Can't find what you're looking for? Try the main People Operations page.
NOTE: Our contractor agreements and employment contracts are all on the Contracts page.
These principles will guide our benefit strategies and decisions.
We value opinions but ultimately People Operations/Leadership will make the decision based on expert advice and data.
When establishing a new co-employer or entity we will outline the following benefits as to why it is or is not offered.
We do not have specific budgets around benefit costs, but instead look to increasing the ability to recruit and retain team members in favorable locations. We do not take a global approach to offering the same benefits in all countries, but will transparently outline why we do or do not offer the above benefits on their respective entity specific benefits page.
To ensure we have this documented for all countries we currently have an entity or co-employer, we will review the following in order of priority:
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 compensation team.
You can find more details on the All Remote page of our handbook.
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.
As part of our Diversity & Inclusion value, we support Family and friends first approach. This is one of the many reasons we offer part-time contracts in some teams.
We are growing fast and unfortunately, not all teams are able to hire part-time employees yet. There are certain positions where we can only hire full-time employees.
Candidates can ask for part-time contract during the interview process. Even when a team they are interviewing for can't accept part-time employees, there might be other teams looking for the same expertise that might do so. If you are a current team member and would like to switch to a part-time contract, talk to your manager first.
Anyone (regardless of gender) at GitLab who becomes a parent through childbirth or adoption is able to take fully paid parental leave. GitLab team-members 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 16 weeks of 100% paid time off during the first year of parenthood. We encourage parents to take the time they need.
For many reasons, a team member may require more time off for parental leave. Many GitLab team-members are from countries that have longer standard parental leaves, occasionally births have complications, and sometimes 16 weeks just isn't enough. Any GitLab team-member 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. If applicable, commissions are paid while on parental leave based on the prior six months of performance with a cap at 100% of plan. For example, if in the six months prior to starting parental leave you attained 85% of plan, you will be compensated at the same rate while on leave. On the day you return from leave and going forward, your commissions will be based on current performance only.
You are entitled to and need to comply with your local regulations. They override our policy.
How to Apply for Parental Leave
If you need any additional leave, please refer to our Paid Time Off Policy.
GitLab offers an an Employee Assistance Program to all team members via Modern Health. Modern Health provides technology and professional support to help reduce stress, feel more engaged, and be happier. Through GitLab, you have access to coaching sessions at no cost to you.
Modern Health is the one-stop shop for all tools related to mental well-being and self-improvement. Members gain access to the following features:
If you’re still not sure where to get started, we recommend that you
Modern Health cultivates the resilience needed to weather the ups and downs of everyday life. Here are the specific areas where we can help:
Note: This list isn’t intended to be comprehensive. Please reach out to
firstname.lastname@example.org with any questions about how or where to get started.
The philosophy towards mental health comes from the World Health Organization (WHO): “in which every individual realizes his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his community.”
Your benefits reset 1 year from the launch date, on May 15th, 2020.
The platform is currently available in English and Spanish. If English or Spanish is not your preferred language, please note Care is provided in most languages. Feel free to email
email@example.com to find out more.
If you have trouble registering for Modern Health, please don’t hesitate to reach out to
firstname.lastname@example.org with a note or screenshot. Their customer support team will verify the information (i.e., first name, last name, DOB, and company code) against what they have on file to provide you the best instructions on how to successfully access Modern Health.
Similar to an annual physical with your primary care physician, Modern Health’s well-being survey serves as a check up for your mental health. You can retake the survey to track your progress overtime.
Your well-being score empowers experts at Modern Health to provide you the best user experience. It enhances the customization of your personalized wellness plan, which makes it more effective in addressing your specific needs. Although the ups and downs in well-being score are inevitable, the data-driven approach keeps up with how you’re doing over time to support you with the tools to improve no matter where your score is at today.
Modern Health has several different types of providers that you can work with. They have both therapists and coaches. Here is a breakdown of the different types of providers.
