Compensation and benefits are 2 of the most important priorities for all global employees. 提供高水準的薪酬和給予的不僅僅是法定福利，將幫助您吸引頂尖人才，並鼓勵員工留在其職位上更長的時間。 此外，符合波士尼亞與赫塞哥維納的補償法律與福利要求，將幫助您保持合規，並避免罰款與延誤。
Bosnia and Herzegovina compensation laws
Bosnia and Herzegovina last changed its minimum wage to BAM 650 per month on 2022 年 6 月 1 日. Employees need to be paid at least that amount per Bosnia and Herzegovina compensation laws. Employees typically work 40 hours a week at 8 hours a day in the country. That said, employees can work up to 10 hours a week of overtime in the Republika Srpska (RS) and 8 hours a week in the Federation of Bosnia and Herzegovina (FBiH) in the case of an increased work volume, earthquake, fire, flood, or similar situation. Overtime rates are usually determined by a Collective Bargaining Agreement (CBA) for each industry.
Guaranteed benefits in Bosnia and Herzegovina
It’s a good idea to start your Bosnia benefits management plan with guaranteed benefits required by law. Some of these benefits can vary by location, so you should make sure you’re following either FBiH or RS regulations depending on where you are conducting business. Bosnia and Herzegovina celebrates 4 national holidays, and employees are granted those days off. 各地區也慶祝他們額外的假期。 FBiH 的員工可獲得不超過 30 天的帶薪年假，而 RS 的員工則可獲得 20 天。
Maternity and paternity leave are other important benefits that vary by region. Expecting employees in FBiH must take 42 days of leave, while employees in RS must take at least 60. Employees in RS are entitled to another 6 months of leave if the employee has twins or for every child from the third onward. 任一地區均無法定陪產假政策。
Bosnia and Herzegovina benefits management
When you’re ready to build your Bosnia and Herzegovina benefits management plan, you should consider adding supplemental benefits that employees may expect. For example, you can provide performance-based bonuses, additional healthcare, a life insurance policy, and more. 詢問員工正在尋找什麼，並提供最重要的福利是個好主意。
福利和薪酬的限制
Before providing compensation and benefits, you must first establish a subsidiary in either FBiH or RS. Luckily, there is an alternative. When you work with an Employer of Record (EOR) like G-P, you can start hiring in minutes, without setting up new entities.
Bosnia and Herzegovina competitive benefits planning
If your company is growing in Bosnia and Herzegovina, designing competitive employee benefits plans should be your top priority. 您的計畫在員工招募和聘僱中扮演關鍵角色，因此您會希望在成長過程的早期就開始規劃。
Bosnia and Herzegovina employee benefits plans
As you begin building your benefits program, consider all compliance requirements and employee needs. You’ll want to address legal regulations and provide offerings that support employees professionally and personally.
When you provide employees with competitive benefits, you empower them to put their best work forward. 正確的方案也可以提高留任率並強化您的聘僱策略。
You can provide supplemental provisions, such as:
- 旅行和住房協助
- Emotional and physical health resources
- 托兒協助
- 進階專業學習課程
Mandatory employee benefits in Bosnia and Herzegovina
為保持合規，您需要在您的計劃中納入以下規定：
- 失業保險
- 養老金
- 立法假
- 帶薪休息時間
- 眼睛檢查
- 個人意外險
如何設計員工福利計畫
每個國家都有關於福利計畫的特定法規，但您可以在任何地方使用相同的基本策略來成功規劃。
1. Evaluate your objectives and finances.
評估您福利計劃的主要公司目標 — 確定您想要支援的團隊規模，以及您的招聘和留任目標。 您還需要評估您的預算，並確定您可以為這些目標投入多少資金。
2. 研究勞動力市場。
瞭解當地勞動力市場對於成功的成長策略至關重要。 研究該地區可比較的公司提供哪些服務，並瞭解您是否能夠匹配其福利。 常見規定將告知求職者的期望。
若要深入瞭解員工正在尋找哪些項目，請採訪當地員工，瞭解其主要福利偏好。 注意您可以提供的服務不足的產品。
3. Set your program offerings.
透過您收集的資訊，開始設計符合員工需求和目前市場標準的計劃。 首先建立強制性福利，然後根據您的預算新增競爭性補充條款。
每位員工的平均福利成本
從營運規模到區域和公司目標，許多獨特的條件都可能影響您的最終福利計劃成本。 最好為您的公司建立可持續預算，而不是依靠國家平均水準進行規劃。
您可以設定每年的收入百分比來支援您的計劃。 透過這種方法，您可以輕鬆地根據公司隨時間的成長來擴展您的福利預算。
如何計算員工福利
Keep in mind that Bosnia and Herzegovina operates under 2 entities — the Federation of Bosnia and Herzegovina (FBiH) and Republika Srpska (RS). You’ll need to follow mandatory benefits rates based on your company’s jurisdiction.
您可以根據當地市場的競爭費率計算補充條款。
How are employee benefits taxed in Bosnia and Herzegovina?
大多數強制性和附加福利被視為應稅，但 FBiH 和 RS 代碼的稅法可能略有不同。 您應聯絡當地稅務機關，確認實物福利的稅務資格。
員工健康福利計劃
Health insurance enrollment is mandatory in the country, and each employee must provide proof of registration within 15 days of starting employment. You may opt to provide private medical coverage for employees to supplement the national healthcare system, but it’s not a requirement.
與 G-P 合作，打造無所不在的勞動力。
作為您的全球擴張合作夥伴，G-P 將處理薪資發放和合規事宜，以便您可以專注於發展您的團隊和擴展您的業務。 我們領先市場的Global Employment Platform由第一套完全可自訂的全球就業產品提供支援，並由業界最大的國內人力資源和法律專家團隊提供支援，以簡化薪資管理，並協助您提供具有競爭力且合規的當地福利。
深入瞭解我們的平台並立即申請提案。