Statutory benefits are those you are legally required to provide to employees. For example, many countries have legislation in place to ensure employers provide compensation for employees that are injured on the job. Sick leave and annual leave benefits are two other common statutory benefits mandated by national governments. Most often, contributions towards statutory benefits are made by employers as well as employees.

Remote takes care of everything related to the statutory benefits that are required by law for your employees through Remote.

Statutory benefits differ from country to country. Figuring out the specific statutory benefits required in different countries is a very complicated task. We handle this process for you, serving you with all of the relevant information you need to ensure local compliance whenever you employ through Remote.

Contributions towards statutory benefits are always included in the Total Cost of Employment (TCE) and we will never hide or surcharge any of this.

We support following benefits/perks:

Yes, our clients are able to directly offer stock options to employees that are employed through Remote’s EOR service. They need to be offered as non-qualified stock options (NSOs), not incentive stock options (ISOs) because the employee is employed by Remote. In this case, the model for contractors or consultants can be utilized. As a consequence, the stock option cannot be linked to the employment of the external employee.

We can definitely support you by reviewing your stock option agreement for non-qualified stock options (NSOs) to see if the employee(s) would be eligible to receive the stock options and vest them.

The country where the issuing company is incorporated governs how the stock options are handled.

Yes, as a full employee through Remote you will be covered by local social security programs. Remote's local entity contributes on your employer's behalf to local social security programs as well as other statutory requirements.