Archives: Countries

The pages and information for specific countries where Asinta partners can be found.

Philippines

Mandatory Benefits

There are several mandatory employee benefits in the Philippines that employers are required to provide to their employees. These benefits include the following:

  • Social Security System (SSS): This program provides social security protection to private sector employees, self-employed individuals, and voluntary members. It covers retirement, disability, sickness, maternity, and death benefits.
  • PhilHealth: The Philippine Health Insurance Corporation (PhilHealth) is a national health insurance program providing members with medical coverage and benefits. Employers and employees contribute a portion of their salaries towards PhilHealth.
  • Pag-IBIG Fund: The Home Development Mutual Fund, also known as Pag-IBIG Fund, is a government-mandated savings program that helps Filipino workers secure housing and provides short-term loans. Both employers and employees contribute to this fund.
  • Employees’ Compensation Program (ECP): The ECP provides benefits and compensation to employees who suffer work-related injuries, disabilities, or death.
  • 13th Month Pay: This is a mandatory benefit wherein employees receive an additional month’s salary, equivalent to 1/12 of their basic salary. It is typically paid in December.
  • Service Incentive Leave: Under the Labor Code of the Philippines, employees who have rendered at least one year of service are entitled to a minimum of five days of paid service incentive leave per year.
  • Holiday Pay: Employees are entitled to additional pay when they work on regular or special non-working holidays as designated by law.
  • Maternity Leave: Female employees are entitled to a minimum of 105 days of paid maternity leave for childbirth, with an option to extend for an additional 30 days without pay.
  • Paternity Leave: Male employees are entitled to seven days of paid paternity leave for the birth of their child.
  • Retirement Benefit – Under RA 7641, retirement is a mandatory benefit set with a retirement age of 60 and 65 years old and employed for five (5) years. A retiring employee shall be entitled to retirement pay equivalent to at least one-half (1/2) month’s salary for every year of service, a fraction of at least six (6) months being considered one whole year.

Supplementary Benefits

Other Supplementary Benefits in the Philippines provided by the employers, the following:

  • Group Life & Group Personal Accident Programs – from a minimum of 24 times to 48 times monthly basic salary and/or based on lumpsum amount.
  • Total & Permanent Disability Benefits – Total and Permanent disability benefits are equivalent to GLI and GPA benefits. It can be provided on lumpsum payment once the insured member is permanently disabled and cannot perform his work.
  • Critical Illness – Critical Illness cover is a rider attached to Group Life Policy. However, most life and non-life insurance providers are now covering a stand-alone policy to cover such numbers of critical illnesses.
  • Group Medical – Employer Contribution & Co-Sharing, one hundred percent (100%) of the related company respondents fully subsidize the employees’ medical coverage premium.
  • Maternity Benefits –This is usually not a typical benefit provided in the general market. Although, some of the multinational companies and local employers are covering maternity benefits.
  • Dental – Dental benefit is common and part of the medical rider benefits.
  • Vision – Optical is not a typical benefit provided in the market. Some companies may provide this through self-administered programs with a corresponding benefit per employee.
  • Business travel insurance – Employers normally purchase group travel insurance for those employees traveling on business on their behalf.

Flexible employee benefit arrangements

Flexible benefits, also known as cafeteria-style benefits or flexible spending accounts, are not yet widespread in organizations in the Philippines. While some companies may offer flexible benefits, they are still relatively less common than traditional benefits packages. On the other hand, additional benefits provided through flexible benefit programs may be subject to tax.

Common Perks

Varying percentages of multinational companies may offer the following perks to senior executives, middle managers, and clerical and administrative employees. 

Family-related allowances

  • Subsidized lunches/canteen
  • Luncheon vouchers
  • Club memberships
  • Professional organization membership (for senior executives only)
  • Low-cost loans
  • Educational assistance
  • Relocation and a rice allowance (around 10 sacks each year)
  • Mobile phones (for senior executives and middle managers only)
  • Clothing/uniforms (for clerical and administrative staff only)

 

Howden Philippines provided this information about employee benefits in the Philippines. If you need support with your benefits program in the country, contact Asinta, and we will put you in touch with Howden.

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.

Taiwan

Mandatory Benefits

Taiwan’s social security schemes include the following:

  • Labor Insurance (LI) – maternity, injury or sickness, disability, old age, and death benefits.
  • Employment Insurance (EI) –Unemployment benefits are separate from LI, and EI has its own legal foundation.
  • National Health Insurance (NHI) – Covers all medically necessary services, including inpatient, outpatient, dental, traditional Chinese medicine, and nearly 20,000 prescription drugs. Contributions come from the employee, employer, and the government.
  • Labor Pension Act (LPA) – Employers must contribute to the central labor pension fund, which is portable when an employee changes jobs.

