The following benefits are provided by Remote and apply to team members who are contracted through Remote. If there are any questions, these should be directed to [email protected].
All of the benefits listed below are administered and managed by Remote. Queries can be directed to [email protected].
Remote will offer healthcare through Omint all hired from April 2022 onwards. Team members have the option to add dependents to the healthcare plan at an additional cost.
Team Members hired prior to April 2022 are legacied in to the medical allowance policy. Team Members hired after April 2022 are not eligible for this policy.
Below is the information related to Brazil's statutory leave policies. Please note that team members hired in Brazil are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
Team Members in Brazil are entitled to a statutory minimum of 30 calendar days of paid annual leave per year after each 12 months of service. The vacation period is typically taken in one block (or split between 20 days and 10 days). Team members are eligible for GitLab's PTO policy; which will run concurrently with this Annual Leave policy. In addition, team members must be paid 1/3rd of a month’s salary as holiday bonus.
To ensure all statutory annual leave is tracked appropriately, please enter all requested into Time Off by Deel by selecting the Vacation option.
Team members in Brazil, including contractors, are entitled to 120 days of statutory maternity leave. This leave will run concurrently with GitLab's 16-week Parental Leave policy. Team members are eligible to receive up to 100% of their regular salary, paid by the employer who is later refunded by the government. This leave applies to adoption as well.
To apply for leave, please enter the dates into Time Off by Deel and select the Parental Leave option. The Absence Management team will reach out to you with more information.
Team Members in Brazil are entitled to up to five days of paid statutory paternity leave. Team members are also eligible for GitLab's 16-week paid Parental Leave; which run concurrently.
Team members will receive up to 100% of their regular salary during their statutory Paternity Leave. If eligible, team members will receive up to 100% of their regular salary for the full 16 weeks of leave.
Same-sex couples in Brazil may apply to receive full maternity leave benefits beginning on the day the caregiver takes leave from work.
To apply for leave, please enter the dates into Time Off by Deel and select the Parental Leave option. The Absence Management team will reach out to you with more information.
Team members are entitled to two consecutive days of paid leave following the death of an immediate family member such as a spouse, parent, or child.
Please enter the dates in Time Off by Deel and select the Bereavement option.
Team Members in Brazil are entitled to three consecutive days of paid leave when they get married. Team members needing more time away should refer to our PTO policy.
Please enter the time away in Time Off by Deel and select the Vacation option.
In the event a team member in Brazil is unable to work due to illness, their pay will be supplemented up to 100% of their base salary until the 15th day of absence. After the 16th day of absence, team members are eligible to receive compensation paid by the Social Security Authorities.
To ensure all statutory sick leave is tracked appropriately, please email the Absence Management Team ([email protected]) to report your leave. Then enter the dates into Time Off by Deel by selecting the Out Sick option.
All of the benefits listed below are administered and managed by Remote. Queries can be directed to [email protected].
Team members have the option to select Remotes medical insurance through Allianz (for team members only). If they wish to add dependents this will be deducted through the Payroll (usd) $106.50 (for partner), $85.20 (children under 18). Dependents will need to be added within 30 days from the start date, however, if this window is missed team members can reach out to [email protected] to connect with the benefits team to see if this option can be unlocked and enable the team member to enroll the same (this may depend of circumstances). Dependents can be added through the ThanksBen platform (this is where team members can view their Allianz information). More information can be found below:
Team members in Denmark can also access the public healthcare system. This healthcare system covers all the team members and their family members.
Remote will directly contribute to a Group Pension Plan (Soderberg & Partners). The team member will contribute 4% of the monthly base salary, with the Employer contributing 8% of the team members monthly base salary. The contribution to the pension savings plan will be paid directly into the pension plan in conjunction with the Employer’s payment of the monthly salary to the team member.
GitLab does not plan to offer life insurance at this time as team members can access the benefits from Social insurance system if they get ill, injured or have a disability. The GitLab Life Insurance plan still applies.
Below is the information related to Denmark's statutory leave policies. Please note that team members hired in Denmark are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
All full-time workers are entitled to 5 weeks days paid holiday leave a year under the Holiday Act (Lov om ferie). Holidays accrue from the previous calendar year and can be taken in the holiday year which runs from 1 May to 30 April in the following year.
