Remote.com

Comprehensive healthcare coverage through Remote’s Standard Plan, designed to support your health and wellness needs.

Key Features

• GitLab covers 100% of team member premiums
• Option to add dependents at additional cost
• Review the complete Benefits Guide for detailed coverage information
• Direct administration through Remote

Legacy Policy Note: Team Members hired prior to April 2022 maintain access to the medical allowance policy. This policy is not available for team members hired after April 2022.

How to Access: Coverage details and dependent enrollment managed through Remote’s platform. Contact help@remote.com for enrollment assistance.

13th Salary (Christmas Bonus)

• Amount: Equal to one month’s salary (8.33% of base annual salary)
• Payment: Two parts - November (by 20th) and December
• Pro-ration: Available upon termination based on time worked

Vacation Bonus

• Amount: 1/3 of monthly salary (2.77% of base annual salary)
• Eligibility: Paid with 30 calendar days of annual vacation
• Pro-ration: Available upon termination based on time worked

Company-paid life insurance through Prudential providing financial security for you and your loved ones.

Key Features

• Coverage amount: 24x your monthly salary
• GitLab covers 100% of premiums
• Beneficiary assignment through Remote portal

Meal Vouchers

• Monthly meal voucher payment delivered to your VR Card
• Payment by 30th of each month
• Amount updated annually per union renewal
• Available only for days worked (not during absences, leaves, or vacation)

Grocery Card

• Eligibility: Team members earning 6,189.94 BRL monthly gross salary or less
• Sick Leave: Continues for 30 days during sick leave
• Other Leave: Payment continues during PTO, maternity leave, and other legally allowed absences

Below is the information related to Brazil’s statutory leave policies. Please note that team members hired in Brazil are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.

Annual leave

Brazil has specific requirements that govern statutory leave to remain compliant. For reference, after 12 months of service, you are entitled to 30 calendar days of paid time off. Team members are also eligible for GitLab’s paid time off policy. If the time off taken falls under the requirements for statutory time then the time off will automatically be deducted from the statutory allowance first (you may see this reflected as “dummy days” on your pay slip).

If the time off does not fall under the requirements it will be used as Flex Time Off, then once you have exhausted the full statutory leave allowance all ongoing time off will be Flex Time Off per GitLab policy.

Please keep the below in mind before submitting your time off request via Workday or the Workday Slack App.

• Vacations can only be divided in up to 3 periods. One of the vacation periods must be at least 14 days long, while the other two vacation periods need to be at least five days long each.
• Team members cannot start their vacation two days before a holiday or a weekend as per the leave rules in Brazil. This means the team member cannot start their vacation on Thursday or Friday under the Statutory Leave allowance.
• Vacations earned must be taken during the concession period and cannot be accumulated or carried over to the following year.
• Team members are required to submit their time off request with at least 30 days’ notice. Although, we recommend team members submit their time off request 45 days in advance (this is to ensure accuracy and reporting for statutory compliance).
• Our GitLab Payroll Team sends a time off report (past and current month) to the PEO vendor on a monthly basis to ensure their processing of your vacation bonus two days before you go on vacation.
• Conversion into cash: 1/3 of vacations (10 days) can be converted into cash upon request to the PEO vendor. The funds will be paid on the last period of vacation days taken.
• Team members will be provided the “Aviso de Férias” document from the PEO vendor which will need to be returned with signature (this document will be provided via the PEO portal).

If you need further information on the laws that govern vacation days in Brazil, please visit the Remote Help Center or reach out to help@remote.com

Brazil Statutory Pregnancy & Maternity leave

Team members in Brazil, including contractors, are entitled to 120 days of statutory maternity leave. This leave will run concurrently with GitLab’s 16-week Parental Leave policy. Team members are eligible to receive up to 100% of their regular salary, paid by the employer who is later refunded by the government. This leave applies to adoption as well.

To apply for leave, please enter the dates into Workday and select the Parental Leave option. The Absence Management team will reach out to you with more information.

Brazil Statutory Partner/Paternity leave

Team Members in Brazil are entitled to up to five days of paid statutory paternity leave. Team members are also eligible for GitLab’s 16-week paid Parental Leave; run concurrently.

