In North Macedonia, a range of mandatory employee benefits are provided as per the law. These benefits aim to offer financial security and time off for workers.

Mandatory Leave

Employees are entitled to a minimum of 20 working days of paid annual leave, with a maximum of 26 days for full-time employees. Part-time employees receive a minimum of 10 days. Employers are required to pay employees a salary for up to 30 days of sick leave. After that period, the amount of pay received depends on the duration of the illness:

• Up to 7 days: 70% of regular salary
• Up to 15 days: 80% of regular salary
• Over 15 days: 90% of regular salary

Employees are entitled to paid time off on all official North Macedonian public holidays. In addition to the above, employees may be entitled to additional paid leave for specific reasons, such as marriage, bereavement, military service, and educational needs. The exact amount of leave and eligibility may vary depending on the collective agreement or individual employment contract.

Social Security Contributions

Employers in North Macedonia are required to make social security contributions on behalf of their employees. These contributions cover various benefits, including:

• Pension: Employers contribute 18.8% of an employee's salary towards their pension.
• Health Insurance: Employers contribute 7.5% of an employee's salary towards health insurance.
• Unemployment Insurance: Employers contribute 1.2% of an employee's salary towards unemployment insurance.

In North Macedonia, employers often offer additional perks to attract and retain top talent. These optional employee benefits can set a company apart from its competitors.

Educational Assistance

Companies may provide financial aid or tuition reimbursement for employees pursuing degrees or certifications relevant to their work. Additionally, employers might cover costs for workshops, conferences, or training programs that enhance employees' skills but aren't directly tied to their current role. These benefits demonstrate a commitment to employee development and can boost employee morale and engagement.

Health and Wellness

Some employers provide private health insurance plans that supplement the national healthcare system, offering employees more choice and potentially faster access to care. This benefit can be particularly attractive to employees with families or those seeking more comprehensive healthcare coverage.

Financial Security

Companies might offer retirement savings plans beyond the mandatory state pension plan, allowing employees to save more for their future. This benefit helps employees feel secure about their financial well-being in retirement.

Work-Life Balance

Employers may offer flexible work schedules, remote work options, or compressed workweeks to help employees achieve a better work-life balance. This benefit caters to employees who value flexibility and autonomy in their work schedules.

Additionally, some companies might subsidize gym memberships, organize team-building events, or offer discounts on recreational activities to promote employee well-being and foster a positive work environment. These perks can help reduce stress, improve employee morale, and boost team spirit.

Offering employee perks is not as common in North Macedonia as in some other countries. The specific benefits offered by an employer will vary depending on the company's size, industry, and budget.

In North Macedonia, a social health insurance system is in operation, making health coverage mandatory for both employers and employees.

Employee Share

Employees in North Macedonia are required to contribute 7.5% of their gross salary towards health insurance. This contribution is automatically deducted by the employer and paid to the Health Insurance Fund.

Employer Share

Employers are not obligated to contribute directly to employee health insurance beyond the mandatory social security contributions. However, they are responsible for calculating, withholding, and remitting the employee's contribution along with their own social security contributions.

These contributions collectively fund the public healthcare system, ensuring basic medical coverage for all insured individuals.

Family Coverage

Employees can extend their health insurance coverage to their spouse and dependent children (up to age 18 or 26 if enrolled in higher education) by paying an additional 0.5% contribution on their gross salary.

North Macedonia features a multi-pillar pension system, offering a combination of public and private plans to provide retirement income for employees.

Public Pension Scheme

All employed individuals, self-employed persons, and farmers in North Macedonia are mandatorily enrolled in the public pension scheme administered by the Pension and Disability Insurance Fund (PDIF). This scheme operates on a pay-as-you-go basis, meaning contributions from current workers directly fund benefits for retirees. The amount of the retirement pension is determined by a formula that considers the employee's average salary, years of contributions, and gender. Men typically qualify for a slightly higher pension than women due to the earlier retirement age for women. This public scheme provides a foundation for retirement security in North Macedonia.

Private Pension Plans

In addition to the mandatory public scheme, employees have the option to participate in voluntary private pension plans:

Fully Funded Pension Plans

These are voluntary, defined contribution plans offered by licensed pension management companies. Employees contribute a portion of their salary (up to a set limit) to their individual accounts within the plan. These contributions are invested in the financial markets, with the potential for growth over time. Retirement benefits are based on the accumulated contributions and investment returns in the employee's individual account.

Supplementary Pension Plans

These are voluntary plans offered by employers, banks, or insurance companies. They can be defined benefit or defined contribution plans, with varying contribution structures and benefit formulas. Participation in these voluntary plans allows employees to save additional funds for retirement, potentially achieving a higher standard of living after retirement.

The decision to participate in voluntary plans is individual and depends on factors like risk tolerance, retirement goals, and expected public pension benefits. Employees should carefully research different plan options and investment strategies before making a decision.