GitLab has incorporated the annual benefits survey as part of the Engagement Survey from 2021 forward. The Total Rewards team will review the engagement scores relating to Benefits along with market data from our Broker, Willis Towers Watson, to iterate on benefits offerings each year.
If you have any feedback or questions please contact Total Rewards.
I understand my benefits package at GitLab decreased by 7% company wide. Also to increase awareness on the Total Rewards team is who to reach out to since there is company wide score of 3.82 out of 5 (lowest score among ICs). Related Issue.
Participation: 62% (0% YOY change)
Rating Rubric 5 - strongly agree 4 - agree 3 - neutral 2 - disagree 1 - strongly disagree
The benefits satisfaction score is an average of responses to all ratings questions including general company-wide benefits questions and country-specific questions. Country breakdown only provided for n>4.
By Country:
| Country | Score |
|---|---|
| Australia | 3.68 |
| Austria | 3.32 |
| Canada | 3.46 |
| Germany | 3.52 |
| Hungary | 3.44 |
| India | 3.48 |
| Ireland | 3.06 |
| Mexico | 3.42 |
| Netherlands | 3.26 |
| New Zealand | 3.61 |
| Poland | 3.59 |
| Romania | 3.51 |
| Russian Federation | 3.63 |
| Singapore | 3.33 |
| South Africa | 3.79 |
| Turkey | 3.81 |
| Ukraine | 3.43 |
| United Kingdom | 3.48 |
| United States | 3.69 |
By demographic:
| Demographic | Score |
|---|---|
| Male | 3.60 |
| Female | 3.59 |
| Individual Contributor | 3.64 |
| Manager | 3.47 |
| Leader | 3.49 |
| Company Overall | 3.60 |
I understand my benefits package at GitLab.
| GitLab | 2019 Score | 2020 Score | YOY Change |
|---|---|---|---|
| Male | 4.16 | 3.89 | -7.63% |
| Female | 4.21 | 3.87 | -6.86% |
| Individual Contributor | 4.13 | 3.88 | -6.15% |
| Manager | 4.35 | 3.88 | -10.90% |
| Leader | 4.46 | 4.00 | -10.31% |
| Company Overall | 4.18 | 3.88 | -7.07% |
By Country:
| Country | 2020 Score |
|---|---|
| Australia | 3.98 |
| Austria | 3.40 |
| Canada | 3.73 |
| Germany | 3.72 |
| Hungary | 3.25 |
| India | 3.67 |
| Ireland | 3.70 |
| Mexico | 3.50 |
| Netherlands | 3.56 |
| New Zealand | 4.18 |
| Poland | 4.00 |
| Romania | 3.86 |
| Russian Federation | 4.00 |
| Singapore | 3.67 |
| South Africa | 3.40 |
| Turkey | 3.60 |
| Ukraine | 3.40 |
| United Kingdom | 3.86 |
| United States | 3.99 |
The general benefits at GitLab are equal to or better than what is offered by similar employers.
| GitLab | 2019 Score | 2020 Score | YOY Change |
|---|---|---|---|
| Male | 3.67 | 3.42 | -6.90% |
| Female | 3.66 | 3.46 | -5.58% |
| Individual Contributor | 3.72 | 3.50 | -5.80% |
| Manager | 3.33 | 3.23 | -2.98% |
| Leader | 3.46 | 3.12 | -9.96% |
| Company Overall | 3.66 | 3.43 | -6.31% |
By Country:
| Country | 2020 Score |
|---|---|
| Australia | 3.51 |
| Austria | 2.20 |
| Canada | 3.17 |
| Germany | 3.24 |
| Hungary | 3.13 |
| India | 3.00 |
| Ireland | 2.57 |
| Mexico | 2.67 |
| Netherlands | 2.75 |
| New Zealand | 3.55 |
| Poland | 3.58 |
| Romania | 3.29 |
| Russian Federation | 3.00 |
| Singapore | 2.67 |
| South Africa | 3.67 |
| Turkey | 3.40 |
| Ukraine | 3.60 |
| United Kingdom | 3.18 |
| United States | 3.64 |
The general benefits at GitLab save me a great deal of time and/or money, and add significant value to my employee experience.
| GitLab | 2019 Score | 2020 Score | YOY Change |
|---|---|---|---|
| Male | 3.75 | 3.65 | -2.66% |
| Female | 3.79 | 3.59 | -5.40% |
| Individual Contributor | 3.83 | 3.70 | -3.39% |
| Manager | 3.38 | 3.41 | 0.84% |
| Leader | 3.54 | 3.43 | -3.00% |
| Company Overall | 3.77 | 3.63 | -3.71% |
By Country:
| Country | 2020 Score |
|---|---|
| Australia | 3.67 |
| Austria | 3.20 |
| Canada | 3.40 |
| Germany | 3.86 |
| Hungary | 3.75 |
| India | 3.73 |
| Ireland | 3.00 |
| Mexico | 3.50 |
| Netherlands | 2.96 |
| New Zealand | 3.36 |
| Poland | 3.42 |
| Romania | 3.71 |
| Russian Federation | 3.33 |
| Singapore | 2.83 |
| South Africa | 3.50 |
| Turkey | 3.60 |
| Ukraine | 3.60 |
| United Kingdom | 3.21 |
| United States | 3.79 |
My benefits package provides quality coverage for myself and, if applicable, my dependents.
