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.
Contractors of GitLab BV are eligible for the general benefits, but are not eligible for entity specific benefits as they have an additional 17% added to the compensation calculator. A contractor may bear the costs of their own health insurance, social security taxes, payroll administration, tax details and so forth, leading to a 17% higher compensation for the contractor within the calculator.
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 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).
Follow the Expensify process if the course is under $500 USD.
If the course is over $500 USD or if you have exceeded your allotted $500 USD limit for courses and professional development certifications, follow the steps below.
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.
Please contact Payroll or People Ops when you have questions.
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:
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:
GitLab is an all-remote company; you are welcome to read our stories about how working remotely has changed our lives for the better.
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.
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. 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 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.
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.
If you're interested in learning about how other GitLab team members approach parenthood, take a look at the parenting resources wiki page and #intheparenthood on Slack.
Parental Leave FAQs
I'm planning to take Parental Leave, what should I do before my leave starts?
How do I initiate my Parental Leave?
Will I get a confirmation that Total Rewards received my Parental Leave request?
Can I speak to someone about my Parental Leave?
When does my 16 weeks of Parental Leave start?
Do I have to take my Parental Leave in one continuous period?
When does my Parental Leave coverage begin if I don't meet the initial requirements for paid leave?
Can I change the dates of my Parental Leave?
Is the 16-week balance per birth or adoption event?
I haven't been at GitLab for 6 months, can I go on Paid Time Off to spend time with my family?
What support is available after I return from Parental Leave?
Is there anything else that I need to know to initiate my Parental Leave?
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:
Process for Total Rewards Analysts
