These principles will guide our benefit strategies and decisions.
Work with providers, vendors, and global networks to benchmark benefit data from other similar sized companies.
Foster cross-company understanding.
Evangelize benefit programs in each entity.
Transform “statutory” to “competitive.”
Make benefits a very real aspect of compensation during the hiring process.
Measure employee engagement and benefit enrollment.
Use the GitLab Inc (US) benefits as a starting point, and try to stay as consistent as possible within the US baseline.
Iterate on changes for specific countries based on common practices and statutory regulations.
Actively work to ensure that our benefit choices are inclusive of all team members.
Regularly review current benefits (bi-annually) and propose changes.
Everything is always in draft.
Announce and document benefits to keep them updated.
Share upcoming benefit plans internally before implementing them.
Invite discussion and feedback.
We value opinions but ultimately People Operations/Leadership will make the decision based on expert advice and data.
For the avoidance of doubt, the benefits listed below in the General Benefits section are available to contractors and employees, unless otherwise stated. Other benefits are listed by countries that GitLab has established an entity or co-employer and therefore are applicable to employees in those countries only. GitLab has also made provisions for Parental Leave which may apply to employees and contractors but this may vary depending on local country laws. If you are unsure please reach out to the People Operations team.
Deceased team member: In the unfortunate event that a GitLab team member passes away, GitLab will provide a $20,000 lump sum to anyone of their choosing. This can be a spouse, partner, family member, friend, or charity.
For all other GitLabbers, the following conditions apply:
The team member must be either an employee or direct contractor.
The team member must have indicated in writing to whom the money should be transferred. To do this you must complete this expression of wishes form, email to People Ops, who will then file in BambooHR.
For part-time GitLabbers, the lump sum is calculated pro-rata, so for example for a team member that works for GitLab 50% of the time, the lump sum would be $10,000.
Every nine months or so GitLabbers gather at an exciting new location to stay connected, at what we like to call a GitLab Summit. It is important to spend time face to face to get to know your team and, if possible, meet everyone who has also bought into the company vision. There are fun activities planned by our GitLab Summit Experts, work time, and presentations from different functional groups to make this an experience that you are unlikely to forget! Attendance is optional, but encouraged. For more information and compilations of our past summits check out our summits page.
This policy provides coverage for team members who travel domestic and internationally for business purposes. This policy will provide Emergency Medical and Life Insurance coverage should an emergency happen while you are traveling. In accompaniment, there is coverage for security evacuations, as well a travel assistance line which helps with pre-trip planning and finding contracted facilities worldwide.
Accidental Death [enhanced coverage]: 5 times Annual Salary up to USD 500,000.
Out of Country Emergency Medical: Coverage up to $250,000 per occurrence. If there is an injury or sickness while outside of his or her own country that requires treatment by a physician.
Security Evacuation with Natural Disaster: If an occurrence takes place outside of his or her home country and Security Evacuation is required, you will be transported to the nearest place of safety.
Personal Deviation: Coverage above is extended if personal travel is added on to a business trip. Coverage will be provided for 25% of length of the business trip.
Trip Duration: Coverage provided for trips less than 180 days.
Baggage & Personal Effects Benefit: $500 lost bag coverage up to 5 bags.
GitLab is an all-remote company; you are welcome to read our stories about how working remotely has changed our lives for the better.
If you are already a GitLab employee and would like to share your story, simply add a remote_story: element to your entry in team.yml and it will appear on that page.
Anyone (regardless of gender) at GitLab who becomes a parent through childbirth or adoption is able to take fully paid parental leave. GitLabbers will be encouraged to decide for themselves the appropriate amount of time to take and how to take it. We will offer everyone who has been at GitLab for a year up to 12 weeks of 100% paid time off during the first year of parenthood. We encourage parents to take 8-12 weeks.
For many reasons, a team member may require more time off for parental leave. Many GitLabbers are from countries that have longer standard parental leaves, occasionally births have complications, and sometimes 12 weeks just isn't enough. Any GitLabber can request additional unpaid parental leave, up to 4 weeks. We are happy to address anyone with additional leave requests on a one-on-one basis. All of the parental leave should be taken in the first year.
If you have been at GitLab for a year your parental leave is fully paid. If you've been at GitLab for less than a year it depends on your jurisdiction.
You are entitled to and need to comply with your local regulations. They override our policy.
How to Apply for Parental Leave
To initiate your parental leave, please send an email to People Ops and your manager at least thirty days before your leave will begin, and also take a look at the process for application based on your employment company Country Specific Leave Requirements, which are subject to change as legal requirements change:
People Ops will log and monitor upcoming parental leave in the "Parental Leave" Google sheet on the drive.
Once the leave is official, People Ops will file all documentation in BambooHR and update the status of the team member to "Parental Leave" in Employment Status table. The date entered is the date the team member started leave. An additional entry should be made with the date the team member will return with the status "Active."
This will generate an email to People Ops to remind them to end the leave in any applicable payroll systems.