| GitLab | 2019 Score | 2020 Score | YOY Change |
|---|---|---|---|
| Male | 3.59 | 3.82 | 6.45% |
| Female | 3.63 | 3.72 | 2.39% |
| Individual Contributor | 3.63 | 3.77 | 3.86% |
| Manager | 3.38 | 3.83 | 13.36% |
| Leader | 3.58 | 3.81 | 6.41% |
| Company Overall | 3.60 | 3.79 | 5.14% |
By Country:
| Country | 2020 Score |
|---|---|
| Canada | 3.68 |
| India | 2.07 |
| United Kingdom | 3.06 |
| United States | 3.94 |
The wellness offerings at GitLab help me lead a happier, healthier life.
| GitLab | 2019 Score | 2020 Score | YOY Change |
|---|---|---|---|
| Male | 3.39 | 3.23 | -4.86% |
| Female | 3.28 | 3.28 | -0.01% |
| Individual Contributor | 3.41 | 3.31 | -3.07% |
| Manager | 3.26 | 3.01 | -7.76% |
| Leader | 2.92 | 3.18 | 8.78% |
| Company Overall | 3.36 | 3.24 | -3.50% |
By Country:
| Country | 2020 Score |
|---|---|
| Australia | 3.07 |
| Canada | 3.36 |
| Germany | 2.74 |
| Hungary | 2.88 |
| India | 3.27 |
| Ireland | 2.57 |
| Mexico | 3.33 |
| Netherlands | 2.74 |
| New Zealand | 3.20 |
| Poland | 2.83 |
| Romania | 3.14 |
| Russian Federation | 2.83 |
| Singapore | 3.50 |
| South Africa | 4.17 |
| Turkey | 3.80 |
| Ukraine | 3.20 |
| United Kingdom | 3.04 |
| United States | 3.41 |
I believe our benefits package is one of the top reasons people apply to work at GitLab.
| GitLab | 2019 Score | 2020 Score | YOY Change |
|---|---|---|---|
| Male | 2.87 | 3.04 | 5.87% |
| Female | 2.81 | 3.16 | 12.40% |
| Individual Contributor | 2.96 | 3.18 | 7.38% |
| Manager | 2.40 | 2.76 | 14.87% |
| Leader | 2.35 | 2.79 | 18.83% |
| Company Overall | 2.86 | 3.08 | 7.55% |
By Country:
| Country | 2020 Score |
|---|---|
| Australia | 3.19 |
| Canada | 2.57 |
| Germany | 3.24 |
| Hungary | 3.63 |
| India | 3.07 |
| Ireland | 2.48 |
| Mexico | 3.00 |
| Netherlands | 2.68 |
| New Zealand | 3.09 |
| Poland | 3.33 |
| Romania | 2.71 |
| Russian Federation | 2.67 |
| Singapore | 2.17 |
| South Africa | 3.40 |
| Turkey | 3.20 |
| Ukraine | 2.80 |
| United Kingdom | 2.73 |
| United States | 3.19 |
Should I have or care for a(nother) child, the parental leave policy is sufficient.
| GitLab | 2019 Score | 2020 Score | YOY Change |
|---|---|---|---|
| Male | 3.95 | 3.95 | 0.09% |
| Female | 3.44 | 3.60 | 4.60% |
| Individual Contributor | 3.82 | 3.84 | 0.49% |
| Manager | 3.61 | 3.89 | 7.68% |
| Leader | 4.04 | 3.80 | -6.04% |
| Company Overall | 3.81 | 3.84 | 0.91% |
By Country:
| Country | 2020 Score |
|---|---|
| Australia | 3.85 |
| Austria | 3.80 |
| Canada | 3.50 |
| Germany | 3.62 |
| Hungary | 3.88 |
| India | 3.79 |
| Ireland | 3.39 |
| Mexico | 4.00 |
| Netherlands | 3.57 |
| New Zealand | 3.44 |
| Poland | 3.64 |
| Romania | 3.00 |
| Russian Federation | 3.50 |
| Singapore | 3.33 |
| South Africa | 4.33 |
| Turkey | 4.60 |
| Ukraine | 3.20 |
| United Kingdom | 3.80 |
| United States | 3.97 |
The vacation policy allows me sufficient time to recharge.
| GitLab | 2019 Score | 2020 Score | YOY Change |
|---|---|---|---|
| Male | 4.48 | 4.39 | -2.09% |
| Female | 4.40 | 4.37 | -0.68% |
| Individual Contributor | 4.49 | 4.43 | -1.29% |
| Manager | 4.27 | 4.24 | -0.79% |
| Leader | 4.38 | 4.21 | -3.94% |
| Company Overall | 4.46 | 4.38 | -1.76% |
By Country:
| Country | 2020 Score |
|---|---|
| Australia | 4.49 |
| Austria | 4.80 |
| Canada | 4.30 |
| Germany | 4.21 |
| Hungary | 4.50 |
| India | 4.33 |
| Ireland | 3.83 |
| Mexico | 4.00 |
| Netherlands | 4.40 |
| New Zealand | 4.36 |
| Poland | 4.42 |
| Romania | 4.43 |
| Russian Federation | 4.50 |
| Singapore | 4.50 |
| South Africa | 4.67 |
| Turkey | 4.60 |
| Ukraine | 4.80 |
| United Kingdom | 4.47 |
| United States | 4.40 |
I believe our benefits package is one of the top reasons why people stay at GitLab.
