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.

Benin

Supplementary employee benefits in Benin

Healthcare

The Benin government mandated private sector employers to provide and pay for compulsory health coverage to their employees under the ARCH scheme, effective January 1, 2022. Benin citizens rely heavily on the public healthcare system. However, expansion in the private healthcare system has been observed as urbanization accelerated.

Healthcare is the most important employee benefit to offer in Benin. Employers provide health insurance to their employees in Benin by subscribing to group health policies. Expats are advised to obtain coverage of international medical health plans before arriving.

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

The prevalence of employer-sponsored voluntary occupational pension schemes is low in Benin. A few employers provide retirement benefits through supplementary group retirement savings insurance. These contracts are established through collective bargaining agreements.

Short-term and long-term disability

These insurance products are not available in the country.

Death & AD&D

The prevalence of these insurance products in low.

Mandatory employee benefits

Pension

The social protection system for pensions in Benin comprises:

National Social Security Fund (La Caisse Nationale de Sécurité Sociale du Bénin – CNSS) for private and Para-governmental sector employees.
National Pension Fund of Benin (Fonds national des retraites du Bénin – FNRB) for civil servants.

Employer-employee contributions fund the CNSS, which provides old-age retirement, disability, and survivors’ benefits under the supervision of the Ministry of Labor and Public Service. The employee contributes 3.6% of their payroll, while the employer contributes 15.4% of the payroll towards the social security system in the country (6.4% towards pension and 9% towards family allowance).

Medical

Employees are entitled to medical benefits by the CNSS for work-related accidents and illnesses. It also covers accidents sustained while going to or coming from work.

The Universal Health Insurance Plan –Régime d’Assurance Maladie Universelle, enabrégé (RAMU), the universal healthcare plan covering the entire population, was replaced by ARCH in 2019. The ARCH scheme is expected to be fully implemented by 2030.

Participation in the plan is compulsory, and formal and informal sector workers contribute to the system. The government contributes on behalf of the people without any income source. The services may require co-payment. Apart from the health-related benefits, it also provides rehabilitation support and transportation expenses to avail of the services.

Disability

The employer contributes 1–4% of the payroll towards workers’ compensation. Employees are entitled to cash benefits for work-related injuries that result in disabilities.

Death

Death benefits are available for spouses and dependant children. A funeral grant is available to the person who paid for the funeral.

ASCOMA provided this information about employee benefits in Benin. 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.

Egypt

Mandatory employee benefits in Egypt (Social Security)

Medical

Egypt’s mandatory medical insurance scheme has three tiers of coverage – low, mid-market, and high-end – that span in-patient and out-patient treatments, maternity, evacuation, dental, and vision, among others.

Mandatory Leaves & Employer Leave Practices

According to Egypt’s labor law, employees receive the following leaves:

Maternity leave – 90 days of paid maternity leave and 45 days following the birth of a baby.
Paternity leave – There is no paternity leave in the labor law. However, most employers grant one day when a new baby is born.
Annual leave – Employees are entitled to 21 days of paid annual leave per year if employed for at least 6 consecutive months.
Bereavement leave – There is no bereavement leave in the labor law. However, most employers grant 3 to 5 days when there is a death in the family.

Supplementary employee benefits

In addition to Egypt’s mandatory benefits scheme, most employers offer the following insured benefits.

Private medical insurance– More than 60% of employers offer health insurance via private carriers with a wide network of healthcare providers.
Life/disability – 34% of employers offer life and disability insurance.
Pension schemes – About 44% of employers offer private pension schemes in addition to the social insurance pension/retirement scheme.

Other employer-sponsored benefits include death, disability, and pension.

Perks

It is market practice to offer the following allowances:

Transportation allowance depending on seniority
Telecommunication allowance depending on job type
Meal allowance for certain segments (hospitality, manufacturing, etc.)

Associated Insurance Consultants provided this information about employee benefits in Egypt. 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 Associated Insurance Consultants.

Nothing in 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.

Saudi Arabia

Mandatory employee benefits in Saudi Arabia

Saudi Arabia has a large expatriate population, 30% of the total population. The Social Insurance Organization in Saudi Arabia (GOSI) provides the following benefits.

For Saudi nationals:

Work-related accidents and indemnities and occupational hazards
Temporary disability
Death or permanent disability
Unemployment insurance

For expatriates:

Expatriates would benefit only from work-related accident indemnities and occupational hazard insurance.

Contributions are as follows:

Saudi Nationals (private & public sector) – 22% of the maximum monthly applicable earnings (9% each for the employee and employer for an annuity (pension). In addition, the following contributions are payable only by employers: 1% each for unemployment contribution and 2% for occupational hazard.
Expatriates – 2% for occupational hazard payable by employers only.

GOSI does not cover medical treatment (except for work-related accidents).

Pension

Typical pension schemes are offered at a 5.33% contribution payable by the employer.

Leaves

The labor law dictates the following leaves:

Maternity leave – 70 days
Paternity leave – 3 days during the first week after the birth of their child.
Annual leave – 21 days of paid annual leave increased to 30 days after 5 consecutive years with one employer.
Bereavement Leave – 5 days of paid leave following the death of their spouse, ascendants, or descendants.
to between the employer and employee.
Examination leave
Hajj Leave – 10 to 15 days to perform Hajj, a pilgrimage to Mecca, including the Eid Al-Adha holiday.
Marriage Leave – 5 working days’ paid leave for marriage.

End-of-Service Gratuity

All employees (including KSA nationals), regardless of their length of service, are entitled to an end-of-service gratuity of a half-month’s wage for each of the first five years and a one-month wage for each of the following years.

Supplementary employee benefits

Medical

Medical insurance is compulsory in Saudi Arabia, and private insurers provide it. Employers must give medical insurance to all employees (Saudi nationals and expatriates), their families, and dependents without any number limitation.

The Council of Health Insurance (CHI) regulates the compulsory medical insurance scheme. Failure by employers to provide medical insurance at all times to employees and their families will result in fines and penalties imposed on them. CHI also mandates the minimum benefits for compulsory health insurance and the applicable general conditions.

Death and Disability

Only 8% of employers provide death and disability benefits, but awareness about this kind of benefit is increasing year over year.

Pension

Private pension schemes are in their starting phases and are yet to be developed.

This information about employee benefits in Saudi Arabia is provided by Associated Insurance Consultants. If you need support with your benefits in the country, please contact Asinta, and we will put you in touch with the experts at Associated Insurance Consultants.

Nothing in 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.