In total, parents in Denmark get 52 weeks of paid parental leave. The general rule is that the mother has the right to four weeks of leave directly before the planned birth and then to a further 14 weeks of leave after birth.
The father or co-mother is entitled to take two weeks of leave during the first fourteen weeks after the birth of the child. Then 32 weeks follow where the mother and father can freely share leave between them. They can choose to be on parental leave at the same time or in periods one after the other.
As an employee, you can receive maternity benefits if you meet these three conditions:
Payment Denmark automatically receives the information about your employment and hours from your employer.
During maternity leave (after childbirth), birthing parents will receive 50% of their salary from the State. However, Remote and the employee can agree to full pay entitlement.
The allowance during parental leave is calculated as an amount per week. The amount depends on how much you work. The maximum amount per week is DKK 4.460 (2021).
*Remote will seek reimbursement from the public authority; Udbetaling Danmark.
If you receive pay during the leave If you receive pay during the leave, reimbursement will be sought by your employer. You can only apply for maternity benefit yourself when the salary stops.
Your employer must notify Udbetaling Danmark when the salary stops. They can do this at the earliest on your first day without pay. As soon as your employer has given notice, you will automatically receive a letter requesting maternity benefits.
They must also give notice if part of your salary stops. In some cases, you can then receive an amount in maternity benefit in addition to the salary.
If you have not received the letter shortly after the salary stops, you must contact your employer to start applying. You must have applied, no later than 8 weeks after all or part of your salary has stopped.
If you do not know what day your pay will stop, ask your employer. Payment Denmark only knows after your salary has stopped and your employer has given notice.
If you do not receive pay during the leave If you do not receive pay during the leave, you must apply for maternity benefit yourself from the start of the leave.
Your employer or unemployment insurance fund must first notify Udbetaling Danmark that you are going on leave. They can do this your first day on leave at the earliest.
As soon as they have given notice, you will receive a letter with a link to apply for maternity allowance. It also says when you last applied.
If you have not received the letter shortly after you have gone on leave, you must contact your employer or unemployment insurance fund to start applying.
To help you plan for your leave, click on Calculating your Maternity Leave.
Please submit the dates of your leave in Time Off by Deel by selecting the Parental Leave option. The Absence Management team will contact you with more information.
Fathers are entitled to 2 weeks of paternity leave before the birth and 14 weeks after. There is no statutory right to salary, but the father may receive leave benefits from Danish authorities.
Please submit the dates of your leave in Time Off by Deel by selecting the Parental Leave option. The Absence Management team will contact you with more information.
Parents are entitled to 32 weeks leave with a possibility to extend to a maximum of 46 weeks. Leave pay is due for 32 weeks given relevant conditions are met.
To initiate your parental leave, submit your time off by selecting the Parental Leave category in Time Off by Deel at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.
Adoption Leave: Adoptive parents are entitled to 4 weeks of leave prior to receiving the child, if the adoptive parents have to reside outside of Denmark to adopt. If the child is adopted in Denmark, and it is necessary to reside where the place child is situation, parents are eligible for one week of leave before the adoption. In all cases of adoption, one of the adoptive parents is entitled to adoption leave of 14 weeks and the other with to leave with statutory benefits for 2 weeks. The remaining 12 weeks can be split between the adoptive parents.
Care leave(omsorgsdage): Intended to allow team members to care for a sick child. This is not a statutory requirement, but is common.
All of the benefits listed below are administered and managed by Remote. Queries can be directed to [email protected].
Team members have the option to select Remotes medical insurance through Allianz (for team members only). If they wish to add dependents this will be deducted through the Payroll (usd) $106.50 (for partner), $85.20 (children under 18). Dependents will need to be added within 30 days from the start date, however, if this window is missed team members can reach out to [email protected] to connect with the benefits team to see if this option can be unlocked and enable the team member to enroll the same (this may depend of circumstances). Dependents can be added through the ThanksBen platform (this is where team members can view their Allianz information).
More information can be found below:
The Swedish Pension is with Nordnet Hållbar/SPP
This plan has required enrollment for all employees. There is no opt-out option.
Contribution rates are:
Mandatory TGL life insurance is provided via Bliwa Livförsäkring. Lump sum benefit: the basic amount is SEK 285,600 (6 x Price Base Amount – PBA*) upon death before age 55, or after age 55 if there are children under age 17. It decreases for death above age 55, to 1 times PBA between age 64 and age 65.