Team members will receive up to 100% of their regular salary during their statutory Paternity Leave. If eligible, team members will receive up to 100% of their regular salary for the full 16 weeks of leave.

Same-sex couples in Brazil may apply to receive full maternity leave benefits beginning on the day the caregiver takes leave from work.

To apply for leave, please enter the dates into Workday and select the Parental Leave option. The Absence Management team will reach out to you with more information.

Bereavement leave

Team members are entitled to two consecutive days of paid leave following the death of an immediate family member such as a spouse, parent, or child.

Please enter the dates in Workday and select the Bereavement option.

Marriage Leave

Team Members in Brazil are entitled to three consecutive days of paid leave when they get married. Team members needing more time away should refer to our PTO policy.

Please enter the time away in Workday and select the Paid Time Off option.

Statutory Sick Leave

In the event a team member in Brazil is unable to work due to illness, their pay will be supplemented up to 100% of their base salary until the 15th day of absence. After the 16th day of absence, team members are eligible to receive compensation paid by the Social Security Authorities.

To ensure all statutory sick leave is tracked appropriately, please email the Absence Management Team (leaves@gitlab.com) to report your leave. Then enter the dates into Workday by selecting the Out Sick option.

Flexible healthcare options designed to enhance Denmark’s public healthcare system.

Allianz Private Insurance

• Team Member Only: Available through Remote
• Dependent Coverage: $123.16 USD (partner), $61.58 USD (children under 18) via payroll deduction
• Enrollment Window: 30 days from start date, however if this window is missed team members can connect with remote, to check if the option can be unlocked. This may depend on circumstances.
• Management: Through ThanksBen platform

Public Healthcare Access

• Comprehensive coverage through Denmark’s public healthcare system
• Available for you and your family members

Eye Care Benefit

• Up to $250 USD reimbursement for eye examination and corrective eyewear
• Available for team members who spend significant time working at computer screens
• Self-service reimbursement through Remote platform

Comprehensive retirement planning through Group Pension Plan with Soderberg & Partners.

GitLab does not plan to offer life insurance at this time as team members can access the benefits from Social insurance system if they get ill, injured or have a disability. The GitLab Life Insurance plan still applies.

• Team member contribution: 4% of monthly base salary
• Employer contribution: 8% of monthly base salary
• The pension contribution includes retirement savings, insurance, and administration fees
• Contributions paid directly to pension plan with monthly salary

GitLab does not offer life insurance at this time as team members can access the benefits from Social insurance system if they get ill, injured or have a disability. The GitLab Life Insurance plan still applies.

Below is the information related to Denmark’s statutory leave policies. Please note that team members hired in Denmark are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.

Denmark Holiday Leave

All full-time workers are entitled to 5 weeks days paid holiday leave a year under the Holiday Act (Lov om ferie). Holidays accrue from the previous calendar year and can be taken in the holiday year which runs from 1 May to 30 April in the following year.

Denmark Pregnancy, Maternity and Paternity leave

In total, parents in Denmark get 52 weeks of paid parental leave. The general rule is that the mother has the right to four weeks of leave directly before the planned birth and then to a further 14 weeks of leave after birth.

The father or co-mother is entitled to take two weeks of leave during the first fourteen weeks after the birth of the child. Then 32 weeks follow where the mother and father can freely share leave between them. They can choose to be on parental leave at the same time or in periods one after the other.

Maternity Leave Payment

As an employee, you can receive maternity benefits if you meet these three conditions:

• You must be employed on the first day of your leave or the day before.
• You must have at least 160 hours within the last four full months before the leave.
• You must have at least 40 hours per month for at least three of the four months.
• In addition, you must also be with your child daily, ie. physically spend time with the child.

Payment Denmark automatically receives the information about your employment and hours from your employer.

During maternity leave (after childbirth), birthing parents will receive 50% of their salary from the State. However, Remote and the employee can agree to full pay entitlement.

The allowance during parental leave is calculated as an amount per week. The amount depends on how much you work. The maximum amount per week is DKK 4.460 (2021).

• If you are eligible, you will receive 100% paid Parental Leave for up to 16 weeks. Any additional leave time taken (up to 52 weeks total used between both parents) will be paid at 50% from the State.