Supplementary Benefits

Common insured group benefits include the following:

  • Death Benefit – usually is term life, or accidental death and dismemberment
  • Critical Illness – covers 7 kinds of critical illness
  • Medical Insurance –coverage can be for accidental medical (AMR), hospital & surgical (H&S), and cancer indemnity
  • Occupational Hazard –covers the gap between the Labor Standard Act
  • (LSA) and labor insurance (LI). When work-related incidents occur, LSA states that the employer has a certain liability, calculated with the employee’s actual salary.

Perks

Taiwanese employers offer a variety of perks to their employees and include:

  • Car and transportation allowances
  • Meal allowances or subsidized eating facilities
  • Mobile phone
  • Employee loans (rare)
  • Services awards
  • Education allowance
  • Shopping discounts

 

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

Malaysia

Most employers provide healthcare benefits for their employees and the benefit in Malaysia is predominately tailored to each employment sector.  Multinational companies, financial sectors and larger companies are progressive in the level of benefits they offer to their employees to remain competitive in the market.

Mandatory and supplementary employee benefits in Malaysia include a social security scheme, employment insurance, and a retirement fund. Common supplementary employee benefits include medical, life, disability, and personal accident insurance.

Mandatory Benefits

There are three mandatory employee benefits in Malaysia which include the following:

Supplementary Benefits

The following supplemental employee benefits are common for Malaysian employers to offer.

  • Inpatient benefit – offered as part of the benefits package, which may include dependent cover. Employee coverage can extend up to the age of 70 years old, while child coverage is up to 23 years of age if still pursuing full-time education.
  • Outpatient benefit – forms basic medical insurance benefits. General practitioner and specialist benefits are typically offered under this coverage.
  • Life & permanent disability insurance – provides a lump-sum payment to the employee’s beneficiary in the event of death and permanent disability. Employers may opt to have a fixed sum assured or based on multiples of salary.
  • Critical Illness insurance – provides a lump-sum payment if a member has been diagnosed with a covered critical illness.
  • Personal accident insurance – provides a lump-sum payment to the employee’s beneficiary in the event of death and permanent disability due to accidental causes. Employers may opt to have a fixed sum assured or based on multiples of salary.
  • Dental / Optical/Maternity benefits – Provides routine and major dental, optical, and routine maternity benefits. Insurers will be able to quote for these benefits if the employee headcount is more than 100.

Wider Benefits Provision (Perks)

There are several additional benefits in kind other than the salary package offered by employers in Malaysia, which typically include the following:

  • Company cars ­– these benefits are often offered to the top management level.
  • Training & development – This may include access to on-the-job training, workshop, or certification programs.
  • Retirement – Employers may offer additional retirement benefits in the form of pension plans or retirement savings.
  • Wellness – health screening program
  • Flexible benefits – Employees can select several types of benefits from a menu, most of them being tax efficient. Almost a third of employers provide some form of flexible benefits as part of their program.
  • Employee Assistance Program (EAP) – EAPs are designed to provide employees with support for personal and work-related issues, such as mental health counseling, financial advice, and legal assistance.
  • Childcare subsidies – Childcare subsidies are designed to assist working parents who have young children and may need help with the expenses associated with childcare.
  • Mobile phones – It’s common for staff to have mobile phones allocated to them at the expense of the company; around 97% of companies will allocate a mobile phone to staff, particularly for those employees in client-facing roles.
  • Flexible working arrangements – Post the COVID-19 pandemic, it is now common for organizations to have a Flexible Work Policy in place, which allows employees to have a hybrid work model that supports a blend of in-office and remote working. It offers employees the autonomy to choose to work however they feel they are most productive.

 

UOB Kay Hian Wealth Advisors provided this information about employee benefits in Malaysia. If you need support with your benefits in the country, contact Asinta, and we will put you in touch with the experts at UOB KHWA.

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.

Costa Rica

In Costa Rica, 33% of the total premiums are property & casualty insurance, 36% personal insurance, and 31% compulsory insurance such as workers’ compensation insurance and SOA. Employee benefits account for US $67 million in insurance premiums and life insurance for US $112 million as of April 2023. Corporate voluntary (personal) medical insurance is the most desirable benefit. State-provided medical care is insufficient, and corporate insurance gives employees access to private medical clinics and hospitals. Most companies offer this benefit to attract and retain talent. As of April 2023, the insurance market grew by 6%, and Costa Rica’s currency appreciated by 7% in 2022.

