For the avoidance of doubt, the benefits listed below in the General Benefits section are available to contractors and team members, unless otherwise stated. Other benefits are listed by countries that GitLab has established an entity or co-employer and therefore are applicable to team members in those countries only via our entity specific benefits. GitLab has also made provisions for Parental Leave which may apply to team members and contractors but this may vary depending on local country laws. If you are unsure please reach out to the Total Rewards team.
For any questions relating to benefits, please reach out to Total Rewards.
Contractors of GitLab BV are eligible for the general benefits, but are not eligible for entity specific benefits. A contractor may bear the costs of their own health insurance, social security taxes, payroll administration, or tax details.
Our contractor agreements and employment contracts are all on the Contracts page.
GitLab will pay for the items you need to get your job done.
Stock options are offered to most GitLab team members. We strongly believe in team member ownership in our Company. We are in business to create value for our shareholders and we want our team members to benefit from that shared success.
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.
GitLab has a "no ask, must tell" time off policy per 25 consecutive calendar days off.
GitLab supports team members who wish to continue their education and growth within their professional career. GitLab team-members are eligible for a reimbursement of up to 20,000 USD per calendar year (January 1st - December 31st) depending on tenure, performance, company need for the learned skill, and available budget. A course is considered to be included in the calendar year in which the course is paid/reimbursed (which should also be the same calendar year in which the course ends).
Can I participate in this program?
What courses are eligible for reimbursement?
Examples of requests that may be approved:
Examples of requests that may be denied:
Do I need to get approval to participate in this program?
I'm planning on taking a degree program, do I need approval for each class or for each semester/term?
When should I apply for Tuition Reimbursement?
What is covered in the tuition reimbursement program?
When will I receive my tuition reimbursement?
What happens if I leave GitLab?
To receive tuition reimbursement, GitLab team members should follow the following process:
In some countries, tuition reimbursement may be considered as taxable income and can be (partially) exempted from personal income taxes or subject to employer withholding taxes.
For example, in the United States 2020 tax year if GitLab pays over $5,250 for educational benefits for you during the year, you must generally pay tax on the amount over $5,250.
As GitLab expands globally, we want to support our team members where English may not be their first language. Team members are able to use the Tuition Reimbursement policy in order to take classes or courses that develop and strengthen their English language skills. Managers are encouraged to recommend this benefit to team members whose engagement as a part of GitLab and/or performance may be improved by further developing their English language skills.
Any full-time GitLab team member is eligible to participate in this program. Courses offered in-person or online by a credential college or university or an English language school are eligible for reimbursement.
To receive this reimbursement, GitLab team members should complete the following process:
Note: The above process is not required if the course is being offered to you at no cost.
Examples of English Language Courses:
Your 4th Trimester is a 90-day coaching program with Broad Perspective Consulting. The purpose of the program is to help parents (regardless of gender) be as prepared as possible to be a working parent through coaching and development.
If you are a full-time GitLab team member and have been employed for more than three months, you are eligible to participate in this program. If you are a part-time GitLab team member, you may still eligible to participate in this program but your reimbursement might be reduced. These situations will be discussed on case-by-case basis. As Your 4th Trimester is part of the Tuition Reimbursement program, the cost of participating in this program will be deducted from your yearly limit of 20,000 USD. Please note, this benefit may be considered as taxable income in some countries.
To apply for this program, please send a completed Your 4th Trimester Form to Total Rewards at least 60 days before the birth/adoption. If the team member does not apply before the 60 days (for any reason), please reach out to Total Rewards and we can talk through different options. Your 4th Trimester is open to tailoring the coaching timing to each team member as needed.
email@example.com the expected leave date, expected return to work date, and date of birthing event. Barbara will conduct the intake with the team member and communicate directly for any coaching throughout the program.
Monthly Reporting: GitLab will provide Your 4th Trimester with a report monthly of any team members with an upcoming parental leave: expected leave date, expected return to work date, date of birthing event, country, whether the person has already opted in, and maternity or paternity leave. The purpose of this monthly report is to ensure Your 4th Trimester can plan accordingly to the volume of coaching for GitLab team members.
Billing: Your 4th Trimester will bill GitLab for this benefit quarterly with 50% at intake and 50% at the completion of the coaching program per participant. If there are more than 5 participants in a quarter, there will be a discount on the bill. If there are any tax implications for the GitLab team member, Total Rewards will work with payroll to ensure this is reported compliantly.
Every nine months or so GitLab team members gather at an exciting new location to stay connected, at what we like to call GitLab Contribute. 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 Contribute Experts, work time, and presentations from different Departments to make this an experience that you are unlikely to forget! Attendance is optional, but encouraged. For more information and compilations of our past events check out our previous Contributes (formerly called GitLab Summit).
