@@ -27,7 +27,7 @@ At GitLab, we believe team member benefits should be simple to understand and th
In addition to the local benefits listed below, all Germany team members have access to the [company-wide benefits](/handbook/total-rewards/benefits/general-and-entity-benefits/) available to all team members globally.
## Overview
Currently, GitLab provides the below additional benefits, in addition to mandatory state requirements. [General GitLab benefits](/handbook/total-rewards/benefits/general-and-entity-benefits/) still apply. As part of the [guiding principles](/handbook/total-rewards/benefits/#our-guiding-principles), we will continuously review our benefits design and offerings available through GitLab in Germany.
This guide provides clear information about the total rewards package for all GitLab team members employed through GitLab GmbH (registered at Elsenheimerstraße 7, München 80687, Germany).
@@ -62,7 +62,7 @@ Payroll information will be linked in due course - please hold tight!
## Israel-Specific Team Member Benefits
Currently, GitLab provides the below additional benefits, in addition to mandatory state requirements. [General GitLab benefits](/handbook/total-rewards/benefits/general-and-entity-benefits/) still apply. As part of the [guiding principles](/handbook/total-rewards/benefits/), we will continuously review our benefits design and offerings available through GitLab in Israel.
Currently, GitLab provides the below additional benefits, in addition to mandatory state requirements. [General GitLab benefits](/handbook/total-rewards/benefits/general-and-entity-benefits/) still apply. As part of the [guiding principles](/handbook/total-rewards/benefits/#our-guiding-principles), we will continuously review our benefits design and offerings available through GitLab in Israel.
-[Parental Leave and Return Tool Kit for GitLab Managers and Team Members](/handbook/total-rewards/benefits/parental-leave-toolkit/)
## Introduction
## We've Got You Covered: Our Benefits Philosophy
On this page, you can find information about the principles that guide GitLab's benefit strategies and decisions.
### Clear Benefits, Real Support
## Contact Total Rewards
At GitLab, we believe team member Benefits should be simple to understand and there when you need them. From life's big moments to everyday questions, our comprehensive coverage gives you clarity and confidence so you can focus on your work and life.
For any questions relating to benefits, please reach out to [Total Rewards](/handbook/people-group/#how-to-reach-the-right-member-of-the-people-group).
Whether you're planning for the future, starting a family, caring for aging parents, or dealing with unexpected challenges, GitLab's Benefits are designed to support you at every stage of life—with comprehensive coverage and transparent information when you need it most.
## Benefits Strategy and Guiding Principles
### Your Support Team and Resources
These principles will guide our benefit strategies and decisions.
**Need help with your Benefits?** Rest easy knowing you have multiple resources at your fingertips:
### Strategy
-**Start here:** This handbook is your comprehensive guide to understanding GitLab's Benefit offerings
-[Company-Wide & Entity/Country Specific Benefits](/handbook/total-rewards/benefits/general-and-entity-benefits/) - Complete details on benefits available company-wide and in your location
-[**Leave Tool Kit for Managers and Team Members**](/handbook/total-rewards/benefits/parental-leave-toolkit/) - Comprehensive guidance enabling you for life transitions such as parental leave or other types of leave of absence
- Given Benefits vary by country, we do not offer the same benefits globally, instead we take a **country specific approach.** We will transparently outline why we do or do not offer benefits.
- Country specific approach based on **statutory requirements, entity status, headcount, and market practice**
- To provide **equitable programs** for team members within the **same country location** when possible.
- To continuously improve the **team member experience**
**Direct support:** Our Total Rewards team is here to guide you through any questions or life changes. Reach out to us via [HelpLab](https://helplab.gitlab.systems/esc?id=emp_taxonomy_topic&topic_id=b677b7c9474c069067429ee0026d43d1).
### Guiding Principles
### Our Global Approach
- Globally aligned benefits with **local relevance**
- Ensure **statutory programs** are in place in each country
- Provide **core** medical, life, and pension benefits either through supplementary or statutory plans
- Create new programs/enhancement with *broad reach, high value, and sustainability**
- Work with providers, vendors, and global networks to benchmark benefit data from other similar sized companies.
- Foster Cross Company understanding
- Results
- Evangelize benefit programs in each entity.
- Transform "statutory" to "competitive."
- Make benefits a very real aspect of compensation during the hiring process.
- Measure team member engagement and benefit enrollment.
- Efficiency
- Iterate on changes for specific countries based on common practices and statutory regulations.
- Diversity, Inclusion & Belonging
- Actively work to ensure that our benefit choices are inclusive of all team members.
- Iteration
- Regularly review current benefits (bi-annually) and propose changes.- - Everything is always in draft.
- Transparency
- Announce and document benefits to keep them updated.
- Share upcoming benefit plans internally before implementing them.
- Invite discussion and feedback.
#### Globally Aligned, Locally Relevant
We do not have specific budgets around benefit costs, but instead look to increasing the ability to recruit and retain team members in favorable locations. We do not take a global approach to offering the same benefits in all countries, but will transparently outline why we do or do not offer the above benefits on their respective [entity specific benefits](/handbook/total-rewards/benefits/general-and-entity-benefits/#entity-specific-benefits) page.
We recognize that your needs vary depending on where you live and work. That's why we take a thoughtful, country-specific approach to Benefits rather than a one-size-fits-all solution. We provide competitive Benefit offerings that balance local standards with your needs.