Below is information related to Sweden's statutory leave policies. Please note that team members hired in Sweden are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
Part-time and full-time employees are entitled to 25 days of paid time off per year. Employers are required to enforce the use of their employees’ vacation time. Employees may roll over vacation days for up to five years, but employers should not let employees fail to take time off.
Employers in Sweden must compensate employees at 80% of their salary for the first 14 days of sick leave. For any sick leave beyond 14 days, employees must apply for long-term illness benefits with the Swedish Social Insurance Office.
Sweden's Parental (föräldraledighet) Leave affords parents 480 days of leave; 390 of these days paid at a rate of 80% of your salary up to a capped limited of 1006 SEK a day. If you have twins, you are eligible for an additional 180 days. Parents are encouraged to split these days equally between them. However, it is possible for one parent to take up to 390 days of the 480 days. To do this the other parent has to ‘transfer’ these days to the other parent.
As long as you are a legal resident of Sweden you are entitled to the basic parental leave payment which is 250 SEK a day. To claim your benefit and find out how much you are entitled to, employees should contact your local branch of Försäkringskassan.
Under the Remote Technology scheme, the employer and member both pay 5% each to the Provident fund as contributions. Applicable tax laws provide that any contribution the employer makes is treated as a contribution made by the member. The contributions will qualify for a tax deduction in each tax year of assessment.
For more details on benefits managed by Discovery: Remote Technology Employee Benefits
Below is the information related to South Africa's statutory leave policies. Please note that team members hired in South Africa are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
To initiate your parental leave, submit the dates via Time Off by Deel under the Parental Leave category. This will prompt the Absence Management team to process your leave. You can find out more information about our Parental Leave policy on the general benefits page.
If you are eligible to for GitLab's parental leave, your payments will be made up of payments from UIF and then supplemented up to 100%.
Please submit the dates of your leave in Time Off by Deel by selecting the Parental Leave option. The Absence Management team will contact you with more information. Once you send your parental leave notification in Time Off by Deel, the Absence Management team will notify Remote. Remote will then get in touch with you to explain the UIF payment claim process.
All of the benefits listed below are administered and managed by Remote. Queries can be directed to [email protected].
Total Rewards will inform Payroll via the Payroll changes sheet
GitLab currently has no plans to offer Life Insurance, Private Medical cover, or a private pension due to the government cover in Spain. The GitLab Life Insurance plan still applies.
Below is the information related to Spain's statutory leave policies. Please note that team members hired in Spain are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
All full-time workers are legally entitled to 22 days paid holiday leave a year. In addition, full-time workers have 14 paid public holidays a year.
Employees in Spain are eligible for up to 16 weeks of Maternity leave. This rises to 18 weeks for twins and 20 weeks in the case of triplets. For children with disabilities there is an additional two weeks.
Four out of the 16 weeks may be taken prior to the birth of the child. At least six uninterrupted weeks must be taken immediately following the birth. Also, if you have to take time off whilst pregnant for medical reasons, you are still entitled to the 16 weeks maternity leave after your child is born.
It is also possible to use the 16 weeks in combination with a part-time working timetable or even add holiday time that you are due in order to extend your leave.
For mothers of premature babies or where a baby has to remain in hospital for more than seven days following the birth, standard maternity leave can be extended for up to 13 weeks.
During the maternity period, team members are not paid a salary, but instead a maternity benefit. This contribution is paid directly from the Social Security Administration to the employee.
Same-sex couples: both parents are entitled to paid leave. One will have to apply for paternity benefits, and the other for maternity benefits. However, in order to qualify for paid paternity (or maternity) benefits, it is essential that each parent has a legal link with the child. This means that paid leave will only be granted either: * If you are a biological parent; or * If you have legally adopted the child. Being married to the biological or adoptive parent of a child does not qualify you for paid leave.
In order to be eligible for paid maternity leave, you must make sure to meet the following requirements:
If you don’t meet this requirement, you can still get your maternity leave and get paid during those 16 weeks. Under certain conditions, you will get a non-contributory pension, which pays approximately 530€ per month. Team Members will need to request your work-life certificate at the “Tesorería de la Seguridad Social”, which can be requested online.
To help plan your leave click: How Much Exactly Will You Get Paid On Leave.
Please enter the dates of your leave in Time Off by Deel by selecting the Parental leave option. The Absence Management team will contact you with more information.
