Welcome to your comprehensive benefits guide for GitLab PTY Ltd. New Zealand At GitLab, we believe your benefits should be simple to understand and there when you need them. From life's big moments to everyday questions, our coverage gives you clarity and confidence so you can focus on your work and life.
**This handbook covers team members employed through GitLab PTY Ltd. New Zealand.** In addition to the local benefits listed below, all team members have access to the [company-wide benefits](/handbook/total-rewards/benefits/general-and-entity-benefits/).
## **Health & Wellbeing**
### **Medical Coverage**
Comprehensive private health insurance through Southern Cross, complementing New Zealand's public healthcare system with additional choice and coverage options.
<detailsmarkdown="1">
<summary>Coverage & Key Features</summary>
**Plan Details:**
-**Coverage:**["Well Being Two" plan](https://drive.google.com/file/d/17WUPQMvvWka77Khe6_adSOiSbibNY3GC/view) via Southern Cross
-**GitLab contribution:** 100% of team member costs
-**Family coverage:** Available at significant discount with direct billing to Southern Cross
-**Pre-existing conditions:** Immediate cover if enrolled within 90 days of start date
**Important Information:**
- Considered a "Fringe Benefit" subject to Fringe Benefit Tax
- Optional enrollment - not required
- Coverage continues based on plan terms and Southern Cross policies
-[Benefit Summary](https://drive.google.com/file/d/17WUPQMvvWka77Khe6_adSOiSbibNY3GC/view?usp=sharing) and [Full Policy](https://drive.google.com/file/d/1oGOlDjxFKKV96f8URZ31vNlzCYv8kgru/view?usp=sharing) available
GitLab retains the right to replace the provider or policy at any time and is not required to offer this benefit to those that may be ineligible. Any benefits provided under the plan do not impact the Team Member's or GitLab's rights to end the employment relationship.
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<detailsmarkdown="1">
<summary>Enrollment Process</summary>
**New Team Members:**
- Enrollment link and access code provided in onboarding issue
- Coverage begins once registration is completed
- Email reminders sent shortly after start date
**Family Members:**
- Can join anytime through Southern Cross portal
- Immediate pre-existing condition cover only within 90 days of your start date
- Contact WTW for assistance adding family members
**Newborn Coverage:** Special pre-existing condition coverage extended to newborn children if added within three months of birth. Contact benefits.nz@willistowerswatson.com for assistance.
-[2024 New Zealand Benefits Webinar](https://drive.google.com/file/d/1CCqSMJTBV8NUtvk5YilKPgZ8kPw2bVcb/view?usp=sharing)
-[Administration Resources for Total Rewards & Payroll](https://docs.google.com/document/d/1tAkPVy2C3gHNN5qcJnLx3GTHVr1_UqVigusAYGsKSzs/edit?tab=t.0#heading=h.sjtqxwxfeemz)
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## **Financial Security**
### **KiwiSaver (Pension)**
New Zealand's retirement savings scheme designed to build your financial security, with GitLab contributing on top of your salary to support your long-term financial wellbeing.
<detailsmarkdown="1">
<summary>How Your KiwiSaver Works</summary>
**GitLab's Contribution:**
-**Rate:** 3% of your base salary (paid on top of your salary)
-**Automatic enrollment:** You're automatically enrolled but can opt out within first 56 days
**Your Contribution Options:**
-**Rates:** Choose 3%, 4%, 6%, 8%, or 10% of before-tax pay
-**Default:** 3% if no rate selected
-**Deduction:** Taken from your before-tax pay by GitLab
**Opting Out:** If you wish to opt out of KiwiSaver, follow the [process on IRD website](https://www.ird.govt.nz/kiwisaver/kiwisaver-individuals/opting-out-of-kiwisaver/opt-out-of-kiwisaver) within your first 56 days of employment.
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### **Life Insurance Information**
GitLab does not plan at this time to offer Life Insurance benefits because New Zealanders can access [government payments and services](https://www.workandincome.govt.nz/providers/health-and-disability/helping-people-into-work/index.html) to help if they get ill, injured or have a disability.
<detailsmarkdown="1">
<summary>Available Support</summary>
New Zealanders can access [government payments and services](https://www.workandincome.govt.nz/providers/health-and-disability-practitioners/health-and-disability-related-benefits.html) for illness, injury, or disability support.
Many New Zealanders choose to access life insurance through their KiwiSaver provider or other personal arrangements.
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## **Engineering-Specific Benefits**
### **On-Call Support (Engineering Only)**
Compliance with New Zealand employment law for on-call work, including required compensation for public holiday work and overtime situations.
