Four Foundational Principles
Global core, regulatory top-ups
A single global plan covers everyone on the same terms. Country-level top-ups exist only where statutory regimes require them. The plan is the default; the country layer is the exception.
Outcome equivalence over identical line items
Equity means equivalent quality of healthcare access, not identical product names. A plan in Bali providing equivalent care quality to one in Berlin is equitable, even if the carriers differ.
Documented compliance per country
Maintain a one-page compliance summary per active country: legal entity / EOR, statutory contributions made, tax residency tracking, right-to-work documentation. Refresh annually.
Vendor consolidation as a discipline
Aim for 3–5 total benefits vendors regardless of country count. Each new vendor must pass an explicit ROI test.
Statutory Floor by Region
European Union
Statutory: Statutory health (most countries), pension contributions, paid leave 20+ days, mandatory life/disability in some countries (e.g. France Mutuelle).
Common top-ups: Private health top-up, dental, vision, mental health stipend.
United Kingdom
Statutory: NHS access via residency, NIC contributions, statutory sick pay, 28 days paid leave.
Common top-ups: Private health (Bupa, Vitality), dental, life insurance, EAP.
United States
Statutory: No federal mandate for small employers; ACA applies at 50+ FTEs; state-by-state variation.
Common top-ups: Group health (high cost), dental, vision, 401(k), short/long-term disability.
Canada
Statutory: Provincial healthcare via residency, EI contributions, paid leave by province.
Common top-ups: Extended health (RAMQ-supplement, dental, vision), RRSP matching, mental health.
Latin America
Statutory: Highly variable. Brazil INSS, Mexico IMSS, Argentina obras sociales — all require employer contribution.
Common top-ups: Private health (very common), 13th salary in some countries, meal vouchers (BR), transport stipends.
Asia-Pacific
Statutory: Singapore CPF, Australia Super + Medicare levy, Japan Shakai Hoken.
Common top-ups: Private health, life insurance, wellbeing stipends, professional development budget.
Africa & Middle East
Statutory: Highly variable. Kenya NHIF, South Africa UIF, UAE has private mandate in Dubai.
Common top-ups: Private health (often essential), allowances for housing/transport, family medical.
This is a high-level overview, not legal advice. Local counsel and a qualified EOR should verify obligations for your specific entity structure and headcount.
Build Your Global Core
SafetyWing Remote Health is a common global core layer for distributed teams — predictable per-employee pricing, contractor-inclusive, USD-stable.
Related Reading
Equitable Global Benefits Strategy
The five-principle equity framework.
Why Country-by-Country Is Failing
The model being replaced — and why.
Protect Employees Working Across Borders
Duty-of-care framework for distributed teams.
The Future of Global Benefits
Where benefits architecture is heading through 2030.