When your employees offer the support and dedication your company needs to succeed, they deserve compensation and benefits that reflect their hard work. When you handle these terms, you need to consider your employees’ needs and the employment laws for the country. Globalization Partners can streamline your expansion to Bhutan with compensation and benefits outsourcing.
Bhutan Compensation Laws
Employers may set their own minimum wages with their internal service rules, but these regulations may not be lower than the national minimum wage. The Ministry of Labor and Human Resources has the current minimum wage set at Nu. 125 a day.
Pay periods must occur monthly or at a smaller interval, and employers must keep a record of all paychecks.
Much like compensation regulations, an employer can include certain benefits for employees in their internal service rules. These regulations must meet the minimum requirements set out in the applicable labor laws. All Bhutanese employees receive a series of benefits, including annual and casual leave, sick days, parental leave, public holidays, and overtime pay.
For annual leave, employees accrue one and half days for every month of work, amounting to 18 days for the year. They also earn five days a year for casual leave, including bereavement and marriage. Workers receive their standard wages during annual and casual leave. Employees also receive five paid sick days a year.
Mothers and fathers earn leave upon the birth of their children as well. Female employees are entitled to eight weeks, and married male employees receive five days. Employers must pay parental leave at the worker’s standard rate.
Workers are also entitled to nine paid public holidays off each year. They’re permitted to trade in any holiday off for a different one more applicable to their beliefs.
Bhutan Benefits Management
With internal service rules, employers have the opportunity to personalize the employment experience to their business and field. While meeting minimum requirements is a must, adding additional perks can make your vacancies more appealing in the job market and encourage employees to work hard.
Possible additional benefits could be:
- Commuting stipends.
- Opportunities to work from home.
- Holiday bonuses.
- Incentive programs.
The benefits provisions you create will depend on what your employees need and what your company can afford. This delicate balance can be challenging to achieve, but it often makes a more successful workforce.
At Globalization Partners, we take the guesswork out of benefits management. Our Employer of Record model includes scaling benefits packages that grow with your business. Every tier comes with the required minimums outlined in the labor laws. As you move higher through the levels, you can provide more and more additional perks. Choosing tiers based on your financial resources enables you to keep your spending in check while watching out for your workforce.
Our HR team crafts these packages with Bhutan’s professional culture in mind, allowing you to provide the benefits that employees will appreciate the most.
Along with happier employees and well-managed funds, our benefits management offers compliance at all times. You offload all legal risks to us, and we make sure to meet every requirement.
The primary governing order for employment is the Labor and Employment Act of 2007. The Regulations on Working Conditions from 2012 also outlines vital laws and amendments to the original act. These documents will set any limitations on compensation and benefits.
Come to Globalization Partners for Compensation Outsourcing
With the right compensation and benefits, you can encourage your team to work hard and support your company’s vision. At Globalization Partners, we’ll ensure your employees’ provisions meet their needs and your financial abilities. Reach out today to learn more about our services.