There are many factors that influence a candidate’s decision when selecting one job over another but offering attractive benefits and compensation can help your company stand out. You can start by incorporating statutory benefits into your Estonia benefits management plan, and then include additional options to show employees that you appreciate their work.
Estonia compensation laws
Estonia compensation laws dictate a minimum monthly wage of EUR 820 a month as of 2024. However, many employees make at least EUR 1,500 a month in the country. Employers are required to pay employees at least once a month and withhold all payroll taxes at the source.
Keep in mind that a Collective Bargaining Agreement (CBA) could change these laws, so it’s best to check and see if your industry has an applicable agreement.
Guaranteed benefits in Estonia
Karyawan di Estonia harus mendapatkan 12 hari libur untuk hari libur negara tersebut. The working day preceding several holidays are often reduced by 3 hours. Companies also need to make sure employees get 28 calendar days of paid time off each year, which includes working and non-working days.
Expecting employees should get 140 days of maternity leave that can begin anywhere between 30 to 70 days before the due date. Negara bagian membayar tunjangan bersalin ini serta cuti melahirkan. Fathers are entitled to up to 30 working days of paternity leave, which can be taken anytime from 30 days before the expected due date until the child reaches the age of 3. The state will also pay for parental leave up until the child’s 3rd birthday.
Estonia benefits management
Kami menyarankan untuk menambahkan tunjangan tambahan yang mungkin diharapkan karyawan pada rencana manajemen tunjangan Estonia Anda. Menyebarkan manfaat yang umumnya dinegosiasikan seperti mobil perusahaan, laptop, ponsel, atau opsi saham akan mendorong karyawan untuk tetap bersama perusahaan Anda. Jika Anda tidak yakin apa yang harus diberikan, cobalah berbicara dengan karyawan untuk melihat manfaat apa yang paling mereka pedulikan.
Pembatasan tunjangan dan kompensasi
Your company can’t offer benefits until you have a registered entity in the country. While it may seem simple to set up a subsidiary, it can take up to a few months before you’re even able to start the hiring process. Companies working with a global EOR such as G-P don’t have to worry about the same restrictions. You can use our existing subsidiary to start working in a fraction of the time — without any worries about compliance.
Bermitra dengan G-P untuk membangun tenaga kerja Anda di mana saja.
Sebagai mitra Anda dalam ekspansi global, G-P akan menangani penggajian dan kepatuhan, sehingga Anda dapat berfokus pada pengembangan tim dan skala bisnis Anda. Global Employment Platform terdepan di pasar kami didukung oleh rangkaian produk ketenagakerjaan global pertama yang dapat disesuaikan sepenuhnya dan didukung oleh tim ahli SDM dan hukum dalam negeri terbesar di industri untuk menyederhanakan manajemen penggajian dan membantu Anda menawarkan manfaat lokal yang kompetitif dan sesuai.
Pelajari lebih lanjut tentang platform kami dan minta proposal hari ini.