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Global Benefit Insights - June 2022


New Zealand proposes an Income Insurance Scheme

The NZIIS scheme would provide income at 80% of previous income for up to 7 months in the event of being laid off, redundancy, disability or if an employee would need to stop working due to health reasons. The benefit is capped at NZD 200,039 total for the period due to loss of work due to health conditions or disability. The benefit is offered to employees who have contributed at least 6 months of work within the last 18 months into the PAYE system.

The scheme is currently a proposal and not yet finalised. We will provide further updates as we receive them.


China to defer social insurance payments

The State Council of People’s Republic of China announced a temporary deferment of social insurance premium payment to support the enterprises which are affected by the pandemic.

This will help to provide momentary relief in the payment of premiums for social insurance by providing deferment at this time. There are 17 sectors that are included in the deferment such as manufacturing.


Increase to Jordan’s social security base cap

The Social Security Corporation for Jordan has announced an increase in the contribution base cap for the maximum monthly wage for 2022.

The social security contribution base cap has increased to JOD 3,394 ($4,780.30 USD) from JOD 3,349 ($4,716.90). The social security contributions remain at 14.5% for employers and 7.5% for employees.


Argentina Introduces Day Care Requirements

The Argentinian government recently introduced Decree No. 144/2022 that will be applicable from March 2023.

The degree mandates that employers with a headcount of 100 or more employees must provide onsite day-care facilities for children aged between 45 days and 3 years from March 2023. There is an option for employers to join together to provide shared day-care services, where those employers are within two kilometres of each other or within the same industrial/business park.

Should an applicable Collective Bargaining Agreement (CBA) be in place, it could offer a payment of a non-taxable childcare reimbursement that isn’t included in wages/salary for childcare expenses. The childcare expense reimbursement must meet the following criteria:

  • Must not be lower than 40% of the monthly minimum wage of caregivers (ARS 37,973 as of 1st March 2022), or,
  • The actual documented childcare expense.

The reimbursement amount shall be prorated for part-time employees. For those who work from home regardless of CBA Teleworkers, may be provided with a non-taxable reimbursement under the same guidelines.

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