Excedencia sin sueldo offers the right to take extended leave from work for up to a maximum of three years in total for a mother to care for her children and still return to the same employer. You can request that your exact post be held for a maximum of one year, after which you may be offered a similar post for up to 2 years.
During this absence you will still be recognized as contributing to the social security system. You do not need to agree the time period with your employer beforehand and legally you are required to give two weeks notice before returning to your post.
Team Members in Spain are eligible for 16 weeks of Paternity leave. The first six weeks must be taken immediately and consecutively after the child’s birth, whereas the other 10 weeks can be taken non-consecutively during the first 12 months of the baby’s life, which can be extended by one week per child in the case of a multiple birth. An extra week’s leave can also be applied for if the baby is born with a disability or health problems. If the baby is premature or has to be hospitalized for longer than seven days, leave can be extended for up to an additional 13 weeks.
This leave must be taken in batches of one week as a minimum, but the weeks can be split over time if desired. The father is also entitled to take unpaid childcare leave until the child is three years old.
Please enter the dates of your leave in Time Off by Deel by selecting the Parental Leave option. The Absence Management team will contact you with more information.
As long as the father has correctly paid his social security contributions—for a minimum of 180 working days within the past seven years or 360 total days in his entire professional life — 100% of his salary will be covered (as long as payment does not exceed 4070.10 EUR).
This money comes from the Spanish government, not his employer, though employers are liable for certain taxes that pertain to the salary, such as withholding.
To initiate your parental leave, submit your time off by selecting the Parental Leave category in Time Off by Deel at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.
Parents can take an additional breastfeeding leave after parental leave. This breastfeeding leave can be enjoyed in two ways:
The breastfeeding leave is considered as working time, meaning that the employee doesn't receive anything from Social Security and is paid by the company at 100%.
Adoption leave: upon adoption of a child or have taken in a foster child, employees are entitled to the same entitles apply as for maternity and paternity rights. Applies to both parents. When adopting or fostering a child, each parent is eligible for the same 16 weeks as is the biological parent if the child is under six years old. If the child is older, both adoptive parents are eligible for the remaining optional 10 weeks that a biological parent would have after the first obligatory six weeks after birth.
Emergency and short absense leave: intended for unforeseen personal circumstances for which an employee has to take time off immediately. Examples include making arrangements for the care of a sick family member or in the event of a death in the family. Up to two calendar days or four if travel is required.
Long-term care leave: when a child, partner or parent of the employee is seriously (i.e. life threateningly) ill and requires care, the employee can request long-term care leave.
Unpaid leave: the employee may take unpaid leave in consultation with the employer on a full-time or part-time basis. Granted at the discretion of the employer, but must always be set in an individual or collective agreement. Unpaid leave periods are not regulated by law.
All of the benefits listed below are administered and managed by Remote. Queries can be directed to [email protected].
Team members have the option to select Remotes medical insurance through Allianz (for team members only). If they wish to add dependents this will be deducted through the Payroll each month (usd) $135.92 (for partner), $108.73 (children under 18). Dependents will need to be added within 30 days from the start date, however, if this window is missed team members can reach out to [email protected] to connect with the benefits team to see if this option can be unlocked and enable the team member to enroll the same (this may depend of circumstances). Dependents can be added through the ThanksBen platform (this is where team members can view their Allianz information).
More information can be found below:
Below is the information related to Italy's statutory leave policies. Please note that team members hired in Italy are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
All full-time workers are legally entitled to a minimum of four week's paid holiday leave a year. In addition, full-time workers have 12 public holidays a year. Individual contracts can provide for a longer period of holiday entitlement and holidays cannot be replaced by a payment in lieu. Amount of holiday leave also depends on the national collective agreement that the employment contract is under.
Based on the NCLA applied by Remote ROL every employee has right to: 32 hours per year of Ex Festività 0 hours per year of ROL, with seniority < 2 years 36 hours per year of ROL, with seniority > 2 years, but < 4 years 72 hours per year of ROL, with seniority > 4 years
When submitting holiday leave via Time Off by Deel team members must add a comment on which type of leave they are taking, EG: "Ex Festiva" this will then be submitted to & processed by Remote accordingly.
To ensure all holiday leave is tracked accurately, please enter all holiday leave requests in Time Off by Deel by selecting the Vacation option.
