Belarus
[Updated 4/12/24] The number one benefit for employees in Belarus is medical insurance to use in addition to compulsory state-funded healthcare because 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.
Country Insight
Average Costs
Average employee benefit costs are approximately BYN 80 per month (equivalent to US$25).
Mandatory employee benefits in Belarus include paid time off, sick leave, pension, unemployment benefits, health care, and compulsory insurance against industrial accidents and occupational diseases. Supplementary employee benefits include health insurance, accident insurance, psychological support, healthy lifestyle programs, education and development, and benefits that improve comfort and promote recreation. Life insurance is not a typical benefit in the country.
Mandatory Employee Benefits in Belarus
Paid Time Off
All employees who have an employment agreement or contract are entitled to basic paid leave of at least 24 days.
The payment amount depends on the average salary and the number of vacation days. The employer makes payment.
Sick leave
In Belarus, there is the Fund of Social Protection of Population (FSPP), which is formed from wage deductions. This fund pays sick leave.
Daily payment amounts are calculated based on a percent of the average payment for the working day. However, some organizations have tax benefits (for example, residents of a high-tech park). In such companies, the daily payment is calculated as a percentage of the minimum wage per day for the country. For example, in January 2024, the minimum wage is BYN 626 per month (approximately US$ 197), so the average daily wage is BYN 29.39 (only working days are taken into account with a five-day working week) or BYN 21.37 (all days in a month are taken into account, including non-working).
The amount of payments also depends on the type of disease and length of service with the payment of insurance contributions to the FSPP:
- For general illness or injury with less than 10 years of work experience – 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 are 100%.
- For general illness or injury with work experience of 10 years or more – Payouts are 100% of the average daily employee payment.
- For pregnancy and childbirth and care for a sick child up to 14 years old and a disabled child up to 18 years old, regardless of work experience – Payouts are 100% of the average daily employee payment (or from the national minimum daily payment).
Pension
The labor pension is paid by the FSPP and is paid to those who regularly made contributions to the FSPP during the working period.
In addition, a number of following conditions must be met:
- Minimum insurance experience has been accumulated (the period during which pension contributions to the FSPP were accrued by the employer or the employee himself) – in 2024, it is 19,5 years
- Minimum total work experience has been accumulated – in 2024, it is at least 25 years for men and at least 20 years for women
- The retirement age has been reached—in 2024, it will be 63 for men and 58 for women.
The amount of the pension depends on the following:
- Age
- Seniority
- Wages during the working age
- Disability
- 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 February 2024, the average pension was BYN 811 (approximately US$255), and the minimum pension was BYN 435.31 (approximately US$137).
Social leave to care for a child up to 3 years old
This social leave is paid by the FSPP.
Childcare leave can last for a maximum of 3 years. During this period, the child’s mother (or another family member who is on this leave) retains a workplace.
Monthly payments depend on the country’s average salary for the last quarter. The government recalculates this parameter twice a year, in August and February.
The childcare leave payment for the first child is 35% of the average monthly salary in the country for the last quarter; for the second onward, it is 40%.
Since February 2024, the monthly payment for the first child is BYN 724.85 (approximately US$ 228). For the second and next child, BYN 828,40 (approximately US$ 260). For a child with a disability, BYN 931.95 (approximately US$ 293).
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 the second and onward. Since February 2024, the childbirth payment for the first child is BYN 4,067.4 (approximately US$1,277), and for the second and next children, BYN 5,694.36 (approximately US$1,787).
Women who are registered at the clinic for pregnancy up to 12 weeks also have an additional benefit after childbirth, which also depends on the amount of one subsistence minimum; now it is BYN 406.74 (about US$128).
Unemployment
The Republican budget pays unemployment benefits to unemployed citizens and has registered with the employment service.
The benefit is up to 2 basic units, which is 80 BYN (US$25) 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, or suffering from AIDS have an additional 10% surcharge. In addition, unemployed people with three or more children or two or more disabled children have an additional 20% surcharge.
Healthcare
All citizens of the Republic of Belarus have free medical care in public health institutions. The government, using the state budget, provides it.
Compulsory insurance against industrial accidents and occupational diseases
This law provides financial protection for the property interests of employees associated with the loss of their health, professional disability, or death due to an industrial accident or occupational disease, confirmed in the manner prescribed by law.
In this case, an occupational disease is considered to be a disease caused by exposure to a harmful production factor, resulting in temporary or permanent loss of professional ability to work or death.
The Policyholder is the Employer. The only Insurer for this type of insurance is the state insurance company «Belgosstrakh».
The amount of insurance premiums is determined by multiplying the insurance rate by the employee’s payments, for which contributions to the FSPP are calculated. The insurance rate is equal to 0.1% for policyholders—state organizations and 0.6% for other policyholders.
There is no standard payout amount for this benefit. All medical expenses related to injury and its consequences, sick leave, material losses related to loss of professional ability to work, and lump sum payments related to disability and death are subject to payment. The amount of payment is calculated based on the insured’s average earnings.
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
Health insurance support assists employees, if necessary, in the case of a health disorder, chronic disease, and its exacerbation, or in case of an accident.
This type is most popular among additional benefits, as state health organizations providing free medical care are overloaded and often have to wait a long time for an appointment with a doctor or examination results.
The insurance program typically includes outpatient treatment. Optionally can be included inpatient or emergency care, dental care, or payment for medications for outpatient treatment.
In addition, the insurance program can include vision correction, pregnancy, and childbirth care, high-tech medical care, and preventive medical examination for the purpose of early diagnosis of disease (cancer-protect program, complexes “men’s/women’s health,” etc.).
Payment options:
- 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 or work experience
Health insurance is widely provided among all industries and is mostly offered by high-tech and foreign companies.
Dependent Coverage
Voluntary medical insurance for family members allows an employee to add 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 (which is usually more profitable than insuring individuals). High-tech companies sometimes pay in full or use a co-financing system to insure employees’ children and spouses.
Medical care at the expense of the employer
- Provides free service at the selected medical center within a certain limit
- This option is based on cooperation agreements between the employer and the medical center. 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.
Accident Insurance
Provides payment to an employee in the event of a temporary health disorder, disability or death as a result of an accident or illness.
There are two possible programs:
- Classic (most popular) – is used in case of insured events that occurred because of an accident (injury, bite, burn, etc.)
- Extended – 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.).
Accident insurance is often offered in conjunction with health insurance.
Psychological Support
Employees in Belarus highly desire psychological support benefits, but they are rarely offered.
Psychological support programs help ensure employees’ psychological well-being, increase job satisfaction, and improve organizational behavior and productivity.
As a rule, the employer fully or partially funds these programs. Programs may include face-to-face consultations with a psychologist or psychotherapist, online consultations or webinars, and training in the company’s office.
Usually, the program includes 3-6 free face-to-face or online consultations. Employees who need further psychological support can pay for additional support themselves.
Also, it is possible to give employees a discount for consultations with a psychologist or psychotherapist.
Healthy Lifestyle
These programs are widely used among high-tech companies, especially those requiring prolonged sitting positions (office workers, programmers, etc.).
The most popular implementation options are:
- Full or partial payment by the employer for a 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:
- Check-up
- 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, language 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 prioritize creating an employee workplace that improves work efficiency. Companies also offer 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 and can be paid entirely at the expense of the employer or maybe with the participation of employees.
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 for 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 discounts on educational centers, sports clubs, medical centers, etc.
- A home loan (rare to use).
Related Government Websites
This information about mandatory and supplemental employee benefits in Belarus comes from Asinta’s Central and Eastern European Partner, the GrECo Group.