 

Mandatory employee benefits

Costa Rica has five mandatory employee benefits:

  • Compulsory health insurance – through the social security system with 29 public hospitals
  • Accident insurance – covering accidents happening at work (during working hours)
  • Pension insurance – funded through employers’ contributions to the State Pension Fund (I Pillar)
  • Statutory leaves and allowances, ­ annual leave, sick leave, maternity leave, parental leave
  • Additional days off – additional days off for those who work on weekends or public holidays, or pay for this work must be doubled

 

Supplementary employee benefits

  • Group Life Assurance / Death-in-Service Schemes – Many employers, primarily multinationals, would provide this benefit as it tends to be one of the most cost-effective, there is a 2% tax implication for the employee on the premiums, and it is of significant value as a protective measure should an employee pass away and leave their financial dependents burdened by debt or considerable loss of household income. The sum generally depends on the sector but could be a fixed amount or 1x to 3 x annual base salary. As of 2025, there is a 2% tax implication for the employee on the premiums. These schemes are established under trust, and the benefit can be paid quickly and outside of probate. The insured amount is usually in US dollars and includes coverage as advances for funeral expenses and in cases of grave illness.
  • Group Medical – Private medical insurance is the most popular benefit. It can be paid partially or in full by the employer, and some include coverage for dependents and direct family. Employer-paid premiums are subject to 2% taxation. There are seven providers in the Costa Rican market, and plans require at least 5 employees. Coverage includes outpatient treatments, hospitalizations, maternity, preventive medicine, dental insurance, telemedicine, home visits, a psychologist, and a nutritionist.
  • Group Dental – Dental insurance is available in Costa Rica. It is usually offered by companies who want to be in the 75th percentile of offerings and have a more attractive employee benefits program. Costs begin at US$ 7 per employee per month, and coverage is subject to benefit-in-kind taxation of 2%. Interest in this insurance has slowly grown with domestic companies and is mainly offered at the managerial level.

 

Perks

The most diverse employee benefits in Costa Rica are typical of the IT, tech, pharma, and medical devices, for example, where you should be able to offer a little more than others in your field to be an attractive employer.

Although the list of standard perks in Costa Rica is quite long, the most popular ones are education and service awards (not to mention mobile phones and meal vouchers, which are taken now for granted).

  • Mobile phones – many multinational companies provide mobile phones to all employees for business and private use
  • Meal vouchers – many multinational companies provide meal allowances/vouchers for employees (~$150)
  • Workplace Canteens – include catered lunches for employees; large employers often have an onsite cafeteria with discounted food prices
  • Additional vacation – 5 extra days of vacation for employees with 5 years of tenure and 10 additional days for employees with 10 or more years of tenure
  • Transportation – from home to the office
  • Work from home – hybrid work; 2 days at the office and 3 days at home
  • Gym memberships – popular with companies whose average employee age is under 30 (such companies sometimes prefer gym membership benefits to group medical insurance)
  • Company cars – provided to all or some executives, senior managers, or employees who must travel a lot for work (e.g., sales representatives)
  • Home rental – for CEO and ex-pats
  • School allowances – for CEOs and ex-pats

 

Confia, Asinta’s employee benefits consulting partner in the country, provides this information about employee benefits in Costa Rica.

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.

New Zealand

Mandatory employee benefits in New Zealand

There are two key employee benefits in New Zealand that are mandatory.

  • Retirement – KiwiSaver is a voluntary savings scheme available to every employee between the ages of 18 and 65 in New Zealand. Its purpose is to help set employees up for retirement. Legally employers must contribute at least 3% of an employee’s gross wage or salary (subject to ESCT) to their KiwiSaver.
  • Accident Compensation Scheme – New Zealand provides accident insurance cover for accidental injuries to New Zealand citizens and residents, and to temporary visitors to New Zealand. This is a “no-fault scheme,” and coverage applies regardless of who caused the accident/ injury. The aim is to provide tailored support, such as treatment and rehabilitation costs, to get individuals back to everyday life. This scheme is managed by the Accident Compensation Corporation (ACC).

