Adam DeSanges Oct 30, 2023 12:24:24 PM 10 min read

Should Employers Provide Full-Time Employee Benefits By Law?

Navigating employee benefits can feel like a high-stakes puzzle, especially for businesses operating in multiple countries. What benefits are legally required? How do these requirements vary from one country to another? And what happens if you don't comply? These are critical questions, not just for legal compliance but also for attracting and retaining a talented workforce. 

This article aims to answer these questions by exploring the mandatory full-time employee benefits across various countries, the types of benefits commonly offered, and the potential consequences of not meeting these legal obligations. We'll also discuss how Emerald can help you manage this complexity, no matter where your business operates.

What Are Employee Benefits?

Employee benefits are essentially non-wage compensations provided to employees over and above their regular salaries. These can range from health insurance and retirement plans to paid time off and wellness programs. While some benefits are voluntary and serve as a competitive advantage for employers, others are legally mandated and must be provided to all eligible employees.

In countries like Sweden and Denmark, for example, parental leave is not just a nice-to-have but a legal requirement. Swedish law mandates that parents are entitled to 480 days of paid parental leave, which can be shared between both parents. In Denmark, mothers can take up to 24 weeks of maternity leave, and fathers can take two weeks within the first 14 weeks after childbirth. These benefits are considered a social right and cornerstone of the Nordic welfare model.

Mandatory Employee Benefits by Law

When we talk about mandatory benefits, we're referring to those that employers are legally required to provide. These can vary significantly from country to country, influenced by local labour laws and cultural norms. Let’s look at some examples:

  • Germany: In Germany, employers must contribute to statutory health insurance and offer retirement benefits. The country has a dual healthcare system, allowing employees to choose between statutory and private health insurance. Additionally, employers are required to pay into a statutory pension scheme, which the employee then matches.

  • Japan: Japanese employers must enrol their employees in the country's social insurance program, which includes health insurance, pension insurance, and employment insurance. Employee welfare programs, such as mutual aid associations, are also common. Japan also has a unique "lifetime employment" culture, where some large companies offer job security as an implicit benefit.

  • Australia: Employers in Australia are obligated to make superannuation contributions for their employees, which is a form of a pension program. The minimum rate is currently set at 11% of an employee's ordinary time earnings. Australia also mandates long service leave, a benefit that provides extended leave for employees who have been with the same employer for a long period.

  • Brazil: Brazilian labour laws mandate that employers provide meal vouchers and transportation assistance. Employers are also required to deposit 8% of an employee's salary into a severance fund, known as the "FGTS," which can be accessed by the employee under specific conditions like retirement or home purchase.


Rules in Different Countries

Understanding the legal landscape of employee benefits is crucial, especially for businesses that operate in multiple countries. Each country has its own set of labour laws and regulations, making it a complex task to ensure global compliance. Employers must be well-versed in local laws to avoid legal repercussions, which can range from fines to more severe penalties.

For instance, in France, employers are required to provide a supplementary health insurance plan, while in India, the Employees' Provident Fund is a mandatory retirement benefit. In the United Arab Emirates, an end-of-service bonus known as "gratuity" is compulsory for all employees who have completed a year of service. This is calculated based on the employee's final salary and the duration of employment.

Types of Benefits

Employee benefits can be broadly categorised into several types, each with its own rules and regulations depending on the country.

Health insurance: Almost universally considered a mandatory benefit in developed countries, though the specifics can vary. In Canada, for example, healthcare is publicly funded, but many employers offer supplementary health insurance for services not covered by the public system.

Retirement plans: These can range from pension plans to more flexible retirement savings accounts. In the UK, employers are required to enrol eligible staff into a pension scheme and make contributions, known as auto-enrolment.

Paid time off: Includes holidays, vacation days, and sometimes even parental leave. In Spain, employees are entitled to 30 calendar days of paid annual leave, while in China, the length of annual leave increases with the employee's years of service.

Education assistance: Some countries offer tax incentives for employers who assist with employee education. In the Netherlands, employers can provide tax-free study costs if the course or training is relevant to the employee's current or future position.

Wellness programs: These are generally voluntary and can include gym memberships, mental health support, and more. In South Africa, some companies offer Employee Assistance Programs (EAPs) that provide confidential counselling services to employees.

Consequences of Non-Compliance

Navigating mandatory employee benefits is not just a matter of ticking boxes; it's a critical aspect of risk management. Failing to comply with the laws and regulations governing these benefits can have far-reaching consequences. Let's delve into what those could be.

Legal repercussions

The legal consequences of non-compliance can be severe and vary from country to country. In the United States, for instance, failure to comply with the Affordable Care Act can result in fines that range from hundreds to thousands of dollars per employee. In France, not offering a supplementary health insurance plan could lead to legal action and financial penalties.

Financial Penalties

The financial ramifications of not adhering to mandatory benefit laws can be crippling for a business. In Germany, employers who don't make the required contributions to social security or health insurance schemes could face fines that run into the tens of thousands of euros. In Australia, failure to make the correct superannuation contributions can result in a 'Super Guarantee Charge,' which includes unpaid amounts, an interest charge, and an administration fee.

Impact on Employer Branding

Your reputation as an employer is one of your most valuable assets. Failing to provide mandatory benefits can tarnish your brand, making it challenging to attract and retain top talent. In countries like Sweden, where generous parental leave is a social norm and a legal requirement, not offering this benefit could lead to negative publicity and a damaged reputation.

Employee Morale and Productivity

The ripple effects of non-compliance can extend to the workplace environment as well. In Japan, where social insurance is a legal mandate, not providing this benefit could lead to low employee morale and decreased productivity. Employees are likely to feel undervalued and may even seek employment elsewhere, leading to high turnover rates and the costs associated with recruiting and training new staff.

How Emerald Can Help

In a world where labour laws are as diverse as the countries they originate from, understanding and managing employee benefits can be daunting. That's where Emerald steps in. We offer a comprehensive solution for global payroll and benefits management, ensuring that your business remains compliant with country-specific labour laws. 

From health insurance to retirement plans, our services are designed to give you peace of mind while you focus on growing your business. Whether you're operating in Germany, Japan, Australia, Brazil, or any other country, our platform adapts to the specific legal landscape, offering a seamless experience for both employers and employees.

By now, it should be clear that understanding and providing mandatory employee benefits is not just a legal obligation but a critical aspect of running a successful international business. When in doubt, remember that Emerald is here to simplify the complexities, allowing you to navigate the global maze of employee benefits with ease. To learn more, get in touch with our team of experts.

Adam DeSanges

Part of Emerald since 2006, Adam has personally developed an Executive Search process that has been incorporated throughout the entire Emerald Technology business and has enabled our team to offer an unrivalled, collaborative service to our clients. As one of our Company Directors, he is responsible for leading, training and mentoring this methodology.

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