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. However, the extent and design of a pension plan can vary greatly. The plan only satisfies the minimum legal requirements at its most basic level. 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 free 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 2022 was around NOK 668 000. 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.

Panama

Employee Benefits In Panama

Health insurance (including both individual and corporate insurance) represents an estimated 25% of the entire insurance industry, and corporate voluntary (personal) medical insurance is the most desirable benefit. This is mainly because state-provided medical care is not deemed sufficient and corporate insurance usually provides more accessible rates than individual health insurance products.

Mandatory employee benefits in Panama

There are five key employee benefits required in Panama:

Medical coverage for employees is mandatory; the service is provided by the Social Security Entity (CSS). Independent contractors may also acquire these coverages voluntarily by contributing to the CSS.
CSS also includes other coverages such as worker’s compensation, short and long-term disability, and maternity leave.
CSS also administrates the Statutory Pension Fund, which is funded through employers’ and employees’ contributions.
Statutory leaves and allowances (vacations, sick leave, parental allowances, etc.) are covered by the employer up to a certain limit per year. If the employee exceeds the legal limit for sick leave, the excess may be covered by CSS in certain circumstances.
Additional days off are mandatory, and according to labor law, employees are granted additional days off due to work on weekends or public holidays, or this work must be at a higher rate. This is regulated by local Labor Laws.

Supplemental employee benefits in Panama

Group Life– Many employers provide this benefit as it tends to be one of the most cost-effective. The insured sum will either be a fixed sum or a multiple of the base salary—2x the annual salary would be deemed a good level of benefit. The average market benchmark for this type of benefit would include additional benefits such as double indemnity due to accidental death; dismemberment; total and permanent disability; and an advance when there is a terminal illness diagnosis.
Group Medical & Dental – Private medical insurance remains one of the most popular benefits due to its lower cost and great flexibility. Corporate medical plans can be tailored to suit each particular client, which also allows for flexibility regarding coverage and pricing. Private medical insurance can be divided into two sub-groups: hospitalization and complete policies. Hospitalization policies are mainly used for major medical emergencies and for elective surgeries. Complete medical insurance policies cover all other services, including outpatient, medication, maternity, and other wellness-related benefits. Dental insurance and dental plans are available in Panama but are far less common and generally a paid benefit offered to employees working in multinational companies.

Perks in Panama

The most diverse employee benefits in Panama are typical in multinational corporations, as well as utilities and financial services companies where you should be able to offer a little bit more than others in your field to be an attractive employer.

Panama is still a developing market regarding employee benefits and perks. Most additional benefits/perks provided by employers focus on alleviating expenses related to employees’ jobs, and the most important benefits after monetary compensation are related to health and wellness. They include:

Mobile phones – A majority of companies provide mobile phones for their employees for business use or provide a monthly stipend to cover these expenses.
Short-term disability – Multinational companies are interested in providing short-term disability coverage for their employees to supplement their life and health insurance. In accordance with current labor law, days 1-18 of sick leave are paid by the employer based on the average declared salary. While the CSS does cover additional sick leave, the process is long and bureaucratic, making this particular benefit highly appealing, albeit expensive.
Transportation stipends – Companies provide monthly stipends or complete reimbursements of transportation costs associated with an employee’s functions, which may include gas, maintenance, and depreciation.

Kampasa provided this information about employee benefits in Panama. If you need EB support in the country, please contact Asinta, and we will put you in touch with Kampasa.

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.

Colombia

All Colombian employees are obliged to be affiliated with one of the state benefit schemes or a private sector equivalent. The social security system aims to cover the whole population without any discrimination. The most common benefits package in the market is associated with life insurance, health programs, dental plans, and transportation for certain situations. Employee benefits in Colombia cost approximately 30% to 50% of the annual salary.

Benefits Trends in Colombia

The mental health of employees and their families came to the forefront during the pandemic, and therefore, we’re seeing an increased demand for mindfulness and well-being services.

This demand requires a holistic view of Human Resources’ needs, which has forced brokers to offer an integrated service between benefits and workers’ compensation. These efforts have been multiplied to achieve retention through programs focused on the prevention of mental fatigue, physical fatigue, and symptoms of burnout.

Another rising trend is cybersecurity, which has become one of the biggest vulnerabilities for organizations, especially where employees’ privacy is threatened. This new risk can be mitigated through preventive programs and policies that cover some of the possible losses.

In addition, companies are choosing flexible and personalized benefit programs based on their employees’ income and interests.

Mandatory Employee Benefits in Colombia

Pension

Employers pay 12% and employees 4% of their monthly wage. Contractors pay 16%. The maximum contribution per month is equal to 25 minimum monthly salaries (SMMLV). Employees who accumulate four+ minimum salaries contribute 1% to 2% more of their base income to the solidarity fund. Switching between the public and private system every five years is an option for employees. However, they must choose one plan ten years before retirement.

