提供競爭力的報酬和福利是找到理想員工並保持合規的關鍵。 符合或超越以色列的報酬法律有助於向員工顯示您關心並確保符合法定要求。 此外，提供比最低要求還多的福利，將有助於說服準工作候選人選擇您的公司而不是其他公司。
然而，當您也試圖要聘僱員工，將他們加入薪資發放，管理公司的所有地點時，很難關注福利和報酬的事。 Here are a few things you should know about compensation and benefits in Israel.
Israel compensation laws
以色列報酬法律中最重要的其中一項就是該國的最低工資。 However, not all employees in Israel are under the minimum wage, so you should check to see if your team members are covered before drafting an employment contract.
Guaranteed benefits in Israel
每位員工必須獲得最低法定福利，作為您的以色列福利管理計畫的一部分。 The country celebrates 8 public holidays, during which employees should get time off. 帶薪年假取決於員工為公司工作的年資，但最低天數為10和23天之間。
另一項保障福利就是產假。 Pregnant employees should get 7 weeks of maternity leave at full pay as long as they worked the previous 6 to 10 months. Employees who worked more than 10 months get 14 weeks of paid maternity leave. Fathers get 8 days of paid paternity leave, as well as 3 paid vacation days and 5 sick days paid by the employer.
Israel benefits management
When you craft your Israel benefits management plan, you should also take the time to add supplemental options. 額外福利將會增加留任率並幫助找到最佳人才。 許多公司提供「經理的保險」或退休基金，其他雇主則提供傷殘保險。
Although it’s not required by law, employees expect to get compensated for travel expenses. You may choose to provide a company car or pay a separate fee for the use and maintenance of a car. Travel expenses can be included in the employee’s salary — it’s best to get written consent so that both parties are aware.
福利和薪酬的限制
除非在以色列成立公司，否則無法提供報酬和福利。 Unfortunately, it can take a significant amount of time to establish a subsidiary in another country.
As a global Employer of Record (EOR), G-P can help you start working in Israel in a fraction of the time, without setting up new entities. We’ll also make sure your teams receive the benefits and compensation they deserve.
Israel competitive benefits planning
設計福利方案需要專注於關鍵的工業需求、市場趨勢和員工需求。 當您平衡這些因素時，您將能夠建立更成功的計畫，以促進公司在新國家的成長目標。
以色列員工福利計劃
在建立您的福利計畫時，法規遵循和員工需求都是基本考量。 請記住，您可以利用您的福利方案來推動招募和聘僱。
除了這些優勢之外，有競爭力的福利計劃也可以強化整體的工作場所士氣，並激勵員工盡其所能。 當員工感到受到支持時，會加深工作場所的參與度和整體的公司成功。
You can meet employees’ critical needs with fringe benefits such as:
- 托兒支援
- 持續學習課程
- 身心健康資源
- 旅行和住房協助
以色列的強制性員工福利
Before you incorporate supplemental offerings into your plan, ensure you meet legal requirements by providing the following benefits:
- 國定假日休假
- 病假
- 產假
- 基於服務年資的年假
- 陪產假
- 喪假
- 育嬰假
- 退休金
如何設計員工福利計畫
由於每個國家都有獨特的法規，因此您可以預期每個地區會有不同的福利計畫要求。 Still, some fundamental best practices will be applicable anywhere.
1. Set your program goals and budget.
首先確定您計劃的優先次序，評估招聘和員工留任目標。 然後，決定您可以用可用預算來支持的團隊規模和競爭產品。
2. 研究勞動力市場。
花時間研究當地經濟狀況並評估員工的需求。 評估產業趨勢，並對競爭對手的福利計畫進行比較分析。 See if you can match their provisions or deliver additional benefits for employees.
3. Design your benefits program.
依據您的預算和研究來建立計畫結構。 先納入所需的福利，然後根據員工偏好和您的剩餘資金來制定其他條款。
As you finalize your plan, be sure to factor in employee contributions.
每位員工的平均福利成本
Benefits program costs can vary considerably based on your company’s unique scale and goals. Focus on building a budget that’s sustainable for your company rather than letting a national average guide your planning.
考慮設定資金百分比以對您的年度福利計劃作出貢獻。 這樣，您可以隨著團隊的成長輕鬆擴展您的產品。
如何計算員工福利
您可以使用以色列的勞工代碼，為假期和年假等強制性員工福利設定適當的薪資。 雖然大多數形式的休假需要全薪，但病假付款應按以下費率設定：
- No payment for the 1st day of leave
- 50% of regular pay for the 2nd and 3rd days of leave
- 100% of regular pay for the 4th day of leave and beyond
當您設定附加福利價值時，您可以使用您的產業研究來確定具競爭力的利率。
在以色列，員工福利如何課稅？
大多數福利都被視為應稅，因此在計算員工收入時，您需要包括獎金、休假付款和其他大部分優惠。 Companies are responsible for retaining the appropriate percentage of each employee’s paycheck for tax payments.
員工健康福利計劃
Companies must provide employer contributions to each employee’s social security and National Health Fund services. All individuals in Israel must enroll in the universal healthcare program.
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。