Supplemental employee benefits in New Zealand

  • Group Life/ Total Permanent Disability (TPD) Insurance – Companies that operate in highly competitive sectors in New Zealand, such as technology, financial and professional services, and pharma, will commonly offer a structured group life/TPD insurance plan to their employees. This cover is highly valued by employees and provides a protective measure for an employee’s family, in the event they pass away. The formula of cover is based on a multiple of salary for group life/TPD cover, and the upper quartile approach would be 3-4 x annual salary, which is 100% funded by the company.
  • Group Income Protection (Salary Continuance) – Companies that operate in highly competitive sectors in New Zealand, such as technology, financial and professional services, and pharma, will commonly offer a structured Group Income Protection insurance plan to employees. This is a benefit that is extremely meaningful to employees as a means of providing a replacement income if they were to be injured or fall ill and are unable to continue in their role. The formula of cover is always 75% of the annual base salary. The waiting periods and benefit periods will depend on plan competitiveness. The upper quartile approach would be a 30-day waiting period, with a 5-year up to age 65-year benefit period, which would be 100% funded by the company.
  • Group Private Medical Insurance – All New Zealanders have access to the Public Health System in New Zealand, which provides cover for medically necessary inpatient and outpatient services at public hospitals, hospital care for accidents, and maternity care. It is common practice for companies in highly competitive industry sectors, such as technology, financial and professional services, and pharma, to offer structured group private health insurance as an employee benefit. Levels of cover will depend on plan competitiveness; the medium quartile approach is often a plan that includes a base hospital cover, which provides high levels of cover for many of the major healthcare expenses. Companies can then add a range of different options to further tailor the policy, including additional components such as serious condition lump sum, specialist options, dental and optical options, as well as a GP option. Companies will often adopt a co-contribution model where the company funds 100% of the employee cover and 75% of the cost of family cover (spouse and dependents). When looking at an upper quartile approach, a more comprehensive offering typically occurs where 100% of the cost is fully funded by the company for employee and family cover.
  • Holistic Wellbeing Solutions – There has been an increasing trend for companies to provide comprehensive wellbeing and support solutions to their employees to look after their overall physical, mental, financial, and social wellbeing. The variety of unique and tailored wellbeing programs that can be implemented is extensive and will vary depending on a company’s overall wellbeing and engagement strategy.
  • Employee Assistance Program (EAP) – It is common practice for companies to offer a structured EAP for all employees. EAPs have evolved into digital care platforms, where employees have 24/7 access to personal care and support from qualified counselors, practitioners, and specialists through an app with options for chat boxes or calls. EAP services now have strong data, analytics, and reporting capabilities for companies to understand employee health trends and adopt unique benefit strategies to respond to the needs of their employees. Other common wellbeing solutions include annual flu shots, annual health and skin checks, mole mapping, health and wellbeing days, mental health seminars, and financial wellbeing content and support.

Common employee perks

  • Learning and development programs – It’s common for companies to support their staff in continued education in relation to their current role. The median leave policy for Study Leave is 5 days of paid leave and 5 days of unpaid leave. Only around 4% of companies offer unlimited unpaid leave for learning and professional development.
  • Additional leave options – The additional leave options we are seeing being offered are charity-work leave, celebration leave, additional (to unlimited) holiday leave, and domestic violence or bereavement leave – if required. The majority of companies are providing the minimum statutory requirements, and only 10% of companies are looking at offering any form of additional leave.
  • Extended parental leave – Approaches to paid parental leave differ significantly between employers and industry sectors. Organizations will be required to provide the minimum statutory requirements in this space, with 10% of companies offering some form of additional paid parental leave. Recently we are seeing the evolvement of parental leave policies to include more beneficial options for primary and secondary caregivers, as well as increases in the length of paid leave being offered.
  • Flexible working arrangements – Post the Covid-19 pandemic, it is now common for organizations to have a Flexible Work Policy in place, which allows employees to have a hybrid work model that supports a blend of in-office and remote working. It offers employees the autonomy to choose to work however they feel they are most productive.
  • Business travel insurance – It is common practice for companies to have a travel policy in place for their employees. This may cover either domestic travel, overseas travel, or both. It is common for companies to provide this for business-only travel, while some companies will include additional leisure travel to provide a more comprehensive benefit to employees. This is especially true for companies where employees travel regularly for work.
  • Lunch/ beverages allowance – a limited number of companies are offering onsite lunches Monday-Thursday, in an attempt to get employees back into the office more often and increase company engagement.
  • Mobile phones – It’s common for staff to have mobile phones allocated to them at the expense of the company. Around 97% of companies will allocate a mobile phone to staff, particularly for those employees in client-facing roles.

 

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.

Norway

Mandatory insured employee benefits in Norway

Workers’ Compensation

Workers’ compensation is mandatory by law. The insurance covers injuries and illnesses that occur during working hours and that are related to work. There is no employer’s tax on the workers’ compensation premium, but companies receive a tax deduction for the insurance premium.

Occupational Pension

Norwegian employers are legally required to finance pension accumulation for their employees. The mandatory minimum level is 2% of the salary (Defined Contribution). Employees can often choose how their pension funds are invested within the options provided by the pension scheme. In a more comprehensive form, it is a highly valued employee benefit that contributes to increased motivation and loyalty.

 

Supplementary insured employee benefits in Norway

Leisure Accident

Leisure accident insurance applies if an accident or injury occurs in leisure time. The insurance applies worldwide and has few exceptions. Coverage and choice of insurance sums are flexible. Leisure accident insurance is a relatively inexpensive insurance.

Illness

Most illnesses are caused by factors other than work. These include cancer, cardiovascular disease, stroke, MS, and musculoskeletal disorders. Sickness insurance is an excellent solution to receive compensation should an illness occur.

Group Life

Group life insurance provides compensation for death regardless of cause or family situation. The payment does not enter the estate and is usually paid to a spouse or partner. However, the compensation can also be designated to, for example, children. Payment can also be distributed to different people. Spouses, partners, and children should not pay inheritance tax on the tax-free compensation. Group life insurance is a flexible product and can be built up in many ways, and Howden Norway provides advice on various compensation models and assists with related calculations.

The average life expectancy in Norway is above 80, and only a few working people die before the age of 70, so group life insurance is a relatively inexpensive product.