| GitLab | 2019 Score | 2020 Score | YOY Change |
|---|---|---|---|
| Male | 3.08 | 3.24 | 5.21% |
| Female | 3.13 | 3.31 | 5.77% |
| Individual Contributor | 3.21 | 3.35 | 4.36% |
| Manager | 2.58 | 3.00 | 16.28% |
| Leader | 2.54 | 2.98 | 17.37% |
| Company Overall | 3.09 | 3.26 | 5.58% |
By Country:
| Country | 2020 Score |
|---|---|
| Australia | 3.30 |
| Austria | 2.80 |
| Canada | 2.80 |
| Germany | 3.41 |
| Hungary | 3.25 |
| India | 3.07 |
| Ireland | 2.65 |
| Mexico | 3.17 |
| Netherlands | 2.79 |
| New Zealand | 3.27 |
| Poland | 3.50 |
| Romania | 3.14 |
| Russian Federation | 3.50 |
| Singapore | 2.33 |
| South Africa | 3.50 |
| Turkey | 3.20 |
| Ukraine | 2.60 |
| United Kingdom | 3.04 |
| United States | 3.38 |
I believe investing more of the company’s money into improving benefits at GitLab will help to attract and retain talent.
| GitLab | 2019 Score | 2020 Score | YOY Change |
|---|---|---|---|
| Male | 4.16 | 4.13 | -0.68% |
| Female | 4.25 | 4.16 | -2.07% |
| Individual Contributor | 4.20 | 4.16 | -0.97% |
| Manager | 4.25 | 4.11 | -3.27% |
| Leader | 3.85 | 4.02 | 4.39% |
| Company Overall | 4.18 | 4.14 | -0.93% |
By Country:
| Country | 2020 Score |
|---|---|
| Australia | 3.98 |
| Austria | 4.40 |
| Canada | 3.97 |
| Germany | 4.29 |
| Hungary | 4.13 |
| India | 4.33 |
| Ireland | 4.57 |
| Mexico | 4.00 |
| Netherlands | 3.92 |
| New Zealand | 3.82 |
| Poland | 3.83 |
| Romania | 3.43 |
| Russian Federation | 4.50 |
| Singapore | 4.33 |
| South Africa | 4.33 |
| Turkey | 4.60 |
| Ukraine | 3.40 |
| United Kingdom | 4.33 |
| United States | 4.12 |
When I take time off, I don't feel it is necessary to check in with work periodically.
| GitLab | 2020 Score |
|---|---|
| Male | 3.67 |
| Female | 3.40 |
| Individual Contributor | 3.68 |
| Manager | 3.33 |
| Leader | 3.23 |
| Company Overall | 3.59 |
By Country:
| Country | 2020 Score |
|---|---|
| Australia | 4.05 |
| Austria | 3.40 |
| Canada | 3.40 |
| Germany | 3.79 |
| Hungary | 3.25 |
| India | 4.20 |
| Ireland | 2.96 |
| Mexico | 2.83 |
| Netherlands | 3.52 |
| New Zealand | 3.55 |
| Poland | 3.83 |
| Romania | 3.71 |
| Russian Federation | 4.00 |
| Singapore | 4.00 |
| South Africa | 4.00 |
| Turkey | 4.00 |
| Ukraine | 3.60 |
| United Kingdom | 3.53 |
| United States | 3.50 |
I understand how our PTO works in sync with my local statutory PTO entitlement.
| GitLab | 2020 Score |
|---|---|
| Male | 3.98 |
| Female | 4.02 |
| Individual Contributor | 4.02 |
| Manager | 3.85 |
| Leader | 4.12 |
| Company Overall | 3.99 |
By Country:
| Country | 2020 Score |
|---|---|
| Australia | 3.79 |
| Austria | 3.60 |
| Canada | 4.00 |
| Germany | 4.00 |
| Hungary | 4.00 |
| India | 4.47 |
| Ireland | 3.78 |
| Mexico | 3.83 |
| Netherlands | 4.08 |
| New Zealand | 4.18 |
| Poland | 4.00 |
| Romania | 4.43 |
| Russian Federation | 4.67 |
| Singapore | 3.50 |
| South Africa | 3.33 |
| Turkey | 4.20 |
| Ukraine | 4.20 |
| United Kingdom | 3.88 |
| United States | 4.04 |
I believe our Employee Assistance Plan offered by Modern Health is a valuable benefit worth retaining.
