When you grow your company into a new country, you'll have to carry out benefits planning amidst navigating an unfamiliar labor market with various regulations. With an organized approach, you can create...
Read MoreWhen you grow your company into a new country, you'll have to carry out benefits planning amidst navigating an unfamiliar labor market with various regulations. With an organized approach, you can create a competitive and compliant plan for your employees in Jamaica.
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When you grow your company into a new country, you’ll have to carry out benefits planning amidst navigating an unfamiliar labor market with various regulations. With an organized approach, you can create a competitive and compliant plan for your employees in Jamaica.
Your benefits plan can have a direct effect on your company’s success. While the provisions you offer will draw in job seekers, they can also make the workplace a positive environment for your team.
Benefits show your employees you value them and their contribution to your company. This display can lead to higher morale and increased retention rates, helping your company build an experienced team and reduce onboarding costs long-term.
Possible benefits include:
Your provisions are also essential to ensure compliance. Employers must provide:
The design process for your benefits plans can feel challenging in an unfamiliar country, but you can use an organized strategy to meet your goals.
Benefits will require spending, so it’s essential to determine your financial situation before you think about provisions. Consider your revenue and existing expenses to decide how much you’re willing to spend.
In order to compete with other companies, you should examine what they offer. Research different employers and look for common benefits that could represent market standards.
With your budget and understanding of the market, you can select benefits. Allocate funding to required provisions first, then use your remaining budget for optional perks.
Factors such as location, industry, and size determine how much a company is willing to pay for employee provisions. A market average isn’t a helpful metric in your planning.
Creating a budget unique to your business is the best way to guide your spending. If you dedicate a percentage of your revenue to benefits, your budget will easily scale with your company as it grows.
Calculating benefits looks different depending on the provision. Some provisions, such as holiday bonuses or monthly allowances, are a matter of setting a cash amount and distributing it to your employees.
Other benefits, such as national insurance contributions, are more complex. The national insurance fund requires a total contribution of 6 percent from every employee. Employees pay 3 percent of their income, and employers match the remaining 3 percent. You can find more guidance on calculating required benefits in the labor laws.
Income tax applies to all forms of employment earnings, including benefits in cash and in kind. The labor laws describe taxation regulations for specific provisions such as company cars. The value of a car can be anywhere from JMD 30,000 to JMD 140,000 each year, and cost, age, and percentage of use all help to determine the numerical value of the benefit.
Employers should factor in the value of all benefits when calculating employee income and deducting taxes from paychecks.
The country has universal health care, giving residents access to low-cost and free health services. Since universal health care doesn’t cover all types of expenses, private health insurance is also an option. Employers are not required to provide private schemes, but they may offer an allowance for health insurance so professionals can enroll.
Globalization Partners’ 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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