Critical Illness

Many people who are affected by a severe illness face financial challenges. With this insurance, agreed compensation is paid out quickly. Therefore, the payment can be used for experiences or treatment while the course of the illness is in an early stage. Examples of illnesses entitled to compensation are cancer, heart attack and certain heart surgeries, stroke and brain tumors, multiple sclerosis (MS), organ transplantation, and kidney failure.

Health Insurance

About 750,000 employees in Norway now have health insurance through their employers. Many employees value health insurance because it provides quick access to assessment, diagnosis, and treatment in the private healthcare sector. Many employers purchase insurance to increase the likelihood of injured or sick employees returning to work as soon as possible.

The health insurance product is constantly evolving, and the current trend is for companies to reduce the number of available physical treatments without referrals. It is becoming common to include psychologists and addiction treatment in insurance. Online medical services that can assist with referrals, sick leave, and prescription renewals without the need to visit a doctor’s office are also becoming more common.

We closely monitor developments in the health insurance market and advise employers to choose the right coverage for their employees.

Travel Insurance

Travel insurance covers individual employees on business trips and is valid worldwide. The insurance can be covered per employee or as a declaration agreement where the number of annual travel days is agreed upon. Most companies extend business travel insurance to cover employee and their family during their leisure time. It is also possible to include an accident insurance policy that provides a one-time compensation in case of medical disability or death. Additionally, it is possible to take out travel insurance that includes a medical component for expatriate employees. We find the travel insurance that best suits an employer’s business needs, considering both price and product range.

Disability Pension

If an employee becomes disabled and is eligible for a disability pension from the Norwegian National Insurance Scheme (folketrygden), they can receive up to 66% of their previous income as benefits. The maximum benefits an employee can receive depends on their last salary and is calculated based on a maximum pensionable income of 6 times the National Insurance basic amount (folketrygdens grunnbeløp). For those with an above-average income, the loss of income will be dramatic, and a disability pension can help reduce this loss and provide financial stability.

 

Common employee perks

Flexible Work Arrangements – The opportunity to work from home and flexible working hours is getting more popular. Working from a home office is usually limited to 1-2 days a week. Work outside the domestic home office must be done within tax and labor law regulations.

Gym Membership Discounts – Larger companies often offer on-site gym facilities or negotiate discounted employee training fees with fitness centers.

Canteen Arrangements – Canteen arrangements with subsidized foods are a standard perk. NOK 300-500 is an average amount.

Communications – Most employers pay for mobile phones. Some set monthly allowances from NOK 500 –1 000. Some employers also pay for broadband.

Housing – Some employers offer cabins in the mountains and/or holiday houses at the seaside to employees (rented or owned by the employer at the employee’s disposal).

Extended Maternity/Paternity Leave – The Norwegian Labour and Welfare Administration (NAV) will pay parental benefits to the employer, who will then pay employees in regular pay slips. Benefits from NAV are limited to 6G, which in 2024 was around NOK 744,168. In many industries, companies top up the maternity leave pay to fill the gap between 6G and actual salary.

 

This information about employee benefits in Norway is provided by Howden Norway, Asinta’s employee benefits consulting Partner in the country. 

 

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.

Denmark

Mandatory employee benefits in Denmark

The only mandatory employee benefits are workers’ compensation and holiday pay. However, the insured benefits outlined below are expected when hiring people in Denmark (and could, in theory, be described as mandatory) and are the norm in the marketplace.

 

Supplementary employee benefits in Denmark

Medical insurance (health insurance)

Employees consider health insurance the most valued benefit, and managed care schemes are the most common. Employees have access to a healthcare provider network provided by the insurance company on top of Danish social benefits. Typically access to a pre-examination, specialist treatment at a private hospital system from private consultants, as well as treatment by a physiotherapist, chiropractor, psychologist, and acute crisis assistant, are offered.

Additionally, this plan could cover osteopaths, nutritionists, etc. It also could cover employees’ children up to age 24.

Disability insurance/income protection

Disability insurance/income protection is a supplement to public benefits. It is set up with a mandatory base level and built into the pension plan. The employee could select more cover, and the additional premium is funded from the pension contribution.

Critical illness

Critical Illness is set up with a mandatory base level and typically ‘built in’ the pension plan. The employee could select more cover, and the additional premium is funded from the pension contribution.

Life insurance

Life insurance is set up with a mandatory base level and typically ‘built in’ the pension plan. The employee could select more cover, and the additional premium is funded from the pension contribution.

Pension plan

Pension plans are a defined contribution scheme funded through an insurance contract, and retirement pay-outs can be via a lump sum, annuities, lifelong, or a mix of the three.

Dental

Dental is not a widespread benefit in Denmark, but more and more clients add this line to their program.

 

Perks in Denmark

Company Cars

Employees with high business mileage are often offered a company car which, in addition to being used for business, may also be used for private purposes. The employee is taxed on the free car when the company provides a vehicle instead of paying operating costs. Purchase and operating costs are borne exclusively by the company.