*Remote will seek reimbursement from the public authority; Udbetaling Danmark.

Applying for Maternity Leave Pay

If you receive pay during the leave If you receive pay during the leave, reimbursement will be sought by your employer. You can only apply for maternity benefit yourself when the salary stops.

Your employer must notify Udbetaling Danmark when the salary stops. They can do this at the earliest on your first day without pay. As soon as your employer has given notice, you will automatically receive a letter requesting maternity benefits.

They must also give notice if part of your salary stops. In some cases, you can then receive an amount in maternity benefit in addition to the salary.

If you have not received the letter shortly after the salary stops, you must contact your employer to start applying. You must have applied, no later than 8 weeks after all or part of your salary has stopped.

If you do not know what day your pay will stop, ask your employer. Payment Denmark only knows after your salary has stopped and your employer has given notice.

If you do not receive pay during the leave If you do not receive pay during the leave, you must apply for maternity benefit yourself from the start of the leave.

Your employer or unemployment insurance fund must first notify Udbetaling Danmark that you are going on leave. They can do this your first day on leave at the earliest.

As soon as they have given notice, you will receive a letter with a link to apply for maternity allowance. It also says when you last applied.

If you have not received the letter shortly after you have gone on leave, you must contact your employer or unemployment insurance fund to start applying.

To help you plan for your leave, click on Calculating your Maternity Leave.

Please submit the dates of your leave in Workday by selecting the Parental Leave option. The Absence Management team will contact you with more information.

Denmark Paternity and Parental leave

Paternity Leave

Fathers are entitled to 2 weeks of paternity leave before the birth and 14 weeks after. There is no statutory right to salary, but the father may receive leave benefits from Danish authorities.

Paternity Leave Payment

• If you are eligible, you will receive 100% paid Parental Leave for up to 16 weeks. GitLab’s Parental leave will run concurrently with any statutory leave and/or pay entitlements the team member is eligible for.

Please submit the dates of your leave in Workday by selecting the Parental Leave option. The Absence Management team will contact you with more information.

Parental leave

Parents are entitled to 32 weeks leave with a possibility to extend to a maximum of 46 weeks. Leave pay is due for 32 weeks given relevant conditions are met.

Applying for Parental Leave in Denmark

To initiate your parental leave, submit your time off by selecting the Parental Leave category in Workday at least 30 days before your leave starts. Please familiarize yourself with GitLab’s Parental Leave policy.

Denmark Other Leave Policies

• Adoption Leave: Adoptive parents are entitled to 4 weeks of leave prior to receiving the child, if the adoptive parents have to reside outside of Denmark to adopt. If the child is adopted in Denmark, and it is necessary to reside where the place child is situation, parents are eligible for one week of leave before the adoption. In all cases of adoption, one of the adoptive parents is entitled to adoption leave of 14 weeks and the other with to leave with statutory benefits for 2 weeks. The remaining 12 weeks can be split between the adoptive parents.
• Care leave(omsorgsdage): Intended to allow team members to care for a sick child. This is not a statutory requirement, but is common.

Enhanced healthcare options through Allianz private insurance to complement Sweden’s public healthcare system.

Key Features

• Team Member Only: Included coverage through Remote
• Dependent Coverage: $123.16 USD (partner), $61.58 USD (children under 18) via payroll deduction
• Enrollment Window: 30 days from start date, however if this window is missed team members can connect with remote, to check if the option can be unlocked. This may depend on circumstances.
• Management: Through ThanksBen platform

Mandatory enrollment in comprehensive pension plan with Nordnet Hållbar/SPP.

Contribution rates are:

• Pensionable Salary between 0 and 7.5 x the Income Base Amount (IBA*) = 4.5%
• On Pensionable Salary between 7.5 and 30 x the IBA = 30% No contributions are payable on Pensionable Salary above 30 x the IBA.
• The company pays all the contributions and no contributions are required from employees.
• Pensionable salary is defined as Basic Salary only.
• Membership of the pension scheme is open to employees aged 18 to 65.

