In Albania, the labor law mandates a comprehensive set of benefits for employees. These benefits are outlined in the Albanian Labor Code and ensure a baseline level of security and compensation for workers. Employers must adhere to these regulations to remain compliant.

Leave Entitlements

• Annual Leave: Employees who have completed a full year of service are entitled to a minimum of 28 calendar days (20 working days) of paid annual leave. This leave must be taken during the working year or within the first three months of the following year. Employees with less than a year of service receive pro-rated leave days.
• Public Holidays: All employees are entitled to paid time off for Albania's 12 official public holidays.
• Sick Leave: Employees are entitled to paid sick leave under Albanian law. The specifics of sick leave entitlements may vary depending on the employee's situation and the employer's specific policies, but adherence to national guidelines is mandatory.
• Maternity Leave: Albania offers a generous maternity leave program. Female employees are entitled to 365 days of paid maternity leave, including 35 days before the expected due date and a minimum of 42 days after childbirth.

Additional Mandatory Benefits

• Probationary Period: The Labor Code allows for a probationary period in employment contracts. The maximum duration of this period is regulated by law.
• Overtime Pay: Employees who work beyond their standard working hours are entitled to overtime pay. The specific rate of overtime pay is also mandated by law.
• Severance Pay: Under certain circumstances, employees may be entitled to severance pay. The eligibility criteria and calculation of severance pay are outlined in the Labor Code.

In Albania, many employers go beyond the mandated employee benefits to offer additional perks that attract and retain top talent.

Health and Wellness

• Private Health Insurance: Given the challenges faced by Albania's public healthcare system, many employers offer private health insurance plans. These plans can provide employees with access to a wider range of medical services and shorter wait times.

• Life Insurance: Some Albanian employers offer life insurance as a benefit, providing financial security to the employee's family in the event of death.

• Wellness Programs: Progressive companies in Albania may offer wellness programs to promote employee health and well-being. These programs can include initiatives like gym memberships, fitness classes, or healthy lifestyle seminars.

Financial Security

• Retirement Savings Plans: Some employers offer supplemental retirement savings plans to help employees save for the future. These plans can be a mix of employer and employee contributions.

• Profit Sharing: Profit-sharing programs are offered by some companies in Albania, allowing employees to share in the company's success. This can incentivize employees and foster a sense of ownership.

Work-Life Balance and Additional Perks

• Flexible Work Arrangements: Modern Albanian companies may offer flexible work arrangements like remote work options or compressed workweeks to enhance work-life balance for employees.

• Paid Time Off (PTO) Banks: Some employers provide a pool of paid time off (PTO) days that employees can use for vacations, sick leave, or personal days, offering more flexibility than mandated leave entitlements.

• Subsidized Meals or Transportation: Companies may offer subsidized meals or transportation services as a perk to ease financial burdens and improve employee convenience.

• Language Training: Some companies invest in employees' professional development by offering language training programs to enhance their skillset and career prospects.

In Albania, health insurance operates on a two-tiered system, consisting of a mandatory public program and an optional private coverage.

Mandatory Public Health Insurance

By law, all employees in Albania are required to have health insurance. This is facilitated through a compulsory health insurance contribution that is shared between employers and employees. Employees contribute 1.7% of their gross monthly salary towards public health insurance, and employers are also required to contribute 1.7% of the employee's gross monthly salary. These contributions are collected by the Compulsory Health Insurance Fund (ISKSH) and used to finance public healthcare services. Public health insurance covers a range of services, including visits to general practitioners and specialists, hospitalization costs in public hospitals, and certain medications.

Optional Private Health Insurance

While public health insurance provides a baseline level of coverage, many Albanians opt for additional private health insurance. This is often due to the limited scope of public coverage, which may not cover all medical needs or may have limitations on access to specialists or advanced treatments. Additionally, public hospitals can experience long wait times for appointments and procedures. Private health insurance plans can address these limitations by offering broader coverage for medical services and medications, shorter wait times, and access to a wider network of healthcare providers, including private hospitals and clinics.

Who Pays for Optional Private Insurance?

The cost of private health insurance premiums in Albania can vary depending on the plan chosen and the level of coverage. In some cases, employees may choose to pay the entire premium for private health insurance themselves. Alternatively, some employers in Albania may offer private health insurance as a voluntary benefit, partially or fully covering the cost for their employees.

Albania's retirement system is structured around two pillars, offering a combination of public and private options for employees.

Public Pay-As-You-Go (PAYG) System

The public pension system is overseen by the Social Insurance Institute (SII). Employees contribute to the PAYG system throughout their working lives. To qualify for a full state pension, individuals need to meet the following criteria:

• Minimum Contribution Period: At least 15 years of contributions (gradually increasing to 20 years by 2037).
• Retirement Age: The current retirement age is 65 for men (gradually increasing to 67 by 2056) and 60 and eight months for women (gradually increasing to 67 by 2056). There are provisions for early retirement with a reduced pension amount.

The amount of the public pension is calculated based on a formula that considers factors like earnings, contribution history, and the average wage in Albania. Generally, public pensions provide a basic level of income replacement, but they may not be sufficient to maintain the pre-retirement standard of living.

Voluntary Private Pension Plans

Private pension plans offer an alternative or supplement to the public system and are entirely voluntary. These plans are typically defined contribution (DC) plans, where contributions are invested in the market, and the eventual retirement benefit depends on the investment performance. Private pension funds manage these plans, and individuals can choose from a variety of investment options with varying risk-return profiles. The primary benefit of private plans is the potential for higher returns compared to the public system, allowing individuals to accumulate a larger retirement nest egg.

Choosing Between Public and Private Plans

The decision of how much to contribute to each pillar depends on individual circumstances and risk tolerance. Here are some factors to consider:

• Desired Retirement Lifestyle: For those seeking a higher standard of living in retirement, private plans can be a valuable tool.
• Risk Tolerance: Private plans involve market risks, so individuals with a lower risk tolerance may prefer to rely more heavily on the public system.
• Financial Literacy: Understanding investment options and managing a private pension plan requires some financial literacy.