| GitLab | 2020 Score |
|---|---|
| Male | 3.10 |
| Female | 3.40 |
| Individual Contributor | 3.20 |
| Manager | 3.14 |
| Leader | 3.22 |
| Company Overall | 3.19 |
By Country:
| Country | 2020 Score |
|---|---|
| Australia | 3.21 |
| Austria | 3.00 |
| Canada | 2.93 |
| Germany | 2.54 |
| Hungary | 2.86 |
| India | 3.14 |
| Ireland | 2.91 |
| Mexico | 3.80 |
| Netherlands | 2.70 |
| New Zealand | 3.00 |
| Poland | 2.67 |
| Romania | 3.14 |
| Russian Federation | 2.40 |
| Singapore | 3.33 |
| South Africa | 4.00 |
| Ukraine | 2.40 |
| United Kingdom | 3.20 |
| United States | 3.37 |
If I have questions or concerns regarding benefits, I know whom to reach out to.
| GitLab | 2020 Score |
|---|---|
| Male | 3.85 |
| Female | 3.78 |
| Individual Contributor | 3.77 |
| Manager | 3.97 |
| Leader | 4.08 |
| Company Overall | 3.82 |
By Country:
| Country | 2020 Score |
|---|---|
| Australia | 4.02 |
| Austria | 3.60 |
| Canada | 3.90 |
| Germany | 3.61 |
| Hungary | 3.25 |
| India | 3.73 |
| Ireland | 3.65 |
| Mexico | 3.50 |
| Netherlands | 3.52 |
| New Zealand | 3.91 |
| Poland | 3.75 |
| Romania | 4.14 |
| Russian Federation | 4.17 |
| Singapore | 3.50 |
| South Africa | 4.50 |
| Turkey | 3.60 |
| Ukraine | 3.40 |
| United Kingdom | 3.77 |
| United States | 3.87 |
What has worked best in convincing me to take PTO?
| Response | Count | % of Respondents |
|---|---|---|
| Stress | 333 | 42% |
| Example from my manager. | 391 | 50% |
| Encouragement from my manager/peers to support my wellbeing through time off. | 475 | 61% |
| Example from leaders, for example Sid. | 456 | 58% |
| Reduced workload. | 101 | 13% |
| Other (Expanded on below.) | 118 | 15% |
I participated in the Simple Habit free trial and would like to see this benefit offered permanently (survey respondents were instructed to select one).
| Response | Count | % of Respondents |
|---|---|---|
| Yes, I participated and agree with the statement above. | 15 | 2% |
| No, I did not participate, but am interested in GitLab offering a meditation and mental-wellness benefit in addition to Modern Health. | 500 | 64% |
| Yes, I participated and do not agree with the statement above. | 6 | 1% |
| No, I did not participate and am not interested in GitLab offering a mediation and mental-wellness benefit. | 258 | 33% |
What corporate social responsibility activities would you like to see GitLab enter? The purpose of corporate social responsibility is to give back to the community, take part in philanthropic causes, and provide positive social value.
The country-specific benefits provided by GitLab are comparable or better than what is offered by similar employers in my country.
| GitLab | Australia Score | United States Score | Netherlands Score | Canada Score | India Score | United Kingdom Score | Germany Score | New Zealand Score |
|---|---|---|---|---|---|---|---|---|
| Male | 3.21 | 3.75 | 2.29 | 3.14 | 2.18 | 3.12 | 2.91 | 3.50 |
| Female | 4.67 | 3.72 | 2.71 | 3.00 | 2.75 | 2.79 | 3.20 | 3.00 |
| Individual Contributor | 3.50 | 3.79 | 2.53 | 3.19 | 2.29 | 3.05 | 3.22 | 3.50 |
| Manager | 2.89 | 3.70 | 2.50 | 2.71 | 3.00 | 3.00 | 1.50 | 3.00 |
| Leader | 2.50 | 3.46 | 1.67 | 4.00 | n/a | 2.00 | n/a | n/a |
| Overall | 3.32 | 3.74 | 2.42 | 3.10 | 2.33 | 3.02 | 2.96 | 3.43 |
My benefits package provides quality coverage for myself and, if applicable, my dependents.
| GitLab | United States Score | Canada Score | India Score | United Kingdom Score |
|---|---|---|---|---|
| Male | 4.00 | 3.71 | 1.91 | 3.12 |
| Female | 3.83 | 3.57 | 2.50 | 2.93 |
| Individual Contributor | 3.94 | 3.86 | 2.00 | 3.08 |
| Manager | 3.99 | 3.00 | 3.00 | 3.00 |
| Leader | 3.83 | 4.00 | n/a | 3.00 |
| Overall | 3.94 | 3.68 | 2.07 | 3.06 |
The benefits provided by Safeguard are comparable or better than what is offered by similar employers.
| GitLab | Ireland Score | Hungary Score |
|---|---|---|
| Male | 1.54 | 2.67 |
| Female | 1.50 | 1.50 |
| Individual Contributor | 1.59 | 2.20 |
| Manager | 1.25 | n/a |
| Leader | 1.50 | n/a |
| Overall | 1.52 | 2.20 |
I am satisfied with my employment through Safeguard and know who to contact if any problems were to arise.