Survivors Benefits

Survivors receive 45% of the employee’s monthly wage and the benefit increases 2% for every 50 additional weeks over the first 500 weeks. This is up to a maximum of 75% of the employee’s basic monthly wage. For pensioners, the survivor receives 100% of what the pensioner was receiving.

Short-Term Disability

Employees collect 66.67% (2/3) of their salary for 90 days plus 50% of their salary for an additional 90 days. A 180-day extension is possible. A subsidy is provided equal to 66.67% of the insured’s earnings in the month before the onset of the disability if the disability is caused by disease. Employers are responsible for paying the sickness benefit for the first three days.

Long-Term Disability

A disability pension depends on the insured’s age at the time of the disability. For insured less than 20 years of age, they must have lost 50% of their labor capacity by a non-work-related cause and must have contributed 26 weeks of premium payments the year before the disability occurred.

Healthcare

Healthcare insurance in Colombia is compulsory and provided by either the public sector or private medical plans. The public healthcare system consists of the Contributive System (CS), which is financed by taxes paid by employers and employees, and the Subsidized System (SS) for those who are unable to pay for their healthcare.

Paid Time Off

Employers in Colombia must offer 15 paid days of annual leave for each year of service. In addition, there are 18 paid public holidays in Colombia. Sick leave, maternity, and other leaves are also part of paid time off in the country.

Supplementary Employee Benefits in Colombia

Supplemental Health Insurance

These plans complement those of the POS, improving the service and quality of the institutions. They are financed in full by the insured with resources different from those of the obligatory contributions. Within the modalities of supplemental plans are the following:

Health insurance policies issued by insurance companies.
Prepaid medical plans issued by prepaid medical entities.
Complementary care plans issued by the health-promoting entities.

To acquire a supplemental health plan, one must be affiliated with the compulsory health plan in the contributing regime. Employers usually extend this benefit to spouses and children.

Life Insurance

Life insurance is an appreciated benefit because it protects families from economic instability in the case of sudden death, disability, or critical illness of a family member, usually the head of the home. Through this, the insurance company agrees to pay an agreed amount (called compensation), usually 12x and 24 monthly salaries, to the beneficiaries upon death and double indemnity due to accident, disability, or critical illness of the insured.

Dental Plans

Dental insurance covers costs related to issues with teeth and gums, as well as preventive care such as annual cleanings. These dental services help employees and dependents maintain better oral health and avoid future problems. Most dental insurance plans cover almost all coverage at 100% in-network. Employers usually extend this benefit to spouses and children.

Funeral or Burial Plans

Offering a funeral insurance policy is the best way to guarantee that the deceased’s close relatives will not have to worry about the significant expense of a funeral while grieving for their loved one. Typically, the policy covers at 100% in-network, and it is voluntary in most cases.

The main coverage of a funeral insurance policy is to cover the expenses generated by funeral assistance when the insured dies. This insurance protects all individuals who have been included as dependents in the policy. Employers usually extend this benefit to spouses, children, siblings, and parents, as the cost is per family and not per individual.

Company Cars

Companies with production operations, are in remote places, or are in the restaurant industry commonly offer cars or other modes of transportation for select employees.

Small Bonuses

Employers commonly offer employees small bonuses in the form of a debit card, which employees can use for gas and groceries, for example.

Employee Perks

Additional Pension Plan – Employees want to have a higher pension when they retire and are willing to exchange salary for an additional payment into their pension plan. This has tax benefits for the employee and the employer.
Life Insurance – This is more of a benefit but has variations, such as a gap product that covers the gap between the maximum pension a person can obtain and the salary the person is receiving.
Complimentary Health Insurance – Colombia’s social security system covers health insurance under a government plan. The perk is to offer a complimentary health plan that basically covers better hotel services in the hospital and the possibility of choosing a specific doctor.
Medical Check-Up – Employers may offer employees a yearly general check-up, including blood tests, heart exams, and body scanning, among other things.
Food – Some employers provide food that includes drinks, fresh fruit, and snacks.
Personal Loans—Employers may offer up to one month’s salary as a loan without a credit review for employees who require loans.
Birthday Holiday – Employees do not have to work on their birthdays.
Educational Support—Employers pay 50% of postgraduate costs for employees. The employees must agree to stay with the company for a set period or repay these educational expenses.

Related Government Websites

National Superintendent of Health

Ministry of Health

Administrator of the Integrated Platform for Payment of Contributions (PILA)

This information about employee benefits in Colombia is provided by Correcol, Asinta’s employee benefits consulting Partner in Colombia.

