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Compensation & Benefits in IlIsrael.






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Providing competitive compensation and benefits is the key to finding the right employees and staying compliant. Meeting or exceeding Israel’s compensation laws will help you show employees you care and make sure you meet the statutory requirements. Plus, providing more benefits than simply the minimum requirements will help persuade prospective job candidates to choose your company over another.

However, it’s hard to focus on benefits and compensation when you’re also trying to hire employees, add them to your payroll, and run all your company’s locations. That’s where G-P can help with Israel compensation and benefits management. We’ll pay your employees using our compliant payroll and add them to our existing Israel benefits management plan.

Israel Compensation Laws

One of the most important Israel compensation laws is the country’s minimum wage. Minimum wage is set at NIS 5,300 as of April 2018. However, not all Israeli employees are under the minimum wage, so you should check to see if your employees are covered before drafting an employment contract.

Guaranteed Benefits in Israel

Every employee must receive the statutory minimum of benefits as part of your Israel benefits management plan. The country celebrates eight public holidays, during which employees should get time off. Paid annual leave depends on how long the employee has worked for your company, but the minimum period is anywhere between 10 and 23 days.

Another guaranteed benefit is maternity leave. Pregnant women should get seven weeks of maternity leave at full pay as long as they worked the previous six to 10 months. Women who worked more than 10 months get 14 weeks of paid maternity leave. Men get eight days of paid paternity leave, as well as three paid vacation days and five sick days paid by the employer.

Israel Benefits Management

When you disperse benefits, you should also take the time to add supplemental options to your Israel benefits management plan. Additional benefits will increase retention rates and help you find the best talent. Many companies contribute to “managers’ insurance” policies or pension funds, while other employers give out disability insurance.

Although it’s not required by law, employees expect to get compensated for all travel expenses. You may choose to provide a company car or pay a separate fee for the use and maintenance of the car. Travel expenses can be included in the employee’s salary — it’s best to get written consent so that both parties understand each other.

Restrictions for Benefits and Compensation

You can’t give out compensation and benefits until you incorporate in Israel. Unfortunately, it can take a significant amount of time to establish a subsidiary in a foreign country. G-P will help you start working in this country in as little as a day through Israel compensation and benefits outsourcing. We’ll make sure your employees make the right amount and get the benefits they deserve.

Israel Competitive Benefits Planning

Designing a benefits package requires focusing on key industrial requirements, market trends, and employee needs. When you balance these factors, you’ll be able to create a more successful plan that advances your company’s growth goals in a new country.

Israel employee benefits plans

Both compliance and employee needs are fundamental considerations when building your benefits program. Keep in mind that you can leverage your benefits offerings to advance recruiting and hiring.

Beyond these advantages, a competitive benefits plan can also strengthen overall workplace morale and motivate employees to do their best work. When workers feel supported, it deepens workplace engagement and overall company success.

Meet your employees’ critical needs with fringe benefits such as these:

  1. Childcare support
  2. Ongoing learning courses
  3. Physical and mental wellness resources
  4. Travel and housing assistance

Mandatory employee benefits in Israel

Before you incorporate supplemental offerings into your program, ensure you meet legal requirements by providing the following benefits:

  1. Public holiday leave
  2. Sick leave
  3. Maternity leave
  4. Annual leave based on years of service
  5. Paternity leave
  6. Bereavement leave
  7. Parental leave
  8. Pension

How to design your employee benefits program

Because each country has unique regulations, you can expect to navigate different benefits plan requirements in each region. Still, some fundamental best practices will be applicable anywhere. 

1. Set your program goals and budget

Begin by identifying priorities for your program, evaluating hiring and employee retention goals. Then, decide what team size and competitive offerings you can support with your available budget.

2. Research the labor market

Take time to research local economic conditions and evaluate employees’ needs. Assess industry trends and do a comparative analysis of your competitors’ benefits programs. See if you can match their provisions or deliver additional benefits for your employees.

3. Design your benefits program

Base your program structure on your budget and research. Incorporate the required benefits first, then build in additional provisions based on employee preferences and your remaining funds.

As you finalize your plan, be sure to factor in employee contributions and outsourcing expenses.

Average cost of benefits per employee

Benefits program costs can vary considerably based on a company’s unique scale and goals. Focus on building a budget that’s sustainable for your company rather than letting a national average cost guide your planning.

Consider setting a percentage of funds to contribute to your yearly benefits plan. That way, you can easily scale your offerings as your team grows.

How to calculate employee benefits

You can use Israel’s labor codes to set appropriate pay rates for mandatory employee benefits, such as holiday and annual leave. While most forms of leave require full pay, sick leave payments should be set at these rates:

  1. No payment for the first day of leave
  2. 50 percent of regular pay for the second and third days of leave
  3. 100 percent of regular pay for the fourth day of leave and beyond

When you set fringe benefit values, you can use your industry research to determine competitive rates.

How are employee benefits taxed in Israel?

Most benefits are considered taxable, so you’ll need to include bonuses, leave payments, and most other offerings when calculating employee income. You are responsible for retaining the appropriate percentage of each employee’s paycheck for tax payments.

Employee health benefits plans

You must provide employer contributions to each employee’s social security and National Health Fund services. All Israelis must enroll in the universal healthcare program.

Work with G-P to build your global teams 

G-P’ global employment platform helps you build and scale an international team quickly and easily, ensuring all benefits offered to candidates are compliant and in line with local regulations. Learn more about our platform and request a proposal today.  


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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