Mandatory Bonus Checker
Check whether 13th-month pay, profit sharing, and holiday bonuses are legally required in your hiring country — with rates, payment dates, and the statutory basis where they apply.
| Bonus type | Required? | Basis |
|---|---|---|
| Required |
Country cells link to the regulator, statute, or an authoritative legal source where we verified a live page; jurisdictions without a confirmed live source stay unlinked rather than cite an unverified URL.
| Country | 13th-month | Profit sharing | Holiday bonus | Other statutory |
|---|---|---|---|---|
| Selected↗ |
Each country record is built from primary legislation and official government guidance. 13th-month requirements come from national labour codes and social-insurance regulations; profit-sharing rules reference tax-authority guidance and employment law; holiday-bonus requirements draw on labour-ministry publications and collective-agreement registers. Statutory minimums shown here can be superseded by sector-specific collective agreements that require higher rates, earlier dates, or additional categories — particularly in Germany, France, and Scandinavia. Verify against local counsel before you budget.
A 13th-month payment is roughly 8.3% of additional salary cost per employee — it belongs in your cost model from day one, not discovered in December when it falls due. In most markets the entitlement prorates by months worked, so mid-year joiners and leavers need careful accrual. When acquiring a business, unprovisioned bonus accruals are a balance-sheet liability that lands on the acquirer if missed in due diligence.
A statutory bonus is not optional and rarely offsettable: in most markets a mandatory 13th-month payment is legally separate from any contractual performance bonus, so paying one does not discharge the other. Treat these obligations as fixed employer cost, provision for them monthly, and confirm your EOR has loaded the correct rules at the time of hire.