Think Global, Offer Local: A Smarter Approach to International Benefits

So you’re ready to hire globally. You have the perfect candidate. They check all the boxes for the role, and you’re excited to hire your first employee abroad. Everything is looking good. 

Then during the interview process, the candidate asks, “What benefits do you offer?” Suddenly, things feel a little more complicated. Each country has different rules, expectations, and definitions of what a “good” package actually includes.

If you want to attract great talent and stay compliant, you need more than just the basics. Understanding country-specific requirements to comply with helps save a lot of money and problems down the road. 

Start With the Basics: Statutory vs. Supplementary Benefits

Every country has its own baseline when it comes to benefits. These are called statutory benefits. They’re the minimum benefits employers are legally required to offer to their employees in a given country.

For example, in France, employees are entitled to 30 days (one month) of paid vacation each year. In Brazil (and most countries in Latin America), employers must pay a 13th-month salary as a bonus every year. In the UK, you’re required to contribute to the employee’s pension. 

Then there are supplementary benefits. These are additional perks employers can opt to include beyond what’s legally required. Think private health insurance in countries with public care, mental health stipends, extended parental leave, or professional development budgets.

Here’s the key: statutory benefits help you stay compliant. Supplementary benefits help you compete.

If you only offer the bare minimum, you’ll probably meet the legal requirements. But chances are, you won’t land the best candidates. You might not even get them to respond to your job post. According to an Employee Benefits Survey by SHRM in 2025, almost 80% of employees expect additional benefits outside of the statutory minimum. 

Culture Plays a Big Role in What “Good” Looks Like

You might be used to offering health insurance, a 401(k), and maybe some commuter benefits. However, outside the U.S., employee expectations look very different.

In the Netherlands, employees expect a “holiday allowance”, 8% on top of their regular salary. In Germany, employees look for generous parental leave and strong protections around work-life balance. And, while public healthcare offered through social security systems might be standard in many countries, offering private coverage is still seen as a premium perk.

Essentially, what feels generous in one country might feel completely average in another. If you want to stand out as a global employer, you’ll need to localize your benefits strategy to match regional expectations.

How to Offer Benefits That Help You Hire and Keep Top Talent

If you’re serious about building a global team, you need to think about how your benefits package stacks up, not just legally, but competitively.

That means asking the right questions: 

• What benefits are considered standard in this country?

• Are there any cultural expectations I should be aware of?

• How do other companies in this region attract talent?

• Is my EOR partner offering localized, competitive benefits?

Finally, don’t forget the employee experience. It’s not just what you offer, but how it’s delivered. The right support, the right timing, and the right context all matter, especially when your team spans multiple countries and cultures. Clear communication, accessible guidance, and thoughtful rollout can go a long way in helping global employees feel supported.

Compliance Isn’t Optional

Let’s be real, staying compliant across multiple countries is a lot to manage. And, benefits are one of the trickiest parts. Every benefit you offer has to meet local labor laws. That means figuring out what’s required in each country, updating your policies as regulations change, and making sure everything is applied correctly.

Missing a statutory benefit could put your business at risk for fines or even legal action. Misclassifying someone as a contractor when they should be an employee? That can lead to fines, penalties, and even back pay.

This is where an EOR like Justworks becomes a game-changer. A good EOR doesn’t just handle payroll and onboarding. They manage benefits, handle compliance with local laws, and enable you to skip building a legal entity in every new market you enter. 

The Future of Work Is Global

Hiring internationally with an EOR opens the door to incredible opportunities. You can tap into new markets, build a more diverse team, and scale faster without the overhead of setting up foreign entities. But to do it right, you need to treat international benefits as a strategic priority.

Compliance is a must. Cultural alignment is key. And competitive packages are what set you apart.

Want to learn more about building competitive benefits across borders? Check out our Global Hiring Guides for country-specific info, or get in touch with our team to explore how Justworks EOR can help you offer world-class benefits wherever you hire.