| GitLab | Ireland Score | Hungary Score |
|---|---|---|
| Male | 2.38 | 3.33 |
| Female | 2.20 | 3.00 |
| Individual Contributor | 2.35 | 3.20 |
| Manager | 2.25 | n/a |
| Leader | 2.00 | n/a |
| Overall | 2.30 | 3.20 |
The 401k match is equivalent to or better than what is offered by similar companies.
| GitLab | United States Score |
|---|---|
| Male | 2.66 |
| Female | 2.73 |
| Individual Contributor | 2.77 |
| Manager | 2.52 |
| Leader | 2.48 |
| Overall | 2.69 |
The 17% uplift to my salary is sufficient to pay for costs and benefits that would ordinarily be paid for by an employer.
| GitLab | Austria Score | Mexico Score | Poland Score | Romania Score | Russian Federation Score | Singapore Score | Turkey Score | Ukraine Score |
|---|---|---|---|---|---|---|---|---|
| Male | 3.20 | 3.33 | 3.57 | 2.67 | 4.00 | 3.00 | 3.00 | 3.50 |
| Female | n/a | 2.33 | 3.00 | 3.25 | 2.50 | n/a | 5.00 | 4.00 |
| Individual Contributor | 3.00 | 2.60 | 3.44 | 3.00 | 3.80 | 3.00 | 3.40 | 3.50 |
| Manager | n/a | 4.00 | 3.00 | n/a | 2.00 | n/a | n/a | 5.00 |
| Leader | 4.00 | n/a | n/a | n/a | n/a | n/a | n/a | n/a |
| Overall | 3.20 | 2.83 | 3.40 | 3.00 | 3.50 | 3.00 | 3.40 | 3.80 |
Out of the following options, which benefit would you most like to see GitLab offer in the future? (select up to 4)
Americas
| Response | United States (% of Respondents) | Canada (% of Respondents) | Mexico (% of Respondents) |
|---|---|---|---|
| Paid parental leave above 16 weeks. | 14% | 30% | 0% |
| 100% paid medical leave for 16 weeks. | 16% | 10% | 67% |
| Expanded mental health offerings (ie. Therapy, meditation, etc.) | 24% | 27% | 50% |
| Wellness stipend. | 47% | 40% | 33% |
| Childcare stipend. | 18% | 20% | 0% |
| Student loan assistance program. | 12% | 3% | 17% |
| Health insurance. | n/a | n/a | n/a |
| Parental leave transition coaching. | 1% | 0% | 0% |
| Ergonomics consultations. | 5% | 13% | 0% |
| Global Pension with employer match./Company pension plan. | n/a | 13% | 83% |
| Annual company-wide bonus. | 60% | 57% | 50% |
| Charitable giving. | 23% | 23% | 0% |
| Higher 401k match/higher cap. | 79% | n/a | n/a |
| Supplementary medical plans (Accident Insurance, Critical Illness Insurance, Hospital Indemnity Plan) | 3% | n/a | n/a |
| Increased HSA contribution or HSA contribution for Team Member + Spouse/Team Member + Child(ren)/Family tiers of coverage. | 13% | n/a | n/a |
| RRSP with employer match. | n/a | 63% | n/a |
EMEA
| Response | Ireland (% of Respondents) | Netherlands (% of Respondents) | United Kingdom (% of Respondents) | Germany (% of Respondents) | Hungary (% of Respondents) | Austria (% of Respondents) | Poland (% of Respondents) | Romania (% of Respondents) | Russian Federation (% of Respondents) | Turkey (% of Respondents) | Ukraine (% of Respondents) |
|---|---|---|---|---|---|---|---|---|---|---|---|
| Paid parental leave above 16 weeks. | 26% | 8% | 35% | 10% | 25% | 20% | 42% | 43% | 33% | 20% | 40% |
| 100% paid medical leave for 16 weeks. | 26% | 24% | 33% | 7% | 13% | 40% | 42% | 57% | 50% | 0% | 20% |
| Expanded mental health offerings (ie. Therapy, meditation, etc.) | 35% | 16% | 33% | 10% | 50% | 20% | 25% | 29% | 33% | 40% | 0% |
| Wellness stipend. | 39% | 8% | 51% | 31% | 13% | 40% | 33% | 0% | 50% | 0% | 20% |
| Childcare stipend. | 22% | 8% | 16% | 28% | 0% | 20% | 33% | 43% | 17 % | 20% | 60% |
| Student loan assistance program. | 9% | 0% | 12% | 14% | 0% | 0% | 0% | 14% | 0% | 0% | 0% |
| Health insurance. | n/a | 40% | n/a | n/a | n/a | n/a | n/a | n/a | n/a | 0% | 0% |
| Parental leave transition coaching. | 0% | 0% | 6% | 3% | 0% | 0% | 17% | 14% | 0% | 0% | 0% |
| Ergonomics consultations. | 4% | 32% | 6% | 10% | 25% | 0% | 17% | 0% | 17% | 40% | 0% |
| Global Pension with employer match./Company pension plan. | 78% | 88% | n/a | 62% | 63% | 60% | 25% | 57% | 33% | 40% | 20% |
| Annual company-wide bonus. | 48% | 44% | 43% | 76% | 63% | 100% | 33% | 71% | 83% | 80% | 80% |
