Template

Global Employee Benefits Policy Template

Global HR

Legal & compliance

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With numerous remote workers across the globe, providing mandatory employee benefits in line with every jurisdiction can be daunting.

Deel has created a free global employee benefits policy template so you can comply with all local labor laws and outdo the competition wherever you hire.

This policy template will help you:

Develop and enforce global mandatory benefits that accommodate government mandates and cultural requirements from one country to another
Establish fairness, inclusivity, and transparency across the company at a global level
Inform international remote workers of how global mandatory benefits work

Employee benefits policy template: Overview

A global mandatory benefits policy outlines your company’s approach to providing mandatory benefits to a remote and international workforce.

In the past, global companies provided different benefits packages to meet local standards in every country. Today, the best global companies are adopting a holistic approach, offering global benefit packages that send a powerful message that all workers are equal, regardless of where they live.

What’s included in the template

Expert-reviewed policy in Google Doc format for easy editing
An annotated version that provides insight and guidance
Tailored components for remote and international workforces with: policy overview, worker eligibility, a list of recommended mandatory benefits, and instructions for workers to learn more about each benefit provided

How to use this template

This template is a customizable document. You’ll see placeholder text and prompts to guide your policy to reflect your local labor laws and your team’s unique approach to remote work.

We suggest including this policy in your remote workers’ onboarding process to ensure they review and understand the details of the policy.

FAQs

What is the difference between mandatory and voluntary benefits?

Mandatory benefits are legally required and vary by country. These include public health insurance, social security contributions, minimum paid time off, and unemployment coverage.

Voluntary/non-mandatory benefits are not legally required but are commonly offered to enhance competitiveness and employee satisfaction. Examples include private health plans, wellness stipends, or flexible working hours.

What do mandated benefits mean?

Mandated (or statutory) benefits are benefits employers are required by law to provide to eligible employees. These typically include things like maternity leave, paid sick days, pension contributions, or severance pay, depending on the country. Failing to offer them can lead to compliance penalties or legal issues.

What are the most common benefits not mandated by law?

Voluntary benefits are often used to attract and retain talent. Popular options include:

Private medical or dental insurance (especially in countries with weak public healthcare)
Meal vouchers or food delivery credits
Mental health support or therapy stipends
Equity and bonus plans
Remote work stipends or coworking space access

Are employers required to give full-time employees benefits?

In many cases, yes. However, it depends on the jurisdiction, for example, In the U.S., the ACA mandates health insurance for full-time employees if the company has 50+ employees. In Europe, full-time employees typically get social benefits through employer contributions.

Globally, the definition of “full-time” and the associated benefits package may differ. Hence, HR teams need to track local thresholds and obligations.

What is a global benefit package?

A global benefit package is a structured set of employee benefits that a multinational company offers across different countries. It usually blends:

Core global benefits: Offered to all employees (e.g., access to learning platforms, equity options, or wellness stipends)
Localized statutory benefits: Tailored to each country’s legal requirements (e.g., pension contributions in the UK, 13th-month pay in the Philippines)
Optional regional perks: Added for market competitiveness (e.g., private healthcare in the U.S., meal vouchers in France)

The goal is to maintain equity and fairness, while still respecting local norms, laws, and expectations.

Do all employees have to be offered the same benefits globally?

No, global parity isn’t always legally possible or practical. Benefits must comply with local laws and tax regulations, which differ across regions.

Employers often design a “core + local” model, where core benefits apply globally (e.g., access to learning tools). In contrast, local benefits meet country-specific needs (e.g., pension plans or holiday entitlements).

What is a company-paid benefit?

A company-paid benefit is a perk or service fully funded by the employer, with no cost to the employee. These are often used to boost retention, support well-being, and differentiate the employer brand. Common examples include:

Health insurance premiums
Life insurance
Commuter or meal subsidies
Gym memberships
Education reimbursements

Unlike contributory benefits, where costs are shared, company-paid benefits are typically 100% employer-funded.

Does the US have mandatory paid leave?

No federal law mandates paid vacation or parental leave in the U.S., making it an outlier among the world’s largest economies.

However, some states and cities have their own laws. For instance, California requires paid family leave and sick leave, while federal law (FMLA) only guarantees unpaid leave.