提供有竞争力的薪酬和福利是找到合适的员工并保持合规的关键。 达到或超过以色列的薪酬法要求将帮助您向员工展示公司关怀，并确保您符合法定要求。 此外，提供比最低要求更多的福利将有助于说服潜在求职者选择贵公司而不是其他公司。
然而，当您同时要招聘员工，向他们发放工资，并管理公司的所有营业地点时，很难专注于福利和报酬。 Here are a few things you should know about compensation and benefits in Israel.
Israel compensation laws
以色列最重要的薪酬法之一是该国的最低工资。 However, not all employees in Israel are under the minimum wage, so you should check to see if your team members are covered before drafting an employment contract.
Guaranteed benefits in Israel
作为以色列福利管理计划的一部分，每位员工都必须获得法定最低福利。 The country celebrates 8 public holidays, during which employees should get time off. 带薪年假取决于员工在贵公司工作的时间，但最短期限为 10 至 23 天。
另一个有保障的福利是产假。 Pregnant employees should get 7 weeks of maternity leave at full pay as long as they worked the previous 6 to 10 months. Employees who worked more than 10 months get 14 weeks of paid maternity leave. Fathers get 8 days of paid paternity leave, as well as 3 paid vacation days and 5 sick days paid by the employer.
Israel benefits management
When you craft your Israel benefits management plan, you should also take the time to add supplemental options. 额外的福利会提高留任率，并帮助您找到最优秀的人才。 许多公司为“经理保险”政策或养老金缴款，而其他雇主则提供残疾保险。
Although it’s not required by law, employees expect to get compensated for travel expenses. You may choose to provide a company car or pay a separate fee for the use and maintenance of a car. Travel expenses can be included in the employee’s salary — it’s best to get written consent so that both parties are aware.
福利和薪酬限制
在以色列注册公司之前，您不能发放薪酬和福利。 Unfortunately, it can take a significant amount of time to establish a subsidiary in another country.
As a global Employer of Record (EOR), G-P can help you start working in Israel in a fraction of the time, without setting up new entities. We’ll also make sure your teams receive the benefits and compensation they deserve.
Israel competitive benefits planning
设计福利方案需要关注关键的工业要求、市场趋势和员工需求。 当您平衡这些因素时，您将能够制定一个更成功的计划，以推进贵公司在新国家的增长目标。
以色列员工福利计划
合规和员工需求都是制定福利计划时的基本考虑因素。 请记住，您可以利用您的福利产品来推进招聘和雇用。
除了这些优势之外，有竞争力的福利计划还可以提高整体工作场所士气，并激励员工尽其所能。 当员工感到得到支持时，就会加深工作场所的参与度和公司的整体成功。
You can meet employees’ critical needs with fringe benefits such as:
- 儿童保育支持
- 持续学习课程
- 身心健康资源
- 旅行和住房援助
以色列强制性员工福利
Before you incorporate supplemental offerings into your plan, ensure you meet legal requirements by providing the following benefits:
- 公共假期
- 病假
- 产假
- 基于服务年限的年假
- 陪产假
- 丧假
- 育儿假
- 养老金
如何设计您的员工福利计划
由于每个国家/地区都有独特的法规，因此您可以在每个地区了解不同的福利计划要求。 Still, some fundamental best practices will be applicable anywhere.
1. Set your program goals and budget.
首先确定计划的优先事项，评估招聘和员工留任目标。 然后，决定您可以用可用预算支持的团队规模和竞争产品。
2. 研究劳动力市场。
花时间研究当地经济状况并评估员工的需求。 评估行业趋势并对竞争对手的福利计划进行对比分析。 See if you can match their provisions or deliver additional benefits for employees.
3. Design your benefits program.
根据您的预算和研究确定您的计划结构。 首先纳入所需的福利，然后根据员工偏好和您的剩余资金制定其他规定。
As you finalize your plan, be sure to factor in employee contributions.
每位员工的平均福利成本
Benefits program costs can vary considerably based on your company’s unique scale and goals. Focus on building a budget that’s sustainable for your company rather than letting a national average guide your planning.
考虑设定一定比例的资金，为您的年度福利计划做出贡献。 这样，您可以随着团队的成长轻松扩展您的产品。
如何计算员工福利
您可以使用以色列的劳动代码为强制性员工福利设置适当的工资标准，例如假期和年假。 虽然大多数形式的休假都需要全额工资，但病假付款应按以下费率设置：
- No payment for the 1st day of leave
- 50% of regular pay for the 2nd and 3rd days of leave
- 100% of regular pay for the 4th day of leave and beyond
当您设定附加福利价值时，您可以使用您的行业研究来确定有竞争力的价格。
以色列如何对员工福利征税？
大多数福利被视为应税福利，因此在计算员工收入时，您需要包括奖金、休假付款和大多数其他服务。 Companies are responsible for retaining the appropriate percentage of each employee’s paycheck for tax payments.
员工健康福利计划
Companies must provide employer contributions to each employee’s social security and National Health Fund services. All individuals in Israel must enroll in the universal healthcare program.
与 G-P 合作，打造无处不在的员工队伍。
作为全球扩张的合作伙伴，G-P 将处理薪资和合规事宜，以便您专注于发展团队和扩展业务。 我们市场领先的Global Employment Platform由第一套完全可定制的全球就业产品提供支持，并得到业内最大的国内人力资源和法律专家团队的支持，以简化薪资管理，并帮助您提供具有竞争力的合规当地福利。
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