| Charitable giving. | 13% | 12% | 24% | 38% | 38% | 0% | 25% | 29% | 0% | 0% | 20% |
| Group disability policy. | n/a | n/a | 8% | n/a | n/a | n/a | n/a | n/a | n/a | n/a | n/a |
APAC
| Response | Australia (% of Respondents) | India (% of Respondents) | New Zealand (% of Respondents) | Singapore (% of Respondents) |
|---|---|---|---|---|
| Paid parental leave above 16 weeks. | 23% | 13% | 36% | 17% |
| 100% paid medical leave for 16 weeks. | 14% | 53% | 36% | 33% |
| Expanded mental health offerings (ie. Therapy, meditation, etc.) | 16% | 47% | 18% | 17% |
| Wellness stipend. | 42% | 33% | 9% | 83% |
| Childcare stipend. | 9% | 13% | 9% | 17% |
| Student loan assistance program. | 5% | 13% | 9% | 17% |
| Health insurance. | 60% | n/a | 45% | n/a |
| Parental leave transition coaching. | 2% | 0% | 0% | 0% |
| Ergonomics consultations. | 5% | 13% | 0% | 0% |
| Global Pension with employer match./Company pension plan. | 21% | 47% | 9% | 50% |
| Annual company-wide bonus. | 53% | 80% | 36% | 67% |
| Charitable giving. | 28% | 0% | 27% | 33% |
| Higher KiwiSaver contribution. | n/a | n/a | 45% | n/a |
Americas
| Response | United States (% of Respondents) | Canada (% of Respondents) | Mexico (% of Respondents) | |
|---|---|---|---|---|
| Paid parental leave. | 4% | 0% | 0% | |
| Employee Assistance Program (Modern Health). | 21% | 40% | 50% | |
| Office supplies/furniture reimbursement. | 4% | 0% | 17% | |
| Tuition Reimbursement. | 14% | 3% | 0% | |
| Business Travel Accident Policy. | 10% | 3% | 0% | |
| Discretionary Bonuses. | 7% | 0% | 17% | |
| Referral Bonuses. | 13% | 23% | 0% | |
| Stock options | 0% | 0% | 0% | |
| Visiting grant | 21% | 20% | 0% | |
| $20,000 Life Insurance (Expression of Wishes)/Company Life Insurance Policy | n/a | 3% | 0% | |
| Medical/Health coverage | 0% | 0% | n/a | |
| Dental/Vision | 0% | n/a | n/a | n/a |
| 401(k) Match | 1% | n/a | n/a | n/a |
EMEA
| Response | Ireland (% of Respondents) | Netherlands (% of Respondents) | United Kingdom (% of Respondents) | Germany (% of Respondents) | Hungary (% of Respondents) | Austria (% of Respondents) | Poland (% of Respondents) | Romania (% of Respondents) | Russian Federation (% of Respondents) | Turkey (% of Respondents) | Ukraine (% of Respondents) | |
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Paid parental leave. | 0% | 4% | 4% | 0% | 0% | 0% | 0% | 0% | 0% | 0% | 0% | |
| Employee Assistance Program (Modern Health). | 17% | 40% | 20% | 48% | 38% | 40% | 42% | 43% | 33% | 20% | 60% | |
| Office supplies/furniture reimbursement. | 0% | 4% | 4% | 0% | 0% | 0% | 0% | 0% | 0% | 0% | 40% | |
| Tuition Reimbursement. | 22% | 8% | 8% | 3% | 0% | 40% | 8% | 14% | 17% | 20% | 0% | |
| Business Travel Accident Policy. | 4% | 0% | 8% | 7% | 0% | 0% | 0% | 14% | 17% | 20% | 0% | |
| Discretionary Bonuses. | 9% | 4% | 12% | 7% | 13% | 0% | 0% | 0% | 0% | 0% | 0% | |
| Referral Bonuses. | 12% | 20% | 20% | 17% | 0% | 20% | 25% | 14% | 0% | 40% | 0% | |
| Stock options | 0% | 0% | 0% | 0% | 13% | 0% | 0% | 0% | 0% | 0% | 0% | |
| Visiting grant | 17% | 12% | 12% | 0% | 13% | 0% | 25% | 14% | 17% | 0% | 0% | |
| $20,000 Life Insurance (Expression of Wishes)/Company Life Insurance Policy | 13% | 8% | 0% | 14% | 0% | 0% | 0% | 0% | 0% | 0% | 0% | |
| Medical/Health coverage | n/a | n/a | 4% | n/a | n/a | n/a | n/a | n/a | n/a | n/a | n/a | n/a |
| Pension | n/a | n/a | 0% | n/a | n/a | n/a | n/a | n/a | n/a | n/a | n/a | n/a |
APAC
| Response | Australia (% of Respondents) | India (% of Respondents) | New Zealand (% of Respondents) | Singapore (% of Respondents) |
|---|---|---|---|---|
| Paid parental leave. | 9% | 0% | 0% | 0% |
| Employee Assistance Program (Modern Health). | 26% | 33% | 27% | 17% |
| Office supplies/furniture reimbursement. | 5% | 0% | 0% | 0% |
| Tuition Reimbursement. | 9% | 7% | 9% | 17% |
| Business Travel Accident Policy. | 5% | 7% | 9% | 0% |
| Discretionary Bonuses. | 14% | 13% | 0% | 17% |
| Referral Bonuses. | 2% | 7% | 9% | 17% |
| Stock options | 5% | 0% | 0% | 0% |
