Expanding into new markets means more than just hiring overseas; it means caring for your people, no matter where they live.
Today's globally distributed teams expect more than a paycheck; they want support for their health, families, finances, and well-being. That's where global employee benefits come in. A well-designed benefits package helps you comply with local laws, build trust with your international team, and stand out as an employer of choice in every country.
This guide will walk you through the five must-have elements to include in your global employee benefits package for international teams. Whether you're already operating in multiple countries or just starting your global journey, these insights will help you build an effective, competitive benefits package that keeps your teams happy, productive, and loyal. Remember, when your team thrives, your business does too!
What are Global Employee Benefits?
Global employee benefits refer to the compensation, insurance, and wellness programs that multinational companies offer employees across different countries. These benefits are designed to attract, retain, and support a globally distributed workforce while ensuring compliance with local employment laws and cultural expectations. Global employee benefits are a vital part of international workforce management. They ensure employees worldwide receive fair, competitive, and compliant support, strengthening engagement and reducing turnover.
A well-structured global benefits strategy is a key differentiator for companies expanding across borders.
Types of Global Employee Benefits
Global employee benefits generally fall into three key categories:
Government-Provided Benefits
These are social benefits the government offers directly to eligible residents and citizens. They are typically funded through taxes and social contributions and vary widely by country. These benefits form the social safety net and are available regardless of an individual's employer.
Examples include:
Universal healthcare
State pensions and retirement systems
Public unemployment insurance
Government-mandated parental or family leave.
Statutory Benefits
Statutory benefits are legally required and must be provided by employers in compliance with local labor laws. Failing to meet these obligations can result in penalties or legal action. Employers must stay up-to-date with regulations in each country where they operate, as statutory requirements differ significantly.
Examples include:
Minimum wage and overtime pay
Paid vacation and sick leave
Social security contributions (e.g., CPF in Singapore, Social Security in the U.S.)
Health and safety protections
Maternity/paternity leave is mandated by law
Severance pay or notice periods.
Voluntary Employer Benefits
Also known as supplemental or discretionary benefits, employers provide additional perks to enhance the employee experience, attract top talent, and improve retention. These benefits can be customized to align with company culture, employee needs, and market expectations, offering a strategic advantage in global talent acquisition. While not legally required, they often play a crucial role in setting employers apart in competitive international markets.
Examples include:
Private health, dental, or vision insurance
Retirement savings plans or pension top-ups
Mental health programs and Employee Assistance Programs (EAPs)
Wellness stipends or fitness reimbursements
Professional development and training
Flexible working hours or remote work options
Stock options or bonuses
Commuter benefits or housing allowances
5 Must-Have Global Employee Benefits
Creating a strong global employee benefits strategy starts with understanding what matters most to your workforce, no matter where they are. From healthcare and paid time off to retirement plans and flexible work options, the right benefits package goes beyond compliance. It builds loyalty, improves retention, and strengthens your global employer brand. When thoughtfully executed, benefits become a powerful lever for culture and engagement. That's why leading companies treat benefits as a strategic investment, not just an operational requirement.
Here are five key benefits to offer your employees.
Health & Wellness: The Foundation of Every Benefits Package
Your employees' physical and mental health should be the top priority. When you offer solid health and wellness options, you're not just complying with local rules but creating a better employee experience. In some countries, the government heavily subsidizes healthcare, while private insurance is necessary in others. Understanding these differences is key to building a thoughtful global benefits strategy.
What to include:
Medical, Dental, and Optical Insurance: Choose plans that fit the expectations and requirements of each country. In many regions, private insurance is a big deal.
Mental Health Support: Include Employee Assistance Programs (EAPs) and virtual therapy sessions.
Wellness Programs: These could include gym reimbursements, mindfulness training, or health screenings.
Global Travel Coverage: Travel insurance and emergency medical support are crucial for globally mobile employees.
Using a global payroll provider helps streamline salary payments and ensure compliance with international payroll laws. While not all providers administer benefits directly, many offer integrations or support to help employers meet country-specific requirements. Partnering with the best global payroll providers allows you to provide consistent coverage across regions while respecting local regulations.
Paid Time Off (PTO) & Parental Leave: More Than a Perk
Time off is non-negotiable for most employees today. People expect generous leave policies, especially in countries like Sweden, Germany, and Peru, where PTO is protected by law. Offering above-average time off policies shows you're serious about employee well-being. Globally, there's been a push toward recognizing the need for better work-life balance. A generous PTO and leave policy isn't just nice to have; it's a competitive advantage.
What to include:
Annual Vacation Leave: Aim to offer at least what the law requires, and consider going above it to stay competitive.
Sick Leave: Ensure employees can take time off without stress when unwell.
Parental Leave: Provide statutory and supplemental benefits, like full salary top-ups during leave.
Bereavement and Compassionate Leave: Employees value support in difficult times.
Retirement & Financial Security: Build Long-Term Loyalty
Employees want to feel like their future is secure, no matter where they work. Offering strong retirement plans is one of the most strategic ways to build loyalty. In many countries, employers are expected to contribute to retirement schemes in addition to wages. Financial benefits show your employees that you're investing in them for the long haul, not just during their employment.
What to include:
Private Pension Plans: Especially important in countries without national pension programs.
Stock Options or RSUs: Let your international teams share in your company’s success if applicable.
Bonus Structures: Offer location-appropriate performance bonuses or 13th-month salary where customary (e.g., in Spain and Mexico).
Financial Education: Workshops or webinars that help employees make better financial decisions.