What is the difference between coaching and therapy? The primary difference between coaching and therapy is that therapy is conducted by licensed mental health professionals who are trained to treat clinical difficulties (e.g., depression, anxiety) whereas coaches work on non-clinical issues (e.g, personal growth, managing stress, relationships, professional development, etc). Modern Health’s belief is that anyone can benefit from working with a coach, and some people need therapy in addition to or instead of coaching. If you are experiencing a clinical need Modern Health will recommend a therapist. You can also work with your dedicated coach to determine if you would benefit from therapy.
How do you match me to a provider? Modern Health matches you to a provider based on a proprietary algorithm that weights goodness of fit, including your well-being score and areas you want to work on.
Can I complete sessions with my partner or a family member? You are able to complete sessions with your partner or family member, however in most cases this will count as extra sessions (e.g, 1 session with a partner is equivalent to 2 sessions with you alone). Please discuss this directly with your coach.
What happens if my provider isn’t a good fit?
The goal at Modern Health is to find someone that you feel you can do good work with and who can do good work with you! If you think the first person you meet with doesn’t seem like a good fit, just let them know (
email@example.com) and they will connect you with someone new.
What is coaching? Coaching is a collaborative process to help you make important changes in your personal and professional life. Your coach is there to help you figure out how you want to change and the steps you need to take to do so. Your coach’s job is to help you organize your thoughts, emotions, and goals and break things down into smaller steps that create forward movement and growth. The individual is the driver of these sessions, the coach is there to provide reflection, clarity, and accountability.
How often should I meet my coach or therapist? How often you meet with your coach depends on your personal situation. Some people like to meet weekly, whereas others meet every month or two. Usually people will meet with their coach every two weeks.
All information submitted through the Modern Health application is kept confidential and used to deliver a more personalized experience. Anonymized group aggregate information is served back to GitLab for additional insights to improve a tailored care plan.
What do I do in a crisis? If you are experiencing a crisis (e.g., thoughts about suicide, thoughts about harming yourself or others, medical crisis, or in a dangerous situation) please call:
Modern Health Uploadspreadsheet on the google drive and paste the report under a new tab
We've partnered with Culture Amp to run our Global Benefits Survey, which will launch on June 10th. We are running this survey to collect feedback from all team members, which will be collected, aggregated, and analyzed. Using Culture Amp's reporting tools, we'll analyze the data to find the most common trends for desired benefit iterations. We will use this information to generate a roadmap and share these results with everyone at GitLab.
This is an opportunity to share with the compensation team what benefits you think are great, what benefits are lacking, and what you think is most important to adjust. While we will review and prioritize all feedback, not all input may be implemented in the next few iterations. We will continue to ask the organization what is important to team members, but also take into account our fiduciary responsibility to maintain our operating costs.
Timeline of the Survey Results:
Thank you again for playing a part in our efforts to continually improve total rewards at GitLab. If you have any questions, please reach out to the compensation team via email.
Rating Rubric 5 - strongly agree 4 - agree 3 - neutral 2 - disagree 1 - strongly disagree
Rating Rubric Results:
Please note this is a summary of suggestions based on aggregated global team member feedback, but are not guaranteed to be implemented or adjusted at GitLab.
Action Items/Issues to Open:
Please note this is the first iteration/more immediate goals, but this section will be updated as we progress through the project.
This section serves to highlight benefits that we have previously researched, but have decided not to move forward with implementing at this time. As the company grows, circumstances change, and/or we receive new information, we may decide to revisit any benefits added to this list.
We researched and selected four vendors to receive more information. Demo calls were conducted with three of these vendors where we learned more about the solutions and pricing. After reviewing the results of the benefits survey, there wasn’t enough interest in a telehealth solution to justify the price so we decided to not move forward with any of the vendors at this time.
Further information and corresponding discussion are available under Compensation Issue #15 (internal).
Coworking Space Agreement
We researched whether there was an account that could be set up with a coworking space chain that would make it easier for team members to utilize these spaces. Three major chains with global coverage were contacted with one responding. After conducting a survey, the type of account this chain offers doesn't align with the way the majority of team members utilize coworking spaces. Team members are still welcome to follow the existing process of expensing a coworking space.
Further information, survey results, and corresponding discussion are available under Compensation Issue #30 (internal).