| Visiting grant | 5% | 27% | 18% | 17% |
| $20,000 Life Insurance (Expression of Wishes)/Company Life Insurance Policy | 19% | 0% | 27% | 17% |
Americas
| Response | United States (% of Respondents) | Canada (% of Respondents) | Mexico (% of Respondents) |
|---|---|---|---|
| Paid parental leave. | 27% | 43% | 38% |
| Employee Assistance Program (Modern Health). | 2% | 7% | 13% |
| Office supplies/furniture reimbursement. | 22% | 67% | 50% |
| Tuition Reimbursement. | 7% | 20% | 25% |
| Business Travel Accident Policy. | 1% | 7% | 0% |
| Discretionary Bonuses. | 17% | 30% | 38% |
| Referral Bonuses. | 2% | 3% | 38% |
| Stock options | 59% | 70% | 63% |
| Visiting grant | 9% | 13% | 0% |
| $20,000 Life Insurance (Expression of Wishes)/Company Life Insurance Policy | 0% | 13% | 13% |
| Medical/Health coverage | 87% | 70% | n/a |
| Dental/Vision | 74% | n/a | n/a |
| 401(k) Match | 73% | n/a | n/a |
EMEA
| Response | Ireland (% of Respondents) | Netherlands (% of Respondents) | United Kingdom (% of Respondents) | Germany (% of Respondents) | Hungary (% of Respondents) | Austria (% of Respondents) | Poland (% of Respondents) | Romania (% of Respondents) | Russian Federation (% of Respondents) | Turkey (% of Respondents) | Ukraine (% of Respondents) |
|---|---|---|---|---|---|---|---|---|---|---|---|
| Paid parental leave. | 57% | 56% | 41% | 55% | 60% | 17% | 83% | 86% | 83% | 60% | 60% |
| Employee Assistance Program (Modern Health). | 4% | 12% | 6% | 7% | 0% | 0% | 0% | 0% | 0% | 20% | 0% |
| Office supplies/furniture reimbursement. | 65% | 56% | 55% | 69% | 80% | 67% | 92% | 57% | 67% | 60% | 20% |
| Tuition Reimbursement. | 35% | 32% | 12% | 14% | 0% | 33% | 25% | 0% | 0% | 0% | 20% |
| Business Travel Accident Policy. | 4% | 4% | 2% | 3% | 0% | 33% | 0% | 14% | 33% | 0% | 0% |
| Discretionary Bonuses. | 39% | 44% | 27% | 48% | 60% | 67% | 42% | 86% | 67% | 60% | 80% |
| Referral Bonuses. | 22% | 8% | 8% | 3% | 0% | 0% | 17% | 29% | 0% | 0% | 20% |
| Stock options | 87% | 84% | 69% | 62% | 100% | 100% | 83% | 86% | 100% | 80% | 80% |
| Visiting grant | 0% | 40% | 22% | 38% | 60% | 50% | 17% | 14% | 17% | 0% | 40% |
| $20,000 Life Insurance (Expression of Wishes)/Company Life Insurance Policy | 13% | 12% | 6% | 10% | 0% | 33% | 8% | 0% | 0% | 20% | 20% |
| Medical/Health coverage | n/a | n/a | 37% | n/a | n/a | n/a | n/a | n/a | n/a | n/a | |
| Pension | n/a | n/a | 59% | n/a | n/a | n/a | n/a | n/a | n/a | n/a |
APAC
| Response | Australia (% of Respondents) | India (% of Respondents) | New Zealand (% of Respondents) | Singapore (% of Respondents) |
|---|---|---|---|---|
| Paid parental leave. | 40% | 40% | 73% | 50% |
| Employee Assistance Program (Modern Health). | 16% | 7% | 0% | 17% |
| Office supplies/furniture reimbursement. | 67% | 73% | 82% | 83% |
| Tuition Reimbursement. | 23% | 33% | 18% | 33% |
| Business Travel Accident Policy. | 19% | 13% | 0% | 0% |
| Discretionary Bonuses. | 49% | 67% | 55% | 50% |
| Referral Bonuses. | 2% | 20% | 0% | 17% |
| Stock options | 77% | 73% | 36% | 100% |
| Visiting grant | 49% | 33% | 73% | 33% |
| $20,000 Life Insurance (Expression of Wishes)/Company Life Insurance Policy | 5% | 20% | 27% | 17% |
| Response | Count | % of Respondents |
|---|---|---|
| UHC | 185 | 43% |
| Anthem/BCBS | 79 | 18% |
| Cigna | 34 | 8% |
| Kaiser | 32 | 7% |
| Aetna | 20 | 5% |
| Humana | 4 | 1% |
| No Preference | 14 | 3% |
| No Response | 63 | 15% |
| Other (Expanded on below.) | 16 | 4% |
| Response | Count | % of Respondents |
|---|---|---|
| Canada Life | 14 | 47% |
| Manulife | 6 | 20% |
| Sunlife | 1 | 3% |
| Blue Cross | 1 | 3% |
| No Response | 4 | 13% |
| No Preference | 2 | 7% |
| Other | 2 | 7% |
| Response | Count | % of Respondents |
|---|---|---|
| ICICI Lombard | 4 | 27% |
| HDFC ERGO / Apollo Munich | 3 | 20% |
| Bajaj Allianz | 2 | 13% |
| No Response | 3 | 20% |
| Other (Expanded on below.) | 3 | 20% |
| Response | Count | % of Respondents |
|---|---|---|
| BUPA | 12 | 24% |