Below is the information related to Italy's statutory leave policies. Please note that team members hired in Italy are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
In Italy, maternity leave is compulsory and women must take up to two months off from work before her due date and three months off after the baby's birth. In certain scenarios, women may ask their employers for more time off before the baby's due date if her pregnancy is considered at risk and if her workplace puts her health or her baby's in danger. In some instances, women can request to work up to one month before her due date with the approval of her doctor and employer. However, this means that she will have to take a total of four months off after the birth of her child
These pensions are funded by the INPS (National Institute for Social Security) which are financed by the employers and employees through the rate established by the employment sector. Workers can either be paid from INPS or through the employer who is compensated by the INPS. During the five-month leave, women are paid up to 80% of their wage.
If eligible, a team member's first 16 weeks of leave will be supplemented the remaining 20% per GitLab's Parental Leave policy. GitLab's Parental leave will run concurrently with any statutory leave and/or pay entitlements the team member is eligible for.
To initiate your parental leave, submit your time off by selecting the Parental Leave category in Time Off by Deel at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.
Below is the information related to Italy's statutory leave policies. Please note that team members hired in Italy are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
Fathers are also obligated to take a seven-day paid leave of absence from work during the five months of maternity leave. The mother has the option to extend the father's paternal leave if she transfers one of her maternity days to him.
If eligible, team members can take up to 16 weeks of time away (in total) per GitLab's Parental Leave policy. GitLab's Parental leave will run concurrently with any statutory leave and/or pay entitlements the team member is eligible for.
To initiate your parental leave, submit your time off by selecting the Parental Leave category in Time Off by Deel at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.
In addition to maternity and paternity leave, parents can take extended unpaid parental leave for up to 10 months. For a mother this can be up to 6 months in addition to the maternity leave. Parental leave allowance is significantly less than maternity leave allowance; only 30% of one's wages, and is paid through the INPS.
Below is the information related to Italy's statutory leave policies. Please note that team members hired in Italy are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
Adoption leave: upon adoption of a child, employees are entitled to 3 months of maternity or paternity leave and employees are entitled to the same financial benefits of natural children. Parents can also take parental leave in the first three years the child is in the family for same periods and financial benefits. Applies to both parents
Work-related Injust leave: collective bargaining agreements or individual contracts generally provide for a period paid time off in the case of work injury. The period is generally between 6 and 12 months and applies for both a single period of sick leave and multiple periods. The employee is entitled to keep their job and receive their salary in proportion to the period set out in the collective bargaining agreement or individual employment contract.
All of the benefits listed below are administered and managed by Remote
As part of the social security obligations, for its part, the employer pays:
Below is the information related to Switzerland's statutory leave policies. Please note that team members hired in Switzerland are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
Team members 20 years old and above receive at least four weeks of paid time off per year. Team Members younger than 20 years old are entitled to five weeks. Team members are also entitled to paid time off for public holidays in the canton in which they live.
Team members are eligible for additional time off to get married. Team members are eligible for 1 day + 1/2 day on the preceding day and 1/2 day on the following day or can log up to 2 full days.
Please enter the time off into Time Off by Deel using the label vacation and then add a comment noting the time away is for Marriage leave.
For this type of time off request, you will also need to enter it into Remote's platform. Please select the "Other" category and enter the details "wedding leave".
Birthing parents in Switzerland are eligible for 14 weeks (98 days) of maternity leave that begins when the child is born. Team members are prohibited from working for the first 8 weeks after birth.
Team members are eligible for up to 80% of their wages during leave; capped at CHF 196 per day. * Employees in the Geneva canton receive 16 weeks.
Employees must contribute to AHV (social security) for the nine months preceding childbirth and must be actively employed for five months preceding childbirth to be eligible.
If eligible, a team member's leave pay will be supplemented the remaining 20% per GitLab's Parental Leave policy. GitLab's Parental leave will run concurrently with any statutory leave and/or pay entitlements the team member is eligible for.
To initiate your maternity leave, submit your time off by selecting the Parental Leave category in Time Off by Deel at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.
Since 1 January 2021, new fathers can take two weeks of paid paternity leave (14 days’ daily allowance).
If eligible, team members can take up to 16 weeks of time away (in total) per GitLab's Parental Leave policy. GitLab's Parental leave will run concurrently with any statutory leave and/or pay entitlements the team member is eligible for.