Fitness memberships      

If the employer pays for the employee’s membership of associations, clubs, lodges, etc., this is generally a payment of private expenses on which the employee must pay tax. The employee must also be taxed if the employer provides other benefits such as free tickets, access to annual passes, or similar as part of the employment relationship.

Flexible Benefits          

Large and mid-sized employers will often provide employees with a range of ‘voluntary benefits’ provided at discounted prices through the employer. However, employees incur taxes on most of them.

Work from Home        

An increasing number of employers have been creating working models that include the possibility of employees working from their homes, particularly in the technology sector.

Canteen

Canteen arrangements are standard with larger employers and particularly in industrial facilities. Food is provided at a discounted rate and can include breakfast and lunch. No tax is payable on the employer’s contribution to the canteen scheme if the employee pays at least DKK 15 for a standard meal without drinks or DKK 20 with drinks.

 

This information about employee benefits in Denmark is provided by Ensure, Asinta’s employee benefits consulting Partner in the country.

Jordan

Mandatory employee benefits in Jordan

Jordan requires that all visitors have a valid health insurance policy for the duration of their time in the country. In addition, U.S. citizens traveling to Jordan must register on the country’s e-platform, Gateway2Jordan, before arrival. Doing so will provide travelers with a QR code needed to enter the country.

Average cost for employer-sponsored benefits

For Jordanian nationals only, a compulsory employee benefit for the social security pension scheme of 21.75% of gross monthly salary must be paid (7.5% is paid by the employee). The average monthly salary is JOD 500.

Further benefits may include housing and transportation allowance and health and life insurance. Regulations regarding a new health insurance scheme are still unclear.

Public healthcare

The government funds public healthcare in Jordan, and mandatory contributions are made from the country’s workforce (a monthly deduction is taken from the salaries of all employees in Jordan). These employees are then granted access to social security, which entitles them to free or subsidized healthcare.

According to the World Bank, Jordan is ranked first in the MENA region as the best healthcare service provider and a top destination for medical tourism. Physicians tend to be Western-educated and well-regarded.

Trends

The most significant trend impacting employee benefits in Jordan is the nationalization of the Jordanian workforce. As of the middle of 2022, the Jordanian labor force participation rate sat at 33.5%, with women at 14.2%, one of the lowest rates in the world.

According to The World Bank, “In 2022, Jordan launched a new Vision for Economic Modernization to target growth and opportunities over the next 10+ years for the country and a Public Sector Modernization Plan. Both processes will guide inclusive and resilient growth and development efforts moving forward.”

Noteworthy

As most of the workforce in Jordan is national, with high qualifications and skills in all lines of work, Jordan is one of the most highly educated countries in the region.

Surprising fact

Personal income tax in Jordan is applied on all incomes above JOD 9,000, which applies to most of the workforce.

 

This information about employee benefits in Jordan is provided by Nexus Insurance Brokers, who provides Asinta’s employee benefits consulting in Jordan.

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.

Sweden

Sweden is highly affected by strong unions, so the majority of all companies are in some form of collective bargaining agreement (CBAs). Companies that are not, tend to mirror the standard CBA by securing benefits packages that are in line with employee expectations and the market standard.

In Sweden, approximately 80-90% of employees are covered by Collective Bargaining Agreements, but beyond providing life benefits, their impact on benefits provisions is limited.

What is typically prescribed by CBAs includes leave, pay, and holiday requirements. Employers should be aware of any Collective Bargaining Agreements that may be present on the national, industry, and company levels.

 

Mandatory employee benefits in Sweden

These benefits are from the government and financed through payroll and income taxation.

  • Income Pension – Out of the total pension contribution of 18.5% of salary (up to 7.5 IBB), 16 percentage points go to your income pension. The state takes care of this money until you retire. Growth in Sweden governs how your money grows.
  • Premium Pension – The remaining 2.5 percentage points go to the premium pension. This money is saved in funds, and here you can decide in which funds the money is to be invested. The Swedish Pensions Agency manages this system. If you do not make your own choice, your money will be placed in the pre-selection option AP7 Såfa.
  • Survivor’s Pension – Survivors’ pension: widow, widower, registered partner, and cohabitant can receive this for a limited period. Children of the deceased receive a child pension up to, and including the month they turn age 18.
  • Sickness Benefit – Sickness benefit is paid from the Swedish Social Insurance Agency from day 15-90 in the event of illness. It is 77.6% up to 10 price base amounts. The first day you are home is counted as a qualifying day; the employer pays sick pay between days 2-14.
  • Mandatory Leave – Statutory leaves and allowances (annual leave 25 days minimum, sick leave, maternity, parental leave, childbirth allowance). There are options for employers to supplement the state’s base allowance/compensation level regarding, e.g., sick leave and parental leave.
  • Parental Leave – The right to actual leave is regulated in the Parental Leave Act and certain special ordinances, such as ordinances for government employees. The right to compensation and the level employees receive is determined in the Social Insurance Code and in the collective agreement (if such exists in the workplace), where there may be regulation in both the central and local agreements.