2024 Example: For 800,000 SEK salary with IBA of 76,200 SEK (2024 amount)

• 7,5 IBA x 76 200 is= 571 500
• Up to a salary of 571 500 the employee has 4,5% contribution (coming from the employer), and above 571 500 (up to 800 000) they have a 30% contribution.
• There is also a roof of 30% IBA, so if an employee has an annual salary over 30 IBA (2 286 000 SEK), there would be no contribution beyond that level.
• To the top of that amount, 24,26% taxes should be added.

Voluntary Pension Contributions

Team Members have the option to enroll in additional voluntary contributions (AVC) starting 1 November 2025. This benefit is funded by voluntary contributions through salary exchange. Team Members who participate in this program will benefit from a tax reduction and increase in overall savings.

Automatic group life insurance coverage for all Sweden-based team members.

Key Features

• Lump sum benefit: 352,800 SEK for deaths before age 55 (or later with children under 17)
• Benefit decreases with age
• Tax-free benefit payment

Below is information related to Sweden’s statutory leave policies. Please note that team members hired in Sweden are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.

Parental (föräldraledighet) Leave

Sweden’s Parental (föräldraledighet) Leave affords parents 480 days of leave; 390 of these days paid at a rate of 80% of your salary up to a capped limited of 1006 SEK a day. If you have twins, you are eligible for an additional 180 days. Parents are encouraged to split these days equally between them. However, it is possible for one parent to take up to 390 days of the 480 days. To do this the other parent has to ’transfer’ these days to the other parent.

Eligibility As long as you are a legal resident of Sweden you are entitled to the basic parental leave payment which is 250 SEK a day. To claim your benefit and find out how much you are entitled to, employees should contact your local branch of Försäkringskassan.

Holiday Leave

Part-time and full-time employees are entitled to 25 days of paid time off per year. Employers are required to enforce the use of their employees’ vacation time. Employees may roll over vacation days for up to five years, but employers should not let employees fail to take time off.

Sick Leave

Employers in Sweden must compensate employees at 80% of their salary for the first 14 days of sick leave. For any sick leave beyond 14 days, employees must apply for long-term illness benefits with the Swedish Social Insurance Office.

Comprehensive healthcare coverage through multiple options designed to meet your family’s needs.

Allianz Private Insurance

• Team Member Coverage: Available through Remote
• Dependent Coverage: $157.09 USD (partner), $78.55 USD (children under 18) monthly
• Enrollment Window: 30 days from start date, however if this window is missed team members can connect with remote, to check if the option can be unlocked. This may depend on circumstances.
• Management: Through ThanksBen platform
• Resources: Remote Allianz Benefit Guide

Government-Subsidized Healthcare

• Remote Allianz Benefit Guide
• Allianz
• Team members also have access to government-subsidized supplementary healthcare, either Fondo Est or Qu.AS, depending on their role. The annual cost for Fond Est is 24 EUR paid by the team member and 120 EUR paid by the company. There’s more information on the Fondo Est website. The annual cost for Qu.AS. (available for quadro level only) is 56 EUR paid by the team member and 350 EUR paid by the company. There’s more information on the Qu.AS website.
• Pension and Life Insurance - As part of Remote payroll, mandatory contributions are made towards social security funds. Remote currently does not offer a supplementary pension but will be reviewing this in the upcoming year. The GitLab Life Insurance plan still applies.

Pension: Mandatory contributions to social security funds through Remote payroll. Supplementary pension options under review.

Life Insurance: Access to GitLab’s company-wide life insurance policy.

Below is the information related to Italy’s statutory leave policies. Please note that team members hired in Italy are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.

Holiday leave

All full-time workers are legally entitled to a minimum of four week’s paid holiday leave a year. In addition, full-time workers have 12 public holidays a year. Individual contracts can provide for a longer period of holiday entitlement and holidays cannot be replaced by a payment in lieu. Amount of holiday leave also depends on the national collective agreement that the employment contract is under.

Based on the NCLA applied by Remote ROL every employee has right to: 32 hours per year of Ex Festività 0 hours per year of ROL, with seniority < 2 years 36 hours per year of ROL, with seniority > 2 years, but < 4 years 72 hours per year of ROL, with seniority > 4 years

When submitting holiday leave via Workday team members must add a comment on which type of leave they are taking, EG: “Ex Festiva” this will then be submitted to & processed by Remote accordingly.

