in the working age period
In August 2020 the average pension is 456.81 BYN (approximately 178 USD). The minimum pension is 260.29 BYN (approximately 100 USD).
Social leave to care for a child up to 3 years old
This social leave is paid by the FSPP.
Childcare leave can last for a maximum of 3 years. During this period, the child’s mother (or other family member who is on this leave) retains a workplace.
Monthly payments depend on the average salary in the country. The government twice a year, in August and in February, recalculates this parameter.
The childcare leave for the first child is 35% of the average monthly salary in the country, for the second onward it is 40%.
For example, in August 2020 it was 1248,90 BYN (approximately 500 USD). The monthly payment for the first child is 427.84 BYN (approximately 167 USD). For the second and next child it is 488.96 BYN (approximately 191 USD).
Belarus also supports the birth rate with a childbirth payment. This payment depends on the budget of the subsistence minimum which is 10 subsistence minimums for the first child, and 14 for second and onward. In August 2020, the childbirth payment for first child is 2561 BYN (approximately 1000 USD) and for second 3585.40 BYN (approximately 1400 USD).
Women who are registered at the clinic for pregnancy up to 12 weeks have also an additional benefit after childbirth, which also depends on the amount of one subsistence minimum, now it is 256.10 BYN (about 100 USD).
Unemployment benefits are paid by the Republican budget to unemployed citizens who is unemployed and has registered with the employment service.
The amount of the benefit is from 27 BYN to 54 BYN (10 to 22 USD) per month. It depends on the number of weeks of job searching and total work experience.
The unemployed, who have children under 14, a disabled child under 18 years, HIV positive child under 18 years of age, or suffering from AIDS have additional 10% surcharge. In addition, unemployed people who have three and more children or two and more disabled children, have additional 20% surcharge.
All citizens of the Republic of Belarus have free medical care in public health institutions. The government using the state budget provides it.
Supplementary Employee Benefits
The employer, at its discretion, determines the list of additional benefits. Some companies limit themselves to mandatory payments and do not supplement the compensation package with perks. High-tech companies and foreign companies offer the most extensive compensation packages.
Health insurance support assists employees, if necessary, in the case of a health disorder, a chronic disease and its exacerbation, or in case of an accident.
The insurance program must include outpatient care, and can optionally include inpatient or emergency care, dental care, or medical treatment.
In addition, the insurance program can include ophthalmology care (vision correction), pregnancy and childbirth care, high-tech medical care, medical examination for the purpose of early diagnosis of disease (cancer-protect program, complexes “men’s/women’s health”, etc.), and testing for COVID-19 (new).
- 100% payment by the employer
- Co-financing, for example, 50/50
- Payment by the employer for the basic program, while employees are encouraged to improve the package at their own expense
Options for insurance packages:
- A general program for all employees
- Individual programs depending on the position, and work experience
The programs are widely used among all industries and is mostly used by high-tech and foreign companies.
Voluntary medical insurance for family members provides an opportunity for an employee to attach a family member to the corporate medical program. Most often, an employee pays the cost of insurance on his or her own, but at the corporate price. High tech companies sometimes pay in full or use a co-financing system to insure employee’s children and spouses.
Medical care at the expense of the employer
- Provides free service in a medical center or several centers
- This option is based on cooperation agreements between the employer and medical centers. Employees can use most of the medical services and procedures at the company’s expense or at a discount.
- This benefit is used much less often than health insurance support.
This provides for payment to an employee in the event of a temporary health disorder, disability, or death because of an accident or illness.
There are two possible programs:
- Classic, (most popular) which is used in case of insured events that occurred because of an accident (injury, bite, burn, etc.)
- Extended, which includes causing harm to life or health because of illness. This option package may contain ‘critical illness,’ which provides a cash payment to the employee when first diagnosed with a critical illness (cancer, heart attack, stroke, etc.).
These benefits are in demand in industries with a high degree of injury, as well as among high-tech and foreign companies. Accident protection is often offered in conjunction with health insurance.
Psychological support for employees is very popular in Belarus, but it is still rarely offered.
Psychological support programs help ensure the psychological well-being of employees, which can increase job satisfaction, improve organizational behavior and productivity.
As a rule, these programs are fully or partially funded by the employer. Programs may include face-to-face consultations with a psychologist or psychotherapist, online consultations or webinars, and trainings in the company’s office.
Usually the program includes 3-6 free face-to-face or online consultations. If the employee needs further psychological support, they can pay for further support themselves.
It is possible to provide employees with a discount for consultations with a psychologist or psychotherapist.
These programs are widely used among high-tech companies, especially among professions that require a long sitting position (office workers, programmers, etc.).
The most popular implementation options are:
- Full or partial payment by the employer for season ticket to swimming pools, fitness, gyms, yoga classes, etc.
- Providing employees with discounts on subscriptions to sports complexes and swimming pools with partner sports clubs
- Organization of a gym and / or a place for meditation in the office
They can additionally include:
- Office doctor
- Massage room in the office
Education and Development
This benefit includes the full or partial payment of programs for improving professional knowledge and skills, soft skills training, languages courses, and professional conferences.
Employers also offer training for employees’ children in educational centers or classes in sports venues. Some companies organize summer health holidays and various corporate events for children.
Payment can be 100% by the employer, co-financing with employees, or providing a discount.
Convenience and Comfort
Most high-tech companies pay attention to creating an employee’s workplace that improves efficiency of work. Companies also create canteens and tearooms or provide discounts on restaurants and cafes.
Additional options also include telephone compensation, compensation for transport costs and parking.
Recreation and Entertainment
This benefit includes organizing corporate events and travel (rare to use).
Other Corporate Programs
- Pension insurance program (rare to use). This includes the formation of capital by the employer to finance an increase in the state pension. Pension insurance is subject to tax incentives that allow additional motivation of employees to save, while optimizing the tax base. Private companies rarely use such programs.
- Life insurance (rare to use). In this case, the employer pays premiums to the insurance company, which forms a personal account for the employee. At the end of the insurance period, the employee receives payments. If an employee dies, the family receives payments.
- Discount programs. This includes a discounts to educational centers, sports clubs, medical centers, etc.
- Loan from an employer to buy a home (rare to use).
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