United Arab Emirates

The most popular employer-sponsored employee benefits in the UAE are insurance for death, disability, and retirement plans.

Trending Now

The UAE has made it mandatory for all Dubai & Abu Dhabi residents to hold compliant health insurance. The law is in full effect, and no residency visa can be granted without a compliant policy in place. For existing residents, failure to comply with the law will attract fines, and any gaps in coverage will be identified at the time of visa cancellation or renewal. The law in Dubai has been fully in force on all segments since April 1, 2017, whilst Abu Dhabi has had similar legislation dating back to 2006.

Average Premium For Employer Sponsored Benefits

Based on the recent Dubai regulations, Dubai Health Authority-compliant medical schemes have to meet certain minimum benefit requirements.

Dubai employees earning 4000 Dhs and less are eligible for the Essential Benefit Plan ( EBP), which offers the minimum benefits and has an index rate imposed by the Health Authority varying between AED 600 to AED 900 ( +/-25 AED) per person per annum. Such plans are only offered by 16 authorized insurance companies.

The average premium for an Enhanced EBP solution varies between AED 900 to AED 1300 pppa. Outside of EBP and Enhanced EBP, the premium costs quickly escalate, and a middle-market plan with regional coverage will average AED 6500 pppa and a higher end International solution (Excl. the U.S.) will be in the range of 15,000 Dhs pppa.

Advice To Employers

In the UAE, expatriates are excluded from the national pension system and instead receive a lump sum end-of-service payment. As retirement benefits are a prime consideration for employees, especially those moving from country to country, it is advisable for employers entering the UAE market to be well informed about this topic.

On the medical front, Employers are recommended to act quickly and abide by the law, as non-compliance will incur financial penalties (AED 500) per employee per month and block visa processing.

Surprising Fact

Employers are often surprised about the minimal liabilities surrounding an employee´s death or disability when in service.

Whilst the 5 other Emirates of the UAE (excluding Dubai and Abu Dubai) remain without any mandatory health insurance regulation, we believe it is only a matter of time, and regulations will follow in the near future.

see the Nexus website

Uzbekistan

Mandatory employee benefits in Uzbekistan include pension, PTO, and employment insurance. Supplementary employee benefits include medical insurance, voluntary benefits, and employment insurance.

Mandatory Employee Benefits in Uzbekistan

Pension

Citizens of the Republic of Uzbekistan, foreigners, and stateless persons permanently residing in the territory of the Republic of Uzbekistan, have the right to pension payments unless otherwise provided by laws and international treaties.

By the Republic of Uzbekistan Constitution, a citizen of the Republic of Uzbekistan is guaranteed a minimum wage and pension, social security by age, in case of illness, disability, and loss of a breadwinner, and other legal grounds.

Uzbekistan has a multi-level pension system consisting of basic, mandatory, and voluntary levels.

The first level (basic) – A basic pension payment (from the republican budget)

The government provides the state basic pension benefit, which is granted to citizens (and to persons permanently residing in the republic’s territory) when reaching retirement age. Payments are made regardless of other pension payments.

According to the Off-budget Pension Fund data under the Ministry of Finance of the Republic of Uzbekistan, as of May 1, 2020, the total number of pensioners and recipients of benefits registered in the off-budget Pension Fund is 3 million 734 thousand 230 people.

There is a new mechanism for granting a basic pension:

With participation in the pension system of 10 years or less, payment is equal to 54% of the subsistence level (SL).
For each year worked over 10 years, the basic pension increases by 2%. For example, if a person works for 20 years, the basic pension is 74% of the PM. For 30 years, 94% of the PM, and for 33 or more years, the basic pension is 100% of the PM.

At the same time, the length of participation in the pension system includes:

Work experience before January 1, 1998.
Cumulative experience (actual pension contribution payments) after January 1, 1998.

Other socially significant periods such as caring for a child under 3 years (within 12 years), a disabled person, an old-age pensioner who needs outside help, an older adult who is 80+, as well as the residence time for military personnel’s spouses, employees of special agencies, and diplomatic workers.

The second level (mandatory) is a pension from the solidarity system (the republican budget) and the Unified Accumulative Pension Fund requiring mandatory pension and mandatory professional pension contributions.

With the transition to a funded pension system that provides for the transfer of mandatory pension contributions by all employees, each employer is obliged to carry out a regular transfer of OPV in the amount of 10% of the monthly income of the employee (not more than 75 times the minimum wage) to the employee’s individual retirement account opened in the UAPF.

Following the Law, persons who have pension savings in the UAPF have the right to pension payments:

1) When reaching the retirement age – 55 years for women/60 years for men.