To ensure all holiday leave is tracked accurately, please enter all holiday leave requests in Workday by selecting the Paid Time Off option.

Pregnancy & Maternity leave

Below is the information related to Italy’s statutory leave policies. Please note that team members hired in Italy are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.

In Italy, maternity leave is compulsory and women must take up to two months off from work before her due date and three months off after the baby’s birth. In certain scenarios, women may ask their employers for more time off before the baby’s due date if her pregnancy is considered at risk and if her workplace puts her health or her baby’s in danger. In some instances, women can request to work up to one month before her due date with the approval of her doctor and employer. However, this means that she will have to take a total of four months off after the birth of her child

Maternity Leave Payments

These pensions are funded by the INPS (National Institute for Social Security) which are financed by the employers and employees through the rate established by the employment sector. Workers can either be paid from INPS or through the employer who is compensated by the INPS. During the five-month leave, women are paid up to 80% of their wage.

If eligible, a team member’s first 16 weeks of leave will be supplemented the remaining 20% per GitLab’s Parental Leave policy. GitLab’s Parental leave will run concurrently with any statutory leave and/or pay entitlements the team member is eligible for.

Applying for Maternity Leave in Italy

To initiate your parental leave, submit your time off by selecting the Parental Leave category in Workday at least 30 days before your leave starts. Please familiarize yourself with GitLab’s Parental Leave policy.

Paternity Leave

Below is the information related to Italy’s statutory leave policies. Please note that team members hired in Italy are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.

Fathers are also obligated to take a seven-day paid leave of absence from work during the five months of maternity leave. The mother has the option to extend the father’s paternal leave if she transfers one of her maternity days to him.

If eligible, team members can take up to 16 weeks of time away (in total) per GitLab’s Parental Leave policy. GitLab’s Parental leave will run concurrently with any statutory leave and/or pay entitlements the team member is eligible for.

Applying for Paternity Leave in Italy To initiate your parental leave, submit your time off by selecting the Parental Leave category in Workday at least 30 days before your leave starts. Please familiarize yourself with GitLab’s Parental Leave policy.

Parental Leave In addition to maternity and paternity leave, parents can take extended unpaid parental leave for up to 10 months. For a mother this can be up to 6 months in addition to the maternity leave. Parental leave allowance is significantly less than maternity leave allowance; only 30% of one’s wages, and is paid through the INPS.

Other leave policies

Below is the information related to Italy’s statutory leave policies. Please note that team members hired in Italy are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.

• Adoption leave: upon adoption of a child, employees are entitled to 3 months of maternity or paternity leave and employees are entitled to the same financial benefits of natural children. Parents can also take parental leave in the first three years the child is in the family for same periods and financial benefits. Applies to both parents
• Work-related Injust leave: collective bargaining agreements or individual contracts generally provide for a period paid time off in the case of work injury. The period is generally between 6 and 12 months and applies for both a single period of sick leave and multiple periods. The employee is entitled to keep their job and receive their salary in proportion to the period set out in the collective bargaining agreement or individual employment contract.

Comprehensive social security system with shared contributions between employer and employee.

Social Security Contributions

• Unemployment Insurance: 50% employer / 50% employee
• Non-Occupational Accident: 100% employee paid
• Occupational Accident: 100% employer paid
• Supplementary Unemployment Insurance: If over a certain value 50% employer / 50% employee
• Old Age/Survivors/Disability: 50% employer / 50% employee
• Family Compensation: 100% employer paid
• Administrative Fees: 100% employer paid

Pension Plan

• Provider: AXA Basisvorsorge AG J25
• Calculation: Based on pensionable salary (includes base salary and commissions)
• Reconciliation: Remote will use the estimated commissions on your monthly payslip. At the end of the year, Remote Payroll will conduct a reconciliation and re-declare pensionable salary based on actual earnings.

Below is the information related to Switzerland’s statutory leave policies. Please note that team members hired in Switzerland are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.

Paid Time Off

Team members 20 years old and above receive at least four weeks of paid time off per year. Team Members younger than 20 years old are entitled to five weeks. Team members are also entitled to paid time off for public holidays in the canton in which they live.

Team members are eligible for additional time off to get married. Team members are eligible for 1 day + 1/2 day on the preceding day and 1/2 day on the following day or can log up to 2 full days.