These benefits are easier to manage when working with a global payroll provider that can customize deductions and payouts by country. Outsourcing these tasks also helps you manage international contributions in compliance with local regulations. Managing retirement plans across borders can be complex, but automation and local expertise make it manageable.
Work-Life Balance: Support the Whole Person
Your team isn't just composed of employees; it's people with families, interests, and goals outside of work. Benefits that support work-life balance are essential, as it's become one of the top criteria employees consider when evaluating job offers. According to Gallup, 54% of global employees say it's essential to have flexibility and balance.
What to include:
Flexible Work Arrangements: Offer remote work, hybrid setups, and flexible hours.
Equipment Stipends: Help remote workers set up productive home offices.
Transportation & Housing Allowances: In some countries, these are expected, not optional.
Education Support: Tuition reimbursement, professional development, and access to learning platforms.
Companies reduce burnout and increase employee engagement by providing a more balanced lifestyle.
Localized, Compliant Administration: Keep it Legal
Compliance can be tricky and expensive when done wrong. Every country has unique laws regarding global employee benefits. Not following these regulations can lead to fines, employee disputes, and reputational damage. When hiring across multiple countries, you're not just offering benefits but also managing risk. That's why localized benefit administration is a must.
What to include:
Country-Specific Plans: Customize your global benefits strategy for each location.
Expert Legal Support: Work with HR teams who understand local labor laws.
Localized Contracts & Documentation: Always deliver employment contracts in native languages.
Digital Admin Tools: Streamline recordkeeping, time-off tracking, and expense reporting.
What Global Employee Benefits Does Atlas HXM Offer?
Atlas HXM delivers a flexible, fully managed employee benefits solution across 160+ countries. As a direct EOR provider, Atlas ensures that every benefit is compliant, consistent, and tailored to global standards and local requirements. From health coverage to retirement plans, Atlas offers core and country-specific benefits supporting employee well-being and retention. With multilingual support and localized expertise, Atlas makes it easy to deliver meaningful benefits anywhere in the world.
With Atlas HXM, you can offer your global employees:
Core Global Benefits
Atlas provides essential, country-agnostic coverage to all employees. This includes:
Medical, Dental, Vision, Life & Travel Insurance
Short- & Long-Term Disability Insurance
24/7 Employee Assistance Program (EAP) for mental health support
Learning and development support through access to thousands of courses in Atlas Learning
Localized Benefits
Atlas adapts to local market expectations and legal obligations, offering:
Private pensions that are aligned with national regulations
Meal, housing, car, and transport allowances
Medical exams and health checkups
RSU/stock option payroll management
Local tax support and compliance services
Wellness & Work-Life Balance
To support employee wellbeing, Atlas includes:
Flexible work arrangements to support remote and distributed teams
Region-specific paid time off (PTO) aligned with local holiday and leave laws
Customizable parental and family leave based on country-specific norms
Wellness and cultural leave options tailored to local expectations
Support for global mobility, including visa coordination and cross-border workforce management
Tech-Enabled Self-Service
The Atlas platform empowers employees with:
A self-service portal for managing benefits and personal info
Mobile access to pay, documents, and HR tasks
Dedicated HR support through Employee Relationship Coordinators
Culturally Inclusive Programs
Atlas supports diversity and local sensitivity through:
DEIB programs (Diversity, Equity, Inclusion, Belonging)
Employee Resource Groups (ERGs) for connection and support
Localized benefits customization based on cultural norms
By combining standardized global coverage with local flexibility, Atlas HXM helps companies deliver meaningful, compliant benefits worldwide, making hiring, retaining, and caring for top talent across borders easier.
What Sets Atlas’ Global Employee Benefits Apart?
Not all EOR providers deliver the same level of service. While some rely solely on software or outsource critical functions to third parties, Atlas takes a more integrated, hands-on approach. We own our legal entities in every country we operate, ensuring complete control, compliance, and security. Unlike providers that rely on bots, Atlas delivers expert, human support to guide you at every step.
We also provide premium benefits packages, even for small teams, so your international workforce feels valued no matter where they are. With equitable employee benefits across borders, support in 50+ languages and time zones, and real people helping your real people, Atlas makes global employee benefits feel personalized, secure, and seamless. To see how we help growing companies scale globally without the red tape, explore the benefits of outsourcing HR responsibilities.
Build Your Global Employee Benefits Package with Atlas Today!
Expanding your team globally doesn't mean you have to settle for inconsistent or complicated benefits. The key is having a clear, thoughtful global benefits strategy and the right partner to help you execute it. Whether hiring one person in Ireland or a full team in the Philippines, your global employee benefits packages should reflect the same level of care, no matter where they are.
By partnering with Atlas HXM, your company can scale faster and deliver a consistent benefits experience to your entire international workforce. Your global teams deserve more than the basics. They deserve benefits that support their life, goals, and families, no matter where they live. With Atlas HXM, companies can simplify the process by offering fully managed, compliant benefits in 160+ countries, backed by expert support and localized insight.
Contact Atlas HXM today to simplify employee benefits for your international team!
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FAQs
How do global employee benefits differ from domestic benefits?
Domestic benefits follow the employment laws of one country, while global benefits must align with multiple local regulations. Global benefits often require region-specific customization to meet each country's legal standards, cultural norms, and tax requirements.
How can companies manage employee benefits compliantly?
Companies can manage benefits by:
Partnering with a global payroll or EOR provider
Using HR software to track compliance across regions
Working with legal or HR consultants familiar with local laws
Can an Employer of Record (EOR) manage employee benefits?
Yes. An EOR like Atlas HXM handles all aspects of employment, including statutory benefits, payroll deductions, and optional perks. They ensure compliance, reduce risk, and provide a seamless benefits experience for international employees.