2) If pension accumulations are sufficient to ensure payment not less than the minimum pension, men at 59 and women at 54 years by concluding a pension annuity contract.

3) Disabled persons of the first and second groups (if the disability is established for an indefinite period).

4) Foreigners and stateless persons who left the country for permanent residence outside the Republic of Uzbekistan, who submitted documents confirming departure.

The third level (voluntary) – Payments from voluntary pension contributions.

Voluntary pension contributions come from employees by their initiative to the UAPF and (or) a voluntary accumulative pension fund for themselves or third parties. The contract determines the payment rate and the payment period for pension provision at the expense of voluntary pension contributions.

Contributors of voluntary pension contributions are natural or legal people who make voluntary pension contributions at their own expense.

Paid Time Off

Following Article 99 of the Labor Code, pregnant women, women who gave birth to a child/children, and women, and men who adopted a newborn child/children are granted the following leave in connection with the birth of a child:

Maternity leave
Leave to employees who adopted a newborn child/children
Leave without pay for childcare until he reaches the age of 3 years

According to Article 99 of the Code, the duration of maternity leave is 126 calendar days (70 calendar days before birth and 56 calendar days after birth). In case of complicated births or the birth of two or more children, 70 days are given. The number of annual leave days does not depend on the duration of the work, so it does not matter how long you worked for the employer.

In addition to maternity leave, optional leave without pay for childcare can be granted for up to 3 years. According to Article 99 of the Code, such leave can be received by the father or mother of the child, and if the child is left without parental care, then by the next of kin, i.e., who will be involved in the upbringing of the child.

For non-working women	For working women
Types of payments and allowances
One-time state benefits for the birth of a child
	One-time social payment for cases of loss of income due to pregnancy and childbirth, adoption of a newborn child (children)
Monthly social allowance for child care upon reaching one year	Monthly social benefit in case of loss of income in connection with childcare upon reaching the age of one year

Working women who are participants in the compulsory social insurance system are entitled to receive social benefits (that is, for whom the employer pays social contributions).

Calculating a lump sum payment for parental leave – This social benefit is calculated only for working women. The amount is determined by social deductions for the last 12 months before the onset of social risk, regardless of the actually worked period. Payments are calculated by multiplying the previous 12 months average monthly income (from which social contributions were paid) by the corresponding number of days of leave, then subtracting 10% for pension contributions.

Employment Insurance

Employees receive a monthly insurance payment to compensate for damage related to the loss of earnings (income) in connection with the degree of loss of occupational capacity from 30% to 100% inclusively. Insurers carry out these payments.

The calculations for lost monthly earnings shall not exceed 10x minimum earnings established by the republican budget. The conclusion date for compulsory accident insurance is also a factor. The final payment amount has the social payment (in the case of loss of capacity to work) from the State social insurance fund deducted.

Compulsory pension contributions shall be held and transferred from the insurance payments made by the insurer as compensation for damage related to loss of earnings (income) to the unified retirement savings fund.

The total amount of insurance payments for the compensation of additional expenses caused by injury to health shall not exceed the following amounts (in the monthly calculation indices, established on the relevant financial year by the Law on the republican budget):

1) Upon establishment of the degree of loss of occupational capacity from 30%-59% inclusively – 500

2) Upon establishment of the degree of loss of occupational capacity from 60%-89% inclusively – 750

3) Upon establishment of the degree of loss of occupational capacity from 90%-100% inclusively – 1000.

Supplementary Employee Benefits

Healthcare

Employer-sponsored health insurance is rising in popularity, and market experts believe this trend is caused by the increasing costs of medical services and prescriptions.

Voluntary Benefits

Larger employers will often provide employees with a range of voluntary benefits at discounted prices. These benefits include personal accident insurance, critical illness, and coverage for COVID-19.

Gymnasiums

Some larger employers provide ‘gym on site’ facilities, whereas smaller employers may offer gym subsidies or access to a gym with lower corporate rates. In addition, many employers choose to subsidize this benefit through wellness accounts that provide more flexibility for employees with wellness needs outside of the standard gym membership options.

Virtual Care

Virtual care lets employees reach nutritionists, naturopaths, and mental health specialists for free through their health insurance policy. An online doctor visit may have a per-appointment charge attached. Some services include prescriptions and prescription delivery through an app.

Mental Health Training

Leadership training on mental health, anti-stigma campaigns, mindfulness, and stress reduction programs are becoming common.

Helpful Government Websites

Ministry of Health and Social Development for universal social insurance and social assistance programs.
Unified Accumulative Pension Fund runs the mandatory individual account program.

This information about mandatory and supplemental employee benefits in COUNTRY NAME comes from Asinta’s Central and Eastern European Partner, the GrECo Group.

Belarus

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.

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.