Supplementary employee benefits in Sweden

  • Occupational Pension – Occupational pension is an employer-paid employee benefit where pension premiums are paid on behalf of each employee every month. The occupational pension is a supplement to the general pension (national public pension as a state benefit).
  • Pension Counseling – Pension counseling to employees is financed by deducting an agreed fee from the premium. Söderberg & Partners has procured a pension plan with different insurance and fund fees, depending on advisory and compensation options.
  • Salary and Bonus Exchange – The company can offer gross salary waivers as an employee benefit for switching to pension savings (‘salary exchange’ and ‘bonus exchange.’
  • Occupational Accident Insurance (TFA) – Covers accidents happening at work (during working hours).
    • Supplemented accident insurance – Usually to extend to leisure time to cover accidents 24/7 and also on leisure time when working remotely.
  • Occupational Group Life Insurance (TGL) – Lump sums are paid out to the surviving spouse/registered partner (not cohabitant) in the event of death.
  • Group Insurance – The employed and co-insured spouse/cohabitant can be offered to take out voluntary group insurance. The following elements are selectable in the group insurance.
    • Life insurance
    • Child and youth insurance
    • Disability and accident insurance
    • Income insurance for sick leave
    • One-off amount for long-term illness
    • Income insurance in case of unemployment
    • Medical insurance
  • Long-Term Disability Insurance – Until sick day 90, compensation is paid by the employer and/or the Swedish Social Insurance Agency in accordance with the laws in force at any given time. Sickness benefit is paid according to sick pay-based income.
    • Supplemented sickness allowance – Employers can (in line with the CBA) supplement sickness benefits from the Swedish Social Insurance Agency corresponding to 10% of the employee’s salary (days 15-90) on salary components up to 10 price base amounts. If the employee’s annual salary is more than 10 price base amounts, the company also pays 90% of the salary that exceeds 10 price base amounts.
    • Disability pension – Employers can supplement long-term disability insurance from sick day 91, where supplementary compensation in the form of a disability pension is paid from disability insurance taken out by the company.
    • Health counseling and rehabilitation support (add-on) – Long-term disability insurance can be extended to also include a support service (counseling/call support). Counseling support is offered to the employee if he or she experiences health issues or problems that may affect his or her ability to work, regardless of whether the problems are private or work-related. Disability insurance also includes rehabilitation insurance adapted to the Swedish Social Insurance Agency’s rehabilitation chain and ensures the company receives help fulfilling its responsibilities.
  • Medical Insurance – Provides faster access to health care, amongst other things. The premiums for this insurance can be financed through the company or gross salary waiver, amongst other alternatives. When financed by the company, employees are taxed for this benefit.
  • Supplemented Parental Allowance – Compensation (Statutory) equals approximately 80% of salary up to a salary cap of 10 price base amounts (PBB). The supplemented parental allowance part (in line with most CBAs) corresponds to 10% of income up to 10 PBB. Employers can cover 90% of salary parts above the salary cap of 10 PBB. Parental allowance + Supplementary parental allowance then corresponds to compensation of almost 90% of the entire salary (no cap).
  • Group Travel – Business travel insurance is almost seen as a must in sectors where the employees travel; occasionally, leisure travel is also covered.

 

Employee Perks in Sweden

The most diverse employee benefits in Sweden are typical of the IT, Tech, and Pharma sectors, where you should be able to offer a little bit more than others in your field to be an attractive employer. Employers may be required to provide additional perquisites according to what is prescribed in Collective Bargaining Agreements.

Although the list of common perks in Sweden is quite long, the most popular ones are intangible ones like education, extended occupational healthcare, flex work, and remote work (not to mention mobile phones, extended occupational healthcare, and meal vouchers, which are now taken for granted). Some others include:

  • Work flexibility (e.g., flexible work schedule, remote work, additional vacation days)
  • Bicycle benefit
  • Wellness allowance
  • Personnel discounts (wellness etc.)
  • Car benefit/allowance
  • Company car
  • Home cleaning service as a benefit
  • Meal vouchers
  • Workplace canteens
  • Dental care
  •  Extended medical insurance
  • Personnel fund
  • Bonus plans as an incentive
  • Stock purchase plan

 

This information about employee benefits in Sweden is provided by Söderberg & Partners, Asinta’s employee benefits consulting Partner in the country. If you would like support with your employee benefits in Sweden, contact Asinta, and we will put you in touch with Söderberg & Partners.

Finland

Mandatory employee benefits in Finland include workers’ compensation, statutory pension (TyEL), unemployment insurance, and Occupational healthcare.  Desired supplementary employee benefits in Finland include supplemental medical, supplemental retirement plans, travel insurance, and life and disability insurance.