| AXA PPP | 11 | 22% |
| Virgin Active | 2 | 4% |
| Simply Health | 1 | 2% |
| Aviva | 1 | 2% |
| No Response | 12 | 14% |
| Other (Expanded on below.) | 22 | 45% |
| Response | Count | % of Respondents |
|---|---|---|
| Cigna | 153 | 35% |
| Delta/Dental | 96 | 22% |
| UHC | 20 | 5% |
| Anthem/BCBS | 19 | 4% |
| Aetna | 16 | 4% |
| Metlife | 13 | 3% |
| No Preference | 19 | 4% |
| No Response | 87 | 20% |
| Other (Expanded on below.) | 16 | 4% |
| Response | Count | % of Respondents |
|---|---|---|
| Discovery | 113 | 26% |
| Optum | 47 | 11% |
| WageWorks | 44 | 10% |
| No Preference | 17 | 4% |
| No Response | 151 | 35% |
| Other (Expanded on below.) | 53 | 12% |
| Response | Austria (% of Respondents) | Mexico (% of Respondents) | Poland (% of Respondents) | Romania (% of Respondents) | Russian Federation (% of Respondents) | Singapore (% of Respondents) | Turkey (% of Respondents) | Ukraine (% of Respondents) |
|---|---|---|---|---|---|---|---|---|
| Health insurance. | 80% | 100% | 92% | 100% | 100% | 83% | 100% | 60% |
| Dental insurance. | 60% | 33% | 42% | 71% | 83% | 100% | 60% | 40% |
| Vision insurance. | 20% | 33% | 25% | 43% | 17% | 83% | 40% | 20% |
| Optional life insurance. | 20% | 50% | 50% | 71% | 50% | 83% | 40% | 0% |
| Disability insurance. | 20% | 33% | 33% | 29% | 17% | 83% | 40% | 20% |
| Pension. | 80% | 67% | 58% | 86% | 50% | 50% | 100% | 40% |
| Response | Austria (% of Respondents) | Mexico (% of Respondents) | Poland (% of Respondents) | Romania (% of Respondents) | Russian Federation (% of Respondents) | Singapore (% of Respondents) | Turkey (% of Respondents) | Ukraine (% of Respondents) |
|---|---|---|---|---|---|---|---|---|
| Health insurance. | 0% | 17% | 8% | 29% | 17% | 83% | 20% | 40% |
| Dental insurance. | 20% | 67% | 50% | 71% | 67% | 67% | 60% | 60% |
| Vision insurance. | 40% | 33% | 17% | 57% | 33% | 83% | 40% | 20% |
| Optional life insurance. | 60% | 0% | 25% | 71% | 50% | 67% | 60% | 20% |
| Disability insurance. | 20% | 17% | 8% | 43% | 50% | 83% | 20% | 40% |
| Pension. | 0% | 50% | 8% | 43% | 17% | 33% | 20% | 60% |
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.
While we aren't offering a global telehealth solution at this time, team members based in the US who are enrolled in our Cigna or Kaiser medical plans can access telehealth services through these plans. Other team members may have options for telehealth available to them through their provider.
Further information and corresponding discussion are available under Compensation Issue #15 (internal).
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 Total Rewards Issue #30 (internal).
We researched and selected three vendors and conducted a cost analysis with Finance. At this time, it does not fit into the budget for benefits to be offered for FY21, but will be revisited when we evaluate benefits and budget for the next fiscal year. Further information and corresponding discussion are available under Total Rewards Issue #37 (internal).
SafetyWing is a global medical benefits provider. At this time we will not be offering this benefit globally as we are focused on entity specific benefits (which many have medical plans already in place) and the ongoing international expansion process (where a team member is converted to an employee of either a PEO or a GitLab Entity). Further information, survey results, and corresponding discussion are available under Total Rewards Issue #124 (internal).
GitLab has reviewed adding more comprehensive family planning benefits. We did a introductory call with a company that provides fertility benefits who advised the company would pay claims out of pocket which integrates better with self funded medical plans. Since we are not yet at the size or stage to be self funded it would currently be difficult to offer this benefit. At the time we are able to be self funded we will reevaluate. Further information and corresponding discussion are available under Total Rewards Issue #196 (internal).