Employee benefitsin North Macedonia

Mandatory public health insurance supports access to covered healthcare. Employees contribute through payroll: the ordinary health contribution is 7.5% of the applicable base, plus a separate 0.5% for occupational injuries and diseases during July–December 2026. This public protection is distinct from optional employer medical insurance.

Some technology employers provide private medical insurance in addition to compulsory public coverage. Success IT lists additional private health insurance for its Skopje team. Slice provides private insurance for some roles alongside its broader employee insurance arrangements; eligibility follows the role and employer policy. The medical plan determines covered treatment, exclusions and any employee cost.

Some technology employers provide access to a fitness membership. Success IT lists a Sportmaster membership for its Skopje team. Membership benefits and participating facilities follow the employer’s selected arrangement.

The compulsory social system includes an additional health contribution for occupational injury and disease, at 0.5% of the applicable earnings base for July–December 2026. This contribution supports public protection and does not remove the employer’s separate workplace-safety duties or establish a private liability-insurance limit.

For July–December 2026 payroll, mandatory social contributions total 28% of the applicable earnings base: 19.9% for pension and disability, 7.5% for health insurance, 0.5% for work-injury and occupational-disease health insurance, and 0.1% for unemployment insurance. The employer calculates, withholds and remits the employee deductions. These contributions finance separate public protections and do not constitute a voluntary employer insurance package.

Pension and disability insurance is part of compulsory social protection. The ordinary contribution for July–December 2026 is 19.9% of the applicable earnings base, withheld through payroll. Benefit eligibility depends on the pension and disability rules; the contribution percentage is a funding rate, not a pension replacement rate.

Unemployment insurance is funded by a payroll contribution of 0.1% of the applicable base for July–December 2026. The employer remits the employee deduction. Entitlement to an unemployment payment depends on insurance history and the circumstances of job loss; the funding percentage does not determine the payment amount.

Some technology employers provide additional vacation above the legal minimum. Success IT adds vacation days each year up to a total of 30 days. The employer’s policy determines progression and approval; this example does not establish a national service-based leave scale.

Some technology employers give employees their birthday off as an additional personal benefit. Success IT lists birthdays off for its Skopje team, separate from its annual vacation policy. The employer determines scheduling when the birthday is not a scheduled working day.

Some technology employers offer flexible working hours and the possibility of remote work. Success IT allows employees to work remotely and lists flexible hours in its Skopje benefits. The arrangement allows work away from the office, with scheduling and availability agreed with the employer.

Some technology employers fund employee learning. Success IT lists a learning budget for professional and personal training, courses and certifications. Slice reimburses its North Macedonia employees up to EUR 100 a year for personal development. These are individual employer policies, with eligibility and approved expenses set by the employer.