<detailsmarkdown="1">
<summary>On-Call Support Key Details</summary>
New Zealand employment law requires that work on a formal [Public Holiday](https://www.govt.nz/browse/work/public-holidays-and-work/public-holidays-and-anniversary-dates/), including [on-call](https://www.employment.govt.nz/leave-and-holidays/public-holidays/alternative-holidays), is compensated with time-in-lieu. Overtime pay is also required in certain situations, for example: whether the on-call shift fell on a "normal" working day or not, and whether the team member was called to work during their on-call shift. The policy linked above covers for the [time-in-lieu requirement](/handbook/total-rewards/benefits/general-and-entity-benefits/pty-benefits-new-zealand/#on-call-support-engineering-only) but we do not yet have a set mechanism for handling overtime pay requirements.
New Zealand-based team members **may not be on-call on a New Zealand Public Holiday**, and must seek/find a replacement for any shifts where they may be indicated as being on call on a Public Holiday. To ensure we remain compliant with local laws we team members to consider local laws when volunteering for/accepting shifts.
The process is as follows:
1. When scheduling we should avoid on-call taking/assigning on-call shifts on Public Holidays. A "Public Holiday" will be deemed as any day included in the official holidays on [this website](https://www.govt.nz/browse/work/public-holidays-and-work/public-holidays-and-anniversary-dates/).
2. If a team member is assigned for an on-call shift that falls on a Public Holiday, they need to align with their manager and try to find a replacement for that shift.
If it's impossible to find a replacement and the team member ends up taking the on-call shift on a Public Holiday, the process to follow is:
- Team member should obtain manager approval for taking the shift.
- If the team member is not called in to work during their on-call shift, a regular time-in-lieu compensation for the shift should be applied.
- If the team member is called in to work during their on call shift, they are responsible for recording their hours worked during the shift and report to payroll/manager in order for overtime payment processing.
*Note: To stay in compliance with local laws we would follow [the New Zealand government website](https://www.employment.govt.nz/leave-and-holidays/public-holidays/public-holidays-rights-for-employees#scroll-to-7) with regards to compensation for worked time during on-call.*
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## **Time Away & Leave Policies**
### **Annual Leave**
Annual leave giving you flexibility to plan time off while ensuring work-life balance.
-**Eligibility:** 10 days statutory sick leave after 6 months continuous employment
-**Annual entitlement:** 10 days per 12-month period after meeting initial criteria
-**Carry over:** If in any year the team member doesn't meet the criteria, then they don't get any new sick leave entitlement, but can use their sick leave balance which may have carried over. An employee may re-qualify for sick leave as soon as they meet the criteria.
-**Maximum accumulation:** 20 days under New Zealand's Holidays Act 2003
-**Additional Support:** Runs concurrently with [GitLab's Sick Time Policy](/handbook/people-group/time-off-and-absence/time-off-types/#sick-time)
**How to Apply:**
1. Contact leaves@gitlab.com when taking sick leave
2. Medical certificate may be required per Holidays Act
3. Select "Out Sick" in Workday for proper tracking
4. Unused sick leave is not paid out upon employment termination
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### **Injury Leave**
Support during non-work accidents, with potential ACC coverage and GitLab top-up for extended injuries.
<detailsmarkdown="1">
<summary>Coverage & Process</summary>
When the team member is taking leave for the first week of a non-work accident, they can use sick leave and/or annual leave if they have any. This leave runs concurrently with GitLab PTO/Sick Time.
**How to Apply:**
- Team members must notify the Absence Management team (leaves@gitlab.com) as soon as possible when they will need to go out on injured leave.
- Team members must designate time off for injury as Out Sick or Vacation in Workday if they wish to use sick leave or annual leave for the first week of an injury.
- If the leave will last longer than five days and is [covered by the Accident Compensation Corporation (ACC) scheme](https://www.acc.co.nz/im-injured/what-we-cover), GitLab will top up the ACC payment from 80 to 100% for the first 25 days.
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### **Family Leave Support**
### **Parental Leave**
Comprehensive parental leave combining New Zealand statutory entitlements with GitLab's enhanced support for growing families.
<detailsmarkdown="1">
<summary>Primary Carer Leave</summary>
- Team members who have been employed for at least six months and become a "Primary Carer" as defined under the Parental Leave and Employment Protection Act 1987 can receive government-funded parental leave pay (Primary Carer Leave).
- A Primary Carer is either the biological mother OR a person (that is not the biological mother or her spouse/partner) who will take primary responsibility for the care, development, and upbringing of a child under six years old on a permanent basis.