## Annual Global Benefit Review Process
Our country-specific approach considers:
The Total Rewards team reviews GitLab's global benefits on an annual basis and proposes changes for the next Fiscal Year. The Planning Process is as follows:
- Statutory requirements and local regulations
- Entity status and headcount considerations
- Market practice and standards
- Cultural and regional needs
### 1. Team Member Feedback
**What this means for you:**
- In Q2, Total Rewards review team member feedback via the Engagement Survey Results and assess sentiments and gaps within the plans
- Statutory programs are in place in every country where you work
- Core medical, life, and pension offerings through statutory or supplementary plans
- Country-specific enhancements based on competitive market benchmarking, local needs and regulations
### 2. Market Data Collection
### Our Guiding Principles
- In Q2 & Q3,Total Rewards engages with the benefits broker to collect market data and benchmark benefit plans against other hi-tech employers.
Benchmarking Data is the broker's proprietary information that GitLab purchases. While some high-level benchmarking information can be shared with team members, most details cannot be disclosed outside of the People Team.
#### 🔄 Continuous Improvement
### 3. Fiscal Year Planning
We create new programs with broad reach, high value, and long-term scalability and sustainability. Regular reviews ensure our Benefits evolve with your changing needs, and your feedback directly shapes our offerings.
- In Q3, Total Rewards drafts a Fiscal Year proposal of suggested enhancements and will prioritize based on market practice, statutory regulations, PEO or headcount restrictions and budget.
#### 🤝 Inclusive by Design
### 4. Multinational Pooling Review
Benefits that support all team members, regardless of family structure or life circumstances. We conduct ongoing assessment to ensure our choices reflect our diverse, global team.
- In Q3, Total Rewards will also review the possibility of pooling global plans on an annual basis with our brokers in order to leverage a larger headcount during plan proposals.
Multinational pooling merges several employee benefit programs to create an international pool of funds.
The decision to participate in a pooling plan will be based on financial savings, plan options, and better risk control.
#### 💡 Our CREDIT Values in Action
### 5. Plan Approval
**Collaboration:** We partner with top providers and networks to benchmark against similar companies, fostering understanding across all GitLab entities.
- In Q3/Q4, Total Rewards will present the plan to the Finance and Leadership Teams for approval. These proposals will be reviewed and approved along with the greater company budget for the upcoming fiscal year.
**Results:** We make Benefits a meaningful part of your total rewards package, measuring engagement and enrollment to ensure programs truly serve you.
### 6. People Team & Team Member Issues
**Efficiency:** We streamline processes to make accessing Benefits as simple as possible.
- Total Rewards will open People Team issues to inform Stakeholders (payroll, legal, finance, tax, etc.) and track the progress of the enhancement.
For major plan enhancements, the Total Rewards team will create a Team Member issue with plan details to get plan specific feedback. While Team Member feedback will be considered as a strong data point, a decision will be made by the Total Rewards team considering all factors (benchmarking, budget, administration, etc). The Total Rewards team may not create an issue if the change or enhancement is a 'smaller' change (i.e. change in deductible amounts, increase in contributions, etc).
**Diversity, Inclusion & Belonging:** We actively ensure our Benefit choices support every team member and regularly assess and improve inclusivity across all programs.
### 7. Announce Enhancements
**Iteration:** We iterate on improvements based on proven competitive practices and local regulations.
- Total Rewards will announce the Country Enhancements directly to team members via email and slack, and will update the Handbook Benefit page with these details.
**Transparency:** We announce and document our Benefits to keep them updated, share upcoming plans internally before implementing them, and invite discussion and feedback.
### How We Continuously Improve Your Benefits
Our annual process ensures we've got you covered every step of the way:
#### 1. We Listen to You
Your voice matters. We carefully review feedback from our Engagement Survey and various team member touchpoints to understand what's working and where we can better support you.
#### 2. We Research for You
We work with industry experts to benchmark our offerings against other leading tech companies, ensuring you receive competitive total rewards.
#### 3. We Plan with You in Mind
We develop enhancement proposals prioritizing improvements based on market standards, local requirements, headcount limitations, and sustainability.
#### 4. We Explore Every Option
We investigate opportunities like multinational pooling to leverage our global presence for better coverage and cost savings that benefit everyone.
#### 5. We Make Informed Decisions
Enhancement proposals are carefully reviewed and approved as part of our annual planning process, ensuring long-term sustainability while meeting your needs.
#### 6. We Keep You Informed
-**For major changes:** For country specific changes, we create Team Member issues to gather your specific feedback before implementation. We consult and/or inform Works Councils as required.
-**For smaller changes:** The Total Rewards team may not create an issue for minor adjustments (such as deductible amounts or contribution increases) or legal/required changes for the business.
-**For all changes:** We track progress and consider your input in our final decisions
-**Always:** We balance your feedback with market data, budget considerations, and administrative scalability and feasibility
### 7. We Celebrate Improvements Together
When enhancements are ready, we announce them directly via email, the Loop and/or Slack, and update this handbook immediately so you always have the most current information.
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*Remember: Everything at GitLab is always in draft, including our benefits. We're constantly iterating to better support you. Your feedback and suggestions are always welcome.*