Paternity allowance amounts to 80% of earnings up to a maximum of CHF 196 per day. Cantonal provisions, personnel regulations, and collective employment contracts may provide for more generous solutions.
If eligible, a team member's leave pay will be supplemented the remaining 20% per GitLab's Parental Leave policy. GitLab's Parental leave will run concurrently with any statutory leave and/or pay entitlements the team member is eligible for.
To initiate your paternity leave, please enter the dates of your leave into Time Off by Deel by selecting the Parental Leave option at least 30 days prior to the start of your leave.
Employees are entitled to ongoing payments during sick leave, depending on how long they have worked for the company. Typically, employees receive three weeks of sick leave during the first year. Employers commonly have benefits insurance schemes in lieu of sick leave, under which employees can receive 80% of their most recent salary for up to 720 days.
Team members may be eligible for family allowances once the required criteria has been met. The amount can vary depending on the canton.
The family allowance is not paid out automatically, it must be applied for.
Madison Hofmann - Intertrust Services,
Zählerweg 6, 6300, Zug
On the form please note:
All workers employed in Mexico must be registered with and contribute to the following institutions that deal with different social security insurance benefits:
Employees in Mexico are covered by the Social Security Law, under IMSS who is responsible for administering social security insurance benefits and the collection of contributions.
The vacation premium is an additional cash benefit given to employees for use on their vacation. It is calculated as a minimum of 25% of daily salary multiplied by the number of days of vacation. Employees who have provided one year of service must be afforded a minimum of 6 paid vacation days in their first year of employment. Two working days will be added to that vacation time every following year through the fourth year. After five years, employers are required to add two days of vacation time every five years.
| Year(s) | Days |
|---|---|
| 1 | 6 |
| 2 | 8 |
| 3 | 10 |
| 4 | 12 |
| 5 to 9 | 14 |
| 10 to 14 | 16 |
| 14 to 19 | 18 |
Calculation:
Below is the information related to Mexico's statutory leave policies. Please note that team members hired in Mexico are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
Maternity Leave:
Paternity Leave:
To initiate your parental leave, submit your time off by selecting the Parental Leave category in Time Off by Deel at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.
Team members unable to work because of a nonwork-related injury or illness and who have made payments into the social security system for the four weeks before the condition developed are eligible for paid sick leave through the Social Security Institute. The benefit, which is 60% of an employee’s regular wage, is paid from the fourth day of the illness for up to 52 weeks and maybe extended for another 52 weeks.
All of the benefits listed below are administered and managed by Remote. Queries can be directed to [email protected].
The Hungarian Social Security Act has employer and team member contributions to cover statutory requirements such as pension, health insurance, and unemployment.
Team members have the option to select Remotes medical insurance through Allianz (for team members only). If they wish to add dependents this will be deducted through the Payroll each month (usd) $106.50 (for partner), $85.20 (children under 18). Dependents will need to be added within 30 days from the start date, however, if this window is missed team members can reach out to [email protected] to connect with the benefits team to see if this option can be unlocked and enable the team member to enroll the same (this may depend of circumstances). Dependents can be added through the ThanksBen platform (this is where team members can view their Allianz information).
More information can be found below:
GitLab does not plan to offer pension benefit at this time as the Hungarian pension system provides for a minimum pension, with a qualifying condition of minimum 20 years of service, of HUF 28,500 per month. If the average contribution base is less than the amount of the minimum pension, the pension will equal 100% of the average monthly wage.
GitLab does not plan to offer life insurance at this time as team members can access the benefits from Social insurance system if they get ill, injured or have a disability.
Below is the information related to Hungary's statutory leave policies. Please note that team members hired in Hungary are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
Maternity Leave
Paternity Leave
Parental Leave: Team members can take unpaid leave to care for their child until the child reaches the age of 3 or until the child reaches the age of 10 if the team member receives child care allowance. Team members are also entitled to extra vacation days based on the number of children they have:
To initiate your parental leave, submit your time off by selecting the Parental Leave category in Time Off by Deel at least 30 days before your leave starts.
All of the benefits listed below are administered and managed by Remote. Any queries can be directed to [email protected]
Team members have the option to select Remotes medical insurance through Allianz (for team members only). If they wish to add dependents this will be deducted through the Payroll each month (usd) $135.92 (for partner), $108.73 (children under 18). Dependents will need to be added within 30 days from the start date, however, if this window is missed team members can reach out to [email protected] to connect with the benefits team to see if this option can be unlocked and enable the team member to enroll the same (this may depend of circumstances). Dependents can be added through the ThanksBen platform (this is where team members can view their Allianz information).
