Benefits platform for remote teams

Mandatory benefits vary by country but commonly include:​

- Social security contributions (pension, health insurance)
- Paid annual leave and public holidays
- Sick leave and maternity/paternity leave
- Unemployment insurance
- End-of-service indemnities (in some countries)

An Employer of Record (EOR) or local partner ensures all statutory benefits are provided in line with regional labor laws.

We continuously track updates to labor laws and benefit regulations through local legal experts and compliance teams. Any changes are immediately reflected in employment contracts, payroll calculations, and benefit enrollments to ensure ongoing compliance.

Yes. While statutory benefits are mandatory, you can offer enhanced benefits like private health insurance, wellness stipends, or additional PTO in specific regions. Customizing benefits by country can boost retention and align with market expectations.

Offering competitive, locally-aligned benefits significantly improves employee retention and satisfaction. Employees value perks like comprehensive health coverage, flexible leave policies, and professional development allowances, which can differentiate your company from competitors in tight talent markets.

Commonly overlooked benefits include:​

- Private healthcare or supplemental insurance
- Pension matching beyond statutory minimums
- Professional development budgets
- Home office equipment stipends
- Mental health and wellness programs

Neglecting these can impact retention and employer brand perception.

Benefits administration is fully integrated with payroll services. Deductions, employer contributions, and benefit enrollments are processed automatically within payroll cycles, ensuring accuracy and compliance. HRIS platforms are often connected for streamlined management.

Key challenges include:

- ​Keeping up with evolving local regulations across countries
- Managing benefit providers and plans in multiple regions
- Handling cross-border tax implications
- Ensuring parity and fairness across distributed teams
- Providing a consistent employee experience

Working with an EOR or global HR partner simplifies this complexity.

Yes. Employer-paid benefits may be taxable depending on the country. Social security contributions, insurance premiums, and certain allowances can affect both employer and employee tax liabilities. A local EOR ensures benefits are taxed and reported correctly.

We provide market insights and benchmarking reports by country, showing:​

- Average benefits offered by similar companies
- Expected salary-to-benefit ratios
- Local perks that attract and retain talent

Regularly benchmarking helps you stay competitive and adjust offerings as needed.

Partnering with an Employer of Record (EOR) ensures that all benefit obligations are met. The EOR acts as the legal employer, handling compliance, contracts, payroll, and benefits administration, so you stay compliant without setting up a local entity.