Please enter the time off into Workday using the label Paid Time Off and then add a comment noting the time away is for Marriage leave.

For this type of time off request, you will also need to enter it into Remote’s platform. Please select the “Other” category and enter the details “wedding leave”.

Pregnancy and maternity leave

Birthing parents in Switzerland are eligible for 14 weeks (98 days) of maternity leave that begins when the child is born. Team members are prohibited from working for the first 8 weeks after birth.

Maternity Leave Pay

Team members are eligible for up to 80% of their wages during leave; capped at CHF 196 per day.

• Employees in the Geneva canton receive 16 weeks.

Employees must contribute to AHV (social security) for the nine months preceding childbirth and must be actively employed for five months preceding childbirth to be eligible.

If eligible, a team member’s leave pay will be supplemented the remaining 20% per GitLab’s Parental Leave policy. GitLab’s Parental leave will run concurrently with any statutory leave and/or pay entitlements the team member is eligible for.

Applying for Maternity Leave in Switzerland

To initiate your maternity leave, submit your time off by selecting the Parental Leave category in Workday at least 30 days before your leave starts. Please familiarize yourself with GitLab’s Parental Leave policy.

Partner/Paternity leave

Since 1 January 2021, new fathers can take two weeks of paid paternity leave (14 days’ daily allowance).

If eligible, team members can take up to 16 weeks of time away (in total) per GitLab’s Parental Leave policy. GitLab’s Parental leave will run concurrently with any statutory leave and/or pay entitlements the team member is eligible for.

Paternity Leave Pay

Paternity allowance amounts to 80% of earnings up to a maximum of CHF 196 per day. Cantonal provisions, personnel regulations, and collective employment contracts may provide for more generous solutions.

If eligible, a team member’s leave pay will be supplemented the remaining 20% per GitLab’s Parental Leave policy. GitLab’s Parental leave will run concurrently with any statutory leave and/or pay entitlements the team member is eligible for.

To initiate your paternity leave, please enter the dates of your leave into Workday by selecting the Parental Leave option at least 30 days prior to the start of your leave.

Sick leave

Employees are entitled to ongoing payments during sick leave, depending on how long they have worked for the company. Typically, employees receive three weeks of sick leave during the first year. Employers commonly have benefits insurance schemes in lieu of sick leave, under which employees can receive 80% of their most recent salary for up to 720 days.

Family Allowance

Team members may be eligible for family allowances once the required criteria has been met. The amount can vary depending on the canton.

The family allowance is not paid out automatically, it must be applied for.

How to apply via Remote

• Write an email to help@remote.com to request an application form for the family allowance.
• Remote will send the required documents that need to be filled.
• Once the forms are filled they must be sent via post to the following address for processing: Madison Hofmann - Intertrust Services, Zählerweg 6, 6300, Zug
• Intertrust will reach out directly if anything further is needed.
• Once approved by the local authority the family allowance will be paid out in the next coming paychecks.

On the form please note:

• Section G - Requires a signature and stamp from the local municipality - please note if for any reason the local municipality will not sign, the local provider can still proceed without.
• Section H - Lists the supporting documents that need to be sent.
• Section F - Will be filled out by Remote’s local partner (Intertrust Services) once the application form is complete with the supporting documents.

Enhanced healthcare options through Allianz private insurance to complement Hungary’s social security system.

Key Features

• Team Member Coverage: Available through Remote
• Dependent Coverage: $123.16 USD (partner), $61.58 USD (children under 18) monthly via payroll
• Enrollment Window: 30 days from start date, however if this window is missed team members can connect with remote, to check if the option can be unlocked. This may depend on circumstances.
• Management: Through ThanksBen platform

Coverage: Hungarian Social Security Act provides employer and team member contributions covering pension, health insurance, and unemployment benefits.

Pension: Minimum pension available with 20 years of service at HUF 28,500 monthly, or If the average contribution base is less than the amount of the minimum pension, the pension will equal 100% of the average monthly wage.

Life Insurance: Access through Social Insurance System for illness, injury, or disability coverage.

Below is the information related to Hungary’s statutory leave policies. Please note that team members hired in Hungary are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.

