If your company hires international employees, you must be aware of their country’s laws and customary inclusions. This includes 13th-month pay, a type of bonus that some countries require or consider customary.
Unlike other bonuses tied to performance, 13th pay is a required remuneration in some countries. It is also taxable in some countries.
It is a bonus
The 13th-month pay is an additional salary that employees receive on top of their regular monthly earnings. It is often referred to as a holiday bonus or end-of-year pay, but it is a special work compensation required in some countries. The exact details vary by country, but it is usually taxed differently than the employee’s regular salary.
The 13th-month pay is common in Latin America, but it’s also becoming more popular worldwide. It may be a legal requirement, in which case employers must comply or face penalties. Alternatively, it might be a customary benefit that employees expect and value. Regardless of its origin, this bonus is an important part of a company’s culture and can help boost employee morale.
This payment is distinct from other types of bonuses, which are tied to specific performance metrics. Instead, the 13th-month pay is typically a flat amount that is added to an employee’s salary for a certain period of time. This type of compensation is a great way to show appreciation for employees’ work and helps them meet financial obligations during the holidays.
In the Philippines, 13th-month pay is obligatory and given around year-end, excluding managers and government staff due to existing bonuses. Companies must heed local laws where they operate. 13th-month pay varies worldwide, demanding caution to avoid penalties. Global employers must know differences well to evade violations. Staying current on this issue is advised as rules change rapidly. Consulting local experts is wise to understand host country mandates.
It is a perk
The 13th-month pay is a salary bonus that employees receive from their employer. Its timing varies from country to country, but it is typically given before holidays or major events, such as the Lunar New Year in Singapore or Christmas in China. This extra payment is usually dedicated to celebrating holiday traditions and spending time with family members. It is a popular perk among employees, especially when working abroad. It can also help a company attract and retain top talent. Considering these benefits, and companies should consider offering this bonus to their employees. However, this is not always necessary, as some business models may not be practical.
Depending on the country, 13th-month payments can be either mandatory or optional. In some countries, they are legally required, such as in the Philippines under Presidential Decree 851. In other countries, it is a cultural norm that employers choose to give out at their discretion. It is important to understand the region’s nuances before deciding whether or not to offer these perks to your employees.
The eligibility criteria for this bonus varies across countries, but all rank-and-file private sector employees are generally eligible for it. This includes both permanent and probationary staff. However, it is not available to government employees or people who work for multiple employers. In addition, managers and personal service employees are exempt. Other groups not eligible for this benefit include commissioned employees, workers paid on a boundary system, and freelancers.
13th-month pay’s timing and amount differ globally, linked to employment duration. It boosts staff morale and appreciation. Usually, a percentage of the yearly salary is given at various intervals. Less prevalent in the US compared to India or Brazil, where it’s part of compensation and taxed.
It is a requirement
When hiring international talent, grasping 13th-month pay variations is crucial. Some countries mandate it, others deem it traditional. In the latter, it’s negotiated in contracts or agreements. Not complying in mandatory cases risks legal consequences. For instance, in the Philippines, 13th-month pay up to Php90,000 is tax-exempt; exceeding is taxed as income. Also, it can’t substitute other benefits like Christmas bonuses or overtime pay.
While the exact definition of 13th-month pay varies by country, most countries recognize that it is a form of compensation in addition to an employee’s regular salary. This additional pay is typically a percentage of an employee’s annual salary. The 13th-month pay is a non-taxable bonus that is usually given before or at the time of the holiday season. In some countries, it is also known as a Christmas or holiday bonus.
Some countries don’t extend the 13th-month pay to government employees, civil servants, or those who work on a commission basis. In addition, they may not offer this bonus to part-time workers. It is also important to note that this bonus is not the same as a vacation or sick leave but rather is an extra payment to help employees meet their living expenses while on leave.
Resigning staff owed 13th-month pay must be repaid by employers, impactful for short-tenured, low-wage workers. It’s also a retention and motivation tool. For legal adherence, team up with a global Employer of Record (EOR) like Omnipresent. They offer compliance support for international staff and navigate diverse 13th-month pay rules.
It is a payment
13th-month pay is a payment that employees receive at the end of the year in addition to their regular salary. This bonus is often tax-free and a part of the employee’s contractual agreement with their employer. However, the exact timing of this bonus varies by country and the specific terms and conditions of the employee’s contract. For example, in some countries, 13th-month pay must be paid by certain dates or may not be paid at all. It also varies by region, depending on the local customs and traditions.
Whether 13th-month pay is mandatory or not, it’s still a valuable perk for loyal and consistent employees. This benefit can help attract and retain top talent, especially in competitive markets. In fact, many companies use it to reward exceptional performance. In addition, 13th-month pay can be used to offset other benefits and compensation, such as health insurance.
Understanding the requirements and customs of 13th-month pay before hiring international employees is important. Using an in-country HR specialist can help you remain compliant with local laws and regulations. They can also help you calculate the amount of 13th-month pay that should be given to each employee and when it’s due.
Most countries mandating 13th-month pay limit it to fixed-salary rank-and-file staff. Managers, the public sector, servants, and freelancers are often excluded. In some cases, these groups receive comparable bonuses. Though non-compulsory in the US, year-end bonuses persist to acknowledge employee dedication. These incentives enhance retention and global competitiveness.