- Primary Carer Leave can last up to 26 weeks and must be taken in one continuous period.
- Primary Carer Leave typically starts on the due date or date of birth, but may begin up to 6 weeks earlier if arrangements are made between the team member and manager.
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<detailsmarkdown="1">
<summary>Extended Leave Options</summary>
**Extended Parental Leave:**
- Team members who have been employed for at least six months, but less than twelve and are eligible under the Parental Leave and Employment Protection Act 1987 are entitled to up to a total of 26 weeks of unpaid leave (less time taken for Primary Carer Leave, if applicable).
- Team members who have been employed for at least twelve months and are eligible under the Parental Leave and Employment Protection Act 1987 are entitled to up to 52 weeks of unpaid leave (less time taken for Primary Carer Leave. A maximum of 26 weeks may be deducted from extended leave).
**Special Leave:**
- Team members who are pregnant can also take up to 10 days of unpaid special leave for pregnancy-related reasons such as antenatal classes, scans, or midwife appointments. This is in addition to primary carer leave.
- This leave will run concurrently with GitLab PTO.
- If you do not want to select Out Sick in Workday, you may email leaves@gitlab.com with the date(s) that you will be taking special leave.
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<detailsmarkdown="1">
<summary>Partner Leave</summary>
**Partner Leave Entitlement:**
- If you are a spouse or partner of a primary carer and have been employed for at least six months, but less than twelve months, you are entitled to one week of unpaid partner's leave.
- If you are a spouse or partner of a primary carer and you have been employed for at least twelve months, you are entitled to two weeks of unpaid partner's leave.
- Partner Leave will run concurrently with GitLab Parental Leave and provide up to 100% of a team member's regular salary for up to 16 weeks.
- Team members must select Parental Leave in Workday to ensure that their time off is properly tracked.
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<detailsmarkdown="1">
<summary>How to Apply</summary>
- 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](/handbook/total-rewards/benefits/general-and-entity-benefits/#parental-leave).
- To apply for government-funded Parental Leave pay, please submit your application via [IRD](https://www.ird.govt.nz/paid-parental-leave/applications).
- If there is anything GitLab needs to provide, please let the Absence Management team know by emailing leaves@gitlab.com
- If you are [eligible](/handbook/total-rewards/benefits/general-and-entity-benefits/#parental-leave), GitLab will supplement the government-funded payment to ensure that you receive 100% pay for up to 16 weeks of your Parental Leave.
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### **Additional Leave Types**
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<summary>Leave for Defence Force Volunteers</summary>
- Under the Volunteers Employment Protection Act 1973, all team members who are members of the Armed Forces are entitled to unpaid job-protected leave during military training and/or service.
- This leave runs concurrently with GitLab PTO for up to 25 days.
**How to Apply:**
- Team members must email the Absence Management team `leaves@gitlab.com` as soon as possible to notify them of the first date of leave and, if possible, the end date of their leave.
- Team members must select `Military Leave` in Workday to ensure that statutory entitlements are properly tracked.
For more information related to this policy, please review the [Employment New Zealand website](https://www.employment.govt.nz/leave-and-holidays/defence-force-volunteers)
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<detailsmarkdown="1">
<summary>Election Voting Leave</summary>
- Team members are entitled to 2 hours of paid time off to vote in general (parliamentary) elections on polling day if they are registered as an elector of the district and have not had a reasonable opportunity to vote before starting work. GitLab encourages you to [take time off to vote](/handbook/people-group/time-off-and-absence/time-away-philosophy/#encouraging-meaningful-time-away) or volunteer at the polls.
- This leave runs concurrently with GitLab PTO. Team members must select `Paid Time Off` in Workday to ensure that statutory entitlements are properly tracked.
For more information related to this policy, please review the [Employment New Zealand website](https://www.employment.govt.nz/leave-and-holidays/time-off-to-vote)
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<detailsmarkdown="1">
<summary>Jury Service</summary>
- All team members who have been called for jury service are entitled to unpaid leave for the duration of the service. Team members who attend jury service receive an attendance fee from the Ministry of Justice.
- Jury Service Leave runs concurrently with GitLab PTO. Team members must select `Jury Duty` in Workday to ensure that statutory entitlements are properly tracked.
For more information related to this policy, please review the [Employment New Zealand website](https://www.employment.govt.nz/leave-and-holidays/jury-service)
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<detailsmarkdown="1">
<summary>Bereavement Leave</summary>
All team members who have been employed for six months are entitled to three days of paid leave in the event of the death of a spouse or partner, parent, child, sibling, grandparent, grandchild, or parent of a spouse or partner, and one day in the event of the death of another person not previously listed.