More information can be found below:
Remote Allianz Benefit Guide Allianz
Below is the information related to Luxembourg's statutory leave policies. Please note that team members hired in Lexembourg are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
Birthing parents are entitled to 20 weeks of maternity leave, starting eight weeks before delivery and lasting until 12 weeks postpartum, and compensated at a rate equivalent to their normal wage, capped at five times the minimum wage, i.e. roughly ~€12,000 per month.
In addition to the statutory maternity benefits, pregnant and postpartum employees are entitled to enjoy exemption from hazardous work, dismissal following maternity, and any obligations to work overtime or night shifts.
Non-birthing parents "fathers" are entitled to 10 days of paid paternity leave financed by the employer within the first two months after the birth of their child. Employees should notify their employer at least two months before the intended start of their leave.
Employees are entitled to parental leave ranging from four to six months following each new birth into their family, which can be exercised until their child turns six, or 12, if the latter is adopted.
Both leaves can be taken either in full, partially, or split with the other parent and are based on the number of hours in the employee’s contract:
40 hours per week- 4–6 months of full-time leave; 8-12 months of part-time leave (50% of regular working hours); 4 periods of 1 month leave within a 20–month period; 1-2 half days of leave per week within a 20–month period. At least 20 hours per week- 4-6 months of full-time leave; 8-12 months of part-time leave (50% of regular working hours) At least 10 hours per week- 4-6 months of full-time leave Split or partial leave is at the discretion of the employer. To be eligible:
The parent must be registered with social security at the time of the birth or adoption of the child for at least 12 continuous months Salaried employees- must have worked at least 10 hours per week Have an employment contract during the leave Instead of wages, an allowance is given by the Children’s Future Fund.
To initiate your parental leave, submit your time off by selecting the Parental Leave category in Time Off by Deel.
Sick employees are entitled to their full wages paid by the employer for the 77 days (or the end of the month after the 77th day of illness elapses) after which an employee will draw sickness benefits from the Caisse Nationale de Santé equivalent to 100% of the normal wages, without exceeding 500% of the minimum wage, i.e. roughly capped at ~€12,000 per month.
Employees should enter their Sick Time into Time Off by Deel by selecting Out Sick. After the 5th consecutive workshift missed due to illness, employees should contact [email protected].
The Austrian Social Security Act General Social Insurance Act (Allgemeines Sozialversicherungsgesetz, ASVG) has employer and team member contributions to cover statutory requirements such as pension, health insurance, accident insurance and unemployment.
GitLab does not plan to offer Private Health Insurance at this time because team members in Austria can access the public Austrian health insurance system. This health insurance scheme covers all the team members and their family members.
GitLab does not plan to offer pension benefit at this time as Austria has their uniform pension system through The Act on the Harmonisation of Austrian Pension Systems. The amount of a pension is calculated on the basis of the duration of the pension insurance and amount of the contributions paid. In order to receive the pension a team member must have paid contributions for at least 180 months (15 years).
GitLab does not plan to offer life insurance at this time as team members can access the benefits from Social insurance system if they get ill, injured or have a disability.
The salary will be paid 14 times a year. This includes 12 months salary and two bonuses.
Below is the information related to Austria's statutory leave policies. Please note that team members hired in Austria are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.
The statutory entitlement for maternity leave (Mutterschaftsurlaub) is 16 weeks. The leave must start 8 weeks prior to the scheduled delivery date.
To initiate your parental leave, submit your time off by selecting the Parental Leave category in Time Off by Deel at least 30 days before your leave starts.
Mothers and fathers are entitled to parental leave until the child reaches the age of 24 months (maximum), provided the parent in parental leave lives in the same household as the child. The minimum period of the parental leave is two months. The dismissal and termination protection ends four weeks after the end of the parental leave.
During the time of parental leave, and provided the conditions are satisfied, parents are entitled to childcare allowance(Kinderbetreuungsgeld) under the Child Care Payment Act from social security.
To initiate your parental leave, submit your time off by selecting the Parental Leave category in Time Off by Deel at least 30 days before your leave starts.