 

Mandatory employee benefits in Finland

  • Compulsory Health Insurance (CHI) is financed by taxation. All citizens are covered by CHI.
  • Mandatory Accident Insurance covers accidents happening at work (during working hours).
  • The TyEL offers benefits on an earnings-related basis and must be provided by employers through a TyEL insurance contract if the employer hires employees as a company or corporation.
  • Unemployment fund, The unemployment allowance is payable for 5 days a week. An unemployed is entitled to an unemployment daily allowance for 300 days.
  •  All employees in Finland are entitled to occupational health coverage. Under the Occupational Health Act, employers are required to arrange, at their own expense, professional-level occupational health services for their employees in order to prevent work-related health risks.
  • Statutory leaves and allowances (annual leave, sick leave, maternity, parental leave, childbirth allowance).
  • Additional days off are mandatory, and according to labor law, employees are granted additional days off due to work on weekends or public holidays.

 

Supplementary employee benefits in Finland 

  • Group Life and Disability Insurance – Many employers would provide this benefit as it tends to be one of the most cost-effective; there is no tax implication for the employee on the premiums, and it is of significant value as a protective measure should an employee pass away and leave their financial dependents encumbered by debt or significant loss of household income. The sum will generally depend on the sector. 2-4 x the base salary would be deemed a good level of benefit.
  • Group Travel – Business travel insurance is almost seen as a must in sectors where the employees travel, and also occasional leisure travel is covered.
  • Group Medical & Dental
    • Private medical insurance remains one of the most popular benefits and is paid in full by the employer. EAP service, Telemedicine, and good coverage for in-patient hospital stays, day case procedures, consultant visits, and day-to-day benefits such as visits to specialist care and treatments are the most typical coverage. Employers typically supplement occupational health plans to decrease wait times for employees in public facilities. Supplemental coverage also increases access to services not typically included under the occupational plan.
    • Dental insurance is available in Finland but is far less common, and generally, a paid benefit offered to employees and seen as part of the occupational healthcare scheme or as a perk Interest in this benefit has been slowly growing with domestic companies, though, too, in recent years.
  • Supplemental pension – For employers that do contribute to a pension for employees, there are a number of structures available and the selection of which can depend on a number of factors, including the business’s own structure, number of employees, and headcount growth projection, remuneration, and recruitment strategies, parent company practices in other jurisdictions and industry benchmarking. Across all sectors, for employers that do offer a pension with a 100% employer contribution, the average level is between 5-25%, with an ordinary employee’s 5% contribution of base salary. The arrangement is a defined contribution group arrangement, as either bridging plans or top-up plans. The insurance is built for an objective collective group and is tax-free for employees and then taxed when paid out as a pension.
  • Supplemental Accident insurance- Usually extended to leisure time to cover accidents 24/7 and also on leisure time when working remotely.

 

Common Perks in Finland

The most diverse employee benefits in Finland are typical of the IT, Tech, and Pharma industries, where you should be able to offer a little bit more than others in your field to be an attractive employer. Employers may be required to provide additional perquisites according to what is prescribed in Collective Bargaining Agreements.

Although the list of common perks in Finland is quite long, the most popular ones are intangible ones like education, extended occupational healthcare, flex work, and remote work (not to mention mobile phones, extended occupational healthcare, and meal vouchers, which are now taken for granted).

  • Mobile phones – Around 97% of multinational companies provide mobile phones to all employees for business and private use.
  • Meal vouchers – More than 75% of multinational companies provide meal vouchers for employees. The typical monthly meal voucher amount is €13.50 per working day for 2024.
  • Workplace Canteens – This includes catered lunches for employees. Large employers often have an onsite cafeteria.
  • Well-being and sports allowance – Around 60% of employers offer this tax-free benefit for their employees. This perk has an annual maximum of €400 for employees to buy a gym membership, go to the cinema, sports facilities, and PT services, etc.
  • Extended occupational healthcare – Most companies offer a more comprehensive health package for employees consisting of medical care and treatments.
  • Company cars – More than 15% of companies provide a company car to some or all executives and senior managers. Or, a car is provided to those employees who need to travel a lot for work (e.g., sales representatives).
  • Bonus – 80% of employers provide incentive pay of up to 20% for senior executives, 15% for managers, and 5% for administrative staff. Holiday bonus: 50% of salary
  • Stock purchase plan – 40% of employers provide for all employees. The typical maximum value is equal to 10% of the annual base salary.
  • Stock options – 50% of employers provide options for senior executives, and a minority of employers provide for all employees.
  • Employers may also establish a personnel fund with contributions tied to employees’ salaries. Employees are permitted to access the funds through loans and withdraw the entire fund balance upon exit from the company.

 

This information about employee benefits in Finland is provided by Söderberg& Partners Oy, Asinta’s employee benefits consulting Partner in the country.

 

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.