Statutory General Entitlement

Maternity Leave

• Team members can take up to 24 weeks of Maternity Leave. The leave must start 4 weeks prior to the scheduled due date.

Paternity Leave

• Team members can take 5 days of Paternity Leave or 7 days in case of twins.

Parental Leave: Team members can take unpaid leave to care for their child until the child reaches the age of 3 or until the child reaches the age of 10 if the team member receives child care allowance. Team members are also entitled to extra vacation days based on the number of children they have:

• two working days for one child;
• four working days for two children;
• a total of seven working days for more than two children under sixteen years of age.

Payroll Process

Maternity Leave Payment

• The team member will receive Pregnancy and Confinement Benefit (CSED) at a rate of 70% of their salary for 24 weeks.
• If eligible, pay will be supplemented up to 100% pay (minus any CSED benefits received) for up to 16 weeks.

Paternity Leave Payment

• Team members will receive payment from the Hungarian State Treasury for 5 days of their leave.
• If eligible, pay will be supplemented up to 100% pay (minus State Treasury benefits) for up to 16 weeks.

Applying for Parental Leave in Hungary To initiate your parental leave, submit your time off by selecting the Parental Leave category in Workday at least 30 days before your leave starts.

Enhanced healthcare coverage through Allianz private insurance complementing Luxembourg’s public healthcare system.

Key Features

• Team Member Coverage: Available through Remote
• Dependent Coverage: $157.09 USD (partner), $78.55 USD (children under 18) monthly
• Enrollment Window: 30 days from start date, however if this window is missed team members can connect with remote, to check if the option can be unlocked. This may depend on circumstances.
• Management: Through ThanksBen platform
• Resource: Remote Allianz Benefit Guide

Below is the information related to Luxembourg’s statutory leave policies. Please note that team members hired in Luxembourg are hired via Remote (PEO) and you should always check with Remote first for the most up to date information.

Maternity leave

Birthing parents are entitled to 20 weeks of maternity leave, starting eight weeks before delivery and lasting until 12 weeks postpartum, and compensated at a rate equivalent to their normal wage, capped at five times the minimum wage, i.e. roughly ~€12,000 per month.

In addition to the statutory maternity benefits, pregnant and postpartum employees are entitled to enjoy exemption from hazardous work, dismissal following maternity, and any obligations to work overtime or night shifts.

Paternity leave

Non-birthing parents “fathers” are entitled to 10 days of paid paternity leave financed by the employer within the first two months after the birth of their child. Employees should notify their employer at least two months before the intended start of their leave.

Parental leave

Employees are entitled to parental leave ranging from four to six months following each new birth into their family, which can be exercised until their child turns six, or 12, if the latter is adopted.

Both leaves can be taken either in full, partially, or split with the other parent and are based on the number of hours in the employee’s contract: 40 hours per week- 4–6 months of full-time leave; 8-12 months of part-time leave (50% of regular working hours); 4 periods of 1 month leave within a 20–month period; 1-2 half days of leave per week within a 20–month period. At least 20 hours per week- 4-6 months of full-time leave; 8-12 months of part-time leave (50% of regular working hours) At least 10 hours per week- 4-6 months of full-time leave Split or partial leave is at the discretion of the employer. To be eligible:

The parent must be registered with social security at the time of the birth or adoption of the child for at least 12 continuous months Salaried employees- must have worked at least 10 hours per week Have an employment contract during the leave Instead of wages, an allowance is given by the Children’s Future Fund.

• If eligible, pay will be supplemented up to 100% pay (minus any statutory benefits received) for up to 16 weeks.

Applying for Maternity, Paternity, and/or Parental Leave in Luxembourg

To initiate your parental leave, submit your time off by selecting the Parental Leave category in Workday.

Sick leave

Sick employees are entitled to their full wages paid by the employer for the 77 days (or the end of the month after the 77th day of illness elapses) after which an employee will draw sickness benefits from the Caisse Nationale de Santé equivalent to 100% of the normal wages, without exceeding 500% of the minimum wage, i.e. roughly capped at ~€12,000 per month.

Employees should enter their Sick Time into Workday by selecting Out Sick. After the 5th consecutive workshift missed due to illness, employees should contact leaves@gitlab.com.