Global benefits insights: November 2025

A summary of the latest employee benefits changes from around the world | 6 minute read

United Arab Emirates

Abu Dhabi launches additional maternity support^{1, 2}

The Abu Dhabi Department of Community Development has announced additional support for Emirati women within the private sector.

Female employees will now be entitled to 90 days of paid maternity leave. This is an increase from the previous allowance of 60 days. Payment is up to AED 15,000 per month.

The requirements to qualify for leave and financial support are as follows:

Both parents hold an Abu Dhabi Family Book.
The newborn must have an Emirates ID.
The mother must work in the private sector.

There is also support offered for new parents with home visits being offered for first time parents by the Awnak team.

Peru

Introduces new law prohibiting dismissal of employees diagnosed with cancer^{3, 4}

On 4th September 2025, Law no.32.431 was published in the Official Gazette El Peruano, introducing changes to the labour and civil service regulatory framework.

This law introduces major changes regarding employment for individuals diagnosed with cancer. Employees, including those working less than four hours daily, on probation, or holding positions of trust, cannot be dismissed due to a cancer diagnosis or treatment.

For example, going from EUR 6.00 to EUR 8.00 would not benefit from an increase, but an increase from EUR 7.00 to EUR 9.00 would benefit from the tax saving.

The maximum limit may be raised to EUR 12.00 per day in 2027, but this has not yet been confirmed.
Employers are not required to offer the full maximum value.

Brazil

Increases maternity leave due to hospitalisation⁵

On 29th September 2025, a law was signed by the Brazilian President to change the Consolidation of Labor Laws (CLT).

Maternity leave is extended by up to 120 days for mothers whose babies are hospitalised for at least two weeks after birth.

The standard 120-day leave is paused during hospitalisation and resumes upon discharge, ensuring mothers receive four full months with their child.

The INSS (National Institute of Social Security) will cover this additional leave after the employer requests reimbursement.

Romania

Extends work from home rights⁶

Law no. 149/2025, which has amended the Labour Code since 9 October 2025, introduces new regulations for employees who have children with disabilities.

The new regulations provide extended rights for employees who care for a child or children with disabilities or are in special family situations. The new provision provides:

Up to 8 days of remote work or teleworking per month for parents of children with disabilities up to 18 years old.
An additional 2 days of remote working per month for each extra child, if the employee is caring for two or more children with certified disabilities.
The same right also applies to parents of twins, triplets, or other multiples, up to 18 years old, even if the children are not classified as having disabilities.

Employees requesting this provision must provide the child’s disability certificate.

Thailand

Expands maternity leave and parental leave⁷

Amendments to the Labour Protection Act will take effect from 7th December 2025

Amendments to the act will provide the following enhancements:

Maternity leave will rise from 98 to 120 days, with 60 days fully paid.
In the event that a newborn experiences health complications, disabilities, or serious illness during the standard maternity leave period, an additional 15 days of leave will be provided, compensated at 50% of the employee’s salary.
Spouses are entitled to 15 days of fully paid leave, which must be used within the first 90 days after the birth.

For employers with 10 or more employees, annual reports on employment and working conditions will now be required by the Department of Labour Protection and Welfare. This report is required in January each year.

India

Karnataka approves menstrual leave^{8, 9}

Announced on 9th October 2025, female employees in the public and private sector will now be able to benefit from menstrual leave.

Female employees are entitled to 12 employer-paid leaves per year (one per month), separate from medical, casual, or earned leave.

South Africa

Expands parental leave rights¹⁰

Effective from 3rd October 2025, the Constitutional Court ruled that the Basic Conditions of Employment Act was unfair and discriminatory.

The amendments now provide:

10 days of parental leave for all parents when a child is born, adopted or born via surrogacy.
When children are aged under 2 years old, one adoptive parent will be entitled to 10 weeks of leave, the other parent is entitled to 10 days.
When born by surrogacy, one parent will be entitled to 10 weeks of leave, the other parent is entitled to 10 days.

Both parents can share this leave, and benefits can be claimed from the Unemployment Insurance Fund (UIF) during the period.

Denmark

Expands bereavement leave¹¹

Effective from January 2026, bereavement leave will be extended to families with minor children in the event of the death of a parent.

Under the new leave policy, employees can take up to 12 weeks off and receive pay at the same rate as maternity benefits.

Minimum wage increases from 1st January 2026

Albania

The monthly minimum wage will increase from ALL 40,000 to ALL 50,000.¹²

Croatia

The monthly minimum wage will increase from EUR 970 to EUR 1,050.¹³

Czech Republic

The monthly minimum wage will increase by CZK 1,600 to CZK 20,400.¹⁴

Ireland

The hourly minimum wage will increase to EUR 14.15.¹⁵

Lithuania

The monthly minimum wage will increase from EUR 1,038 to EUR 1,153 and the hourly minimum wage will increase from EUR 6.35 to EUR 7.05.¹⁶

NFP’s guide to international benefits

Whether you’re a new start-up, a growing enterprise or an established international organisation, operating globally comes with its own set of unique challenges; from navigating legal and tax legislation to understanding local cultures, creating compliant and competitive benefits packages can be complex.

Our team of experienced international employee benefits consultants have written this guide to help you:

Achieve consistency in your international benefits strategy
Identify benefits to implement in each of your locations
Choose the right international benefits providers
Manage your international benefits efficiently
Monitor your strategy’s success

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This insights article is not intended to address any specific situation or to provide legal, regulatory, financial, or other advice. While care has been taken in the production of this article, NFP does not warrant, represent or guarantee the accuracy, adequacy, completeness or fitness for any purpose of the article or any part of it and can accept no liability for any loss incurred in any way by any person who may rely on it. Any recipient shall be responsible for the use to which it puts this article. This article has been compiled using information available to us up to its date of publication.

NFP contributors

Emma Bryant
International Technical Specialist, Employee Benefits

References