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.
GitLab offers benefits in relation to obtaining visas and work permits for eligible team members.
GitLab offers an Employee Assistance Program to all team members via Modern Health.
The following incentives are available for GitLab team members:
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 & Belonging 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 team members yet. There are certain positions where we can only hire full-time team members.
Candidates can ask for part-time contract during the interview process. Even when a team they are interviewing for can't accept part-time team members, 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.
In order to foster a sense of community and support fellow GitLab team members, if a team member is in need or experiencing a life disruption, they have the option of having a Meal Train started for them. A Meal Train is when a community comes together to support someone experiencing a difficult or disrupting event in their life who would benefit from having a meal provided to them during this time.
Examples of when someone may request a meal train (this list isn't exhaustive):
If you have any questions, please reach out to the Total Rewards team.
GitLab offers anyone (regardless of gender) who has been at GitLab for six months and completed a probationary period (if applicable) up to 16 weeks of 100% paid time off during the first year of parenthood. This includes anyone who becomes a parent through childbirth or adoption. The 16-week balance is per birth or adoption event. If you live in a country where a statutory parental leave benefit is available, you will be required to claim statutory parental leave pay (if you are eligible) and GitLab will supplement any gaps.
We encourage parents to take the time they need. GitLab team-members will be encouraged to decide for themselves the appropriate amount of time to take and how to take it. For many reasons, a team member may require more time off for parental leave. Many GitLab 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 six months and completed your probationary period your parental leave is fully paid. If you've been at GitLab for less than a six months, it depends on your jurisdiction. If you don't meet the eligibility requirement as you haven't been at GitLab for 6 months, you can use our Paid Time Off policy.
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. If your country of employment has specific laws regarding the payout of commissions when on leave, those would supersede our policy.
You are more than welcome to send an e-mail to Total Rewards if you have any questions about taking Parental Leave. You may also send us an e-mail to schedule a 1:1 call with Total Rewards if you need any support regarding Parental Leave.
You are entitled to and need to comply with your local regulations. They override our policy.
Some countries require extra paperwork or have specific leave requirements, which are subject to change as legal requirements change. Please take a look at your country's leave policy.
Some teams require more time to put a plan of action in place so we recommend communicating your plan to your manager at least 3 months before your leave starts. In the meantime, familiarize yourself with the steps below and specific leave requirements in your country (if any). You must initiate your Parental Leave at least 30 days before the leave starts.
To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. Your manager and the Total Rewards team will get notified after you submit your leave. Total Rewards will send you an e-mail within 48 hours confirming that they've been notified of your Parental Leave dates.
Please note, even though we have a "no ask, must tell" Parental Leave Policy, some countries require extra paperwork or notifications to a PEO so it's important that the Total Rewards team is aware of your leave at least 30 days before your leave starts.
Your 16 weeks of parental leave starts on the first day that you take off. This day can be in advance of the day that the baby arrives. You don't have to take your parental leave in one continuous period, we encourage you to plan and arrange your Parental Leave in a way that suits you and your family's needs. You may split your Parental Leave dates as you see fit, so long as it is within the 12 months of the birth or adoption event.
If you don't meet the initial requirements for paid leave, GitLab payroll coverage begins once you meet the requirements. Until then, you will not receive pay. If for example, you are someone who qualifies after 6 months at Gitlab and then goes on leave at the start of your 120th day at GitLab, you would not receive payment from GitLab for the first 60 days. You would receive payment from GitLab for up to 60 additional days taken within a year from the birth event.
You can change the dates of your parental leave via PTO by Roots. Total Rewards will receive a notification everytime you edit your Parental Leave dates. Make sure your leave is under the Parental Leave category, otherwise Total Rewards won't get a notification. Please note, if you are planning to change or extend your Parental Leave by using a different type of leave such as PTO, unpaid leave or any local statutory leave, please send an e-mail to Total Rewards.
If you need to take more time off after taking 16 weeks of parental leave, you can utilize our Paid Time Off policy. You'll need to return for at least 7 calendar days before taking any further time off since the full 16 weeks of parental leave will have been used.
Please e-mail Total Rewards if you'd like to make this request and submit your PTO dates in PTO by Roots.
To alleviate the stress associated with returning to work after parental leave, GitLab supports team members coming back at 50% capacity. Parents at GitLab who are reentering work following parental leave are encouraged to reach out to team members who self-designate as a Parental Leave Reentry Buddy.
Managers of soon to be parents should check out this Parental Leave Manager Tool Kit for best practices in supporting your team members as they prepare for and return from Parental Leave.