Benefits Administration
Benefits your employees actually want, administered for you
Statutory contributions handled correctly and supplementary benefits built to compete locally. We manage enrollment, contributions, renewals, and claims support so your team gets a package that holds up against local offers.
Statutory and supplementary Enrollment to renewal Benchmarked per market
Two layers, both handled
Statutory benefits are what the law requires. Supplementary benefits are what wins the candidate. Most providers cover the first and leave you to figure out the second.
Statutory
Mandated contributions to retirement and provident funds, social security, gratuity, mandatory bonuses, maternity and paternity entitlements, and paid leave. Calculated at current rates, paid to the correct authority, and filed on schedule in each market.
Supplementary
Health insurance for the employee and dependants, life and accident cover, transport and meal allowances, and leave beyond the statutory minimum. Structured to match what strong local employers offer for that role and seniority.
What we manage
The administrative work behind a benefits package, from the day someone joins to the day they leave.
Enrollment
Employees are registered with insurers, funds, and authorities during onboarding, with dependants added where the policy allows. Coverage is active before their first working day.
Contributions and deductions
Employer and employee portions calculated each cycle, deducted correctly, and remitted on the required schedule. Every figure reconciles to the payroll register.
Policy selection and renewal
We hold the group arrangements, negotiate at renewal, and manage the transition if a policy changes. You aren’t sourcing insurers market by market.
Claims support
Employees deal with our team rather than an unfamiliar insurer in a language they may not use professionally. Claims questions come to us and we chase them through.
Benchmarking
We tell you what comparable employers in that market offer for that role, so your package is set deliberately rather than guessed at.
Changes and offboarding
Salary changes, dependant additions, policy switches, and coverage termination on exit handled without gaps or overlaps.
Why this decides whether people stay
Salary gets someone to accept. Benefits are a large part of why they stay, particularly in markets where good candidates are approached regularly and public healthcare varies in quality.
A package that looks generous from your head office can sit below local expectation, and you usually find out at resignation rather than at offer. We benchmark against what comparable employers in that market pay for that role, then build the package to sit where you want it.
The result is a decision you make with information, instead of one you discover was wrong six months later.
See how our Employer of Record service works
Common questions
Straight answers on cost, choice, claims, and what happens at exit.
Ask us directly →Administration is included. The cost of the benefits themselves, meaning insurance premiums and statutory contributions, is passed through at cost and shown as a separate line on your invoice. You see exactly what the coverage costs with no margin added by us.
Yes. Statutory benefits are fixed by law and non-negotiable. Everything above that is your decision. We tell you what comparable local employers provide, quote the options, and you set the level. The same standard can apply across your team or vary by role and seniority.
Through our team. They contact their account contact rather than dealing directly with an insurer in a second language, and we follow the claim through to resolution. This matters more than it sounds, because a difficult first claim experience does real damage to how employees see the arrangement.
Coverage runs to the end of the notice period or the contractual date, whichever applies, then terminates cleanly. Final gratuity, accrued leave payout, and any vested retirement entitlement are settled as part of the exit. Nothing is left open behind you.
Considerably. Mandatory contributions, gratuity rules, leave entitlements, and what employees expect on top all vary. We handle each market to its own rules while keeping your reporting and invoicing consistent across all of them. Benefits are delivered as part of our Employer of Record service.
Let’s talk about your benefits package.
Tell us the markets and roles you’re hiring for. We’ll come back with what comparable employers offer locally, the options available, and what each level costs.