- This leave runs concurrently with GitLab PTO. Team members must designate this time off as `Bereavement Leave` in Workday to ensure that statutory entitlements are properly tracked.
- All team members who have been employed for six months are entitled to three days paid leave if a pregnancy ended by way of a miscarriage or still-birth in circumstances that give rise to an entitlement to bereavement leave under the Holidays Act 2003.
For more information related to this policy, please review the [Employment New Zealand website](https://www.employment.govt.nz/leave-and-holidays/bereavement-leave).
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<detailsmarkdown="1">
<summary>Family Violence Leave</summary>
All team members who have been employed for a six month continuous period are entitled to 10 days of paid leave if they have been affected by family violence.
- This leave may also be taken to support a child who has experienced domestic violence as long as they live with the team member for some of the time.
- A person is affected by family violence if they are a person against whom any other person is inflicting, or has inflicted family violence, and/or a person with whom there ordinarily or periodically resides a child against whom any other person is inflicting or has inflicted, family violence.
- Team members may also request [short-term flexible working arrangements](https://www.employment.govt.nz/leave-and-holidays/family-violence-leave/taking-family-violence-leave#scroll-to-8) for up to 2 months.
- This leave runs concurrently with GitLab PTO. Team members should notify the Absence Management team (leaves@gitlab.com) if they need to make use of this leave.
- Team members must designate this time off as `Out Sick` in Workday to ensure that statutory entitlements are properly tracked.
For more information regarding this policy, please review the [Employment New Zealand website](https://www.employment.govt.nz/leave-and-holidays/family-violence-leave).
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<detailsmarkdown="1">
<summary>Garden Leave</summary>
A GitLab team member may use Garden Leave when they have provided their resignation and a Garden Leave is mutually agreed upon by both the team member and GitLab. Team members can not be forced to take a Garden Leave, but both the team member and GitLab may find it useful in the following situations:
- The team member has access to commercially sensitive information and is going to be working for a competitor at the end of their notice period. Any limit of trade provision would take effect after the employee's employment ends.
However, employers should be aware that if an employee's employment agreement contains both a garden leave provision and a restraint of trade provision, the period the employee is on garden leave may be taken into consideration in working out whether or not the restraint of trade provision is reasonable (and therefore enforceable). The restraint of trade provision takes effect after the end of the garden leave period.
- Is distracting other team members while they're in their notice period
- Is being made redundant and the employer is not requiring them to report to work during their notice period so they can look for other job opportunities while they can still say they're currently employed
- Has been dismissed on notice and their presence is creating an uncomfortable atmosphere for everyone.
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<summary>Leave Without Pay</summary>
Leave without pay is when GitLab allows an team member time off work when they would otherwise be working, but doesn't pay them for this time. Leave without pay (LWOP) doesn't end an team member's employment, and usually the team member returns to their same position and terms and conditions after taking leave without pay (unless the employee and team member agree otherwise). Leave without pay can affect the employee's annual holidays payment and entitlement in some situations.
- Team members must designate this time off as `Out Sick` in Workday.
For more information regarding Leave without Pay, please review the [Employment New Zealand's website](https://www.employment.govt.nz/leave-and-holidays/other-types-of-leave/leave-without-pay).
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<summary>Long Service Leave</summary>
While not a legal requirement, long service leave may be negotiated between a team member and GitLab as additional entitlements under their employment agreement.
- This leave runs concurrently with GitLab PTO. Team members must designate this time off as `Paid Time Off` in Workday.
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## **Getting Help & Support**
*Resources available when you need them*
**Benefits Questions:**
-**Medical (Southern Cross):** benefits.nz@willistowerswatson.com or 0800 329 920
-**KiwiSaver:** Contact your chosen provider or IRD
-**General benefits:** total-rewards@gitlab.com
**Leave & Absence:**
-**All leave questions:** leaves@gitlab.com
-**Government benefits:**[IRD](https://www.ird.govt.nz) for parental leave, [ACC](https://www.acc.co.nz) for injury coverage
-**Team Member Relations:** teammemberrelations@gitlab.com
*This handbook provides comprehensive information about your benefits and employment with GitLab PTY Ltd. Complete terms and conditions are outlined in official policy documents and your employment contract. As part of our commitment to supporting you at every stage of your career, we continuously review and enhance our benefits to ensure they meet your evolving needs in New Zealand.*
