Findings Report

Global Benefits

Despite the pandemic, companies of all sizes continue to expand across the globe in an effort to find the best talent. This report provides insights into how companies are strategically approaching global operations to support a global workforce and building benefits programs that balance local market practices with global consistency. While this report focuses on benefits for local nationals, see our Global Mobility Report to dive deeper into how companies are caring for expatriates and global business travelers.

Global Benefits

Global Presence

The percentage of companies with employees outside the U.S. has continued to grow even during the pandemic. As we’ve seen in the past, tech companies and larger companies are far more likely to support a global workforce. As a sign of the continued growth to come, a significant majority of companies also expect to both expand their operations to new countries and increase the size of their global workforce over the next 3-5 years.

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U.S. companies have a larger presence in EMEA than elsewhere, but larger average employee populations in APAC. These are also the regions where companies more often report having local HR resources.

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Presence by Country
Employee Count by Country

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Global Strategy

Companies are increasingly deploying global strategies to establish and manage local benefit plans around the world. These strategies typically address such issues as competitiveness, financing, employee cost sharing, plan flexibility, risk tolerance, and plan design preferences. Some companies also have a global governance framework that defines responsibilities, authorities, and decision-making protocols for benefits globally. Strategically, the majority of companies aim to provide benefits that balance the local practice in each country with the desire to provide certain benefits to their entire global workforce.

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Employee Benefits

The provision of benefits for non-U.S. employees remains widespread, with significant variances from country to country and from employer to employer. Factors impacting a company’s decision to provide benefits include the number of employees in each country, changing local competitive practices, and in some countries, evolving mandatory requirements. Cash stipends in lieu of benefits are typically provided where local populations are very small and a group plan cannot be implemented.

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Healthcare +

Global EAPs

A significant trend in benefits offered globally is the growth in mental health support, with over a quarter of companies offering a global Employee Assistance Program (EAP) to employees outside the U.S. In addition to traditional EAPs, we have also seen a double digit increase in emotional wellbeing support via emerging app-based services.

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Other Benefits

Companies are offering a growing range of non-traditional benefits addressing employee mental health, physical wellbeing, family formation, and financial support. These
are often used as “signature” benefits to reinforce a common company culture or global employment brand, in addition to locally appropriate benefits. Providing the right level of parental benefits is becoming more of a priority among global companies, and many are reviewing their parental leave policies outside the U.S and choosing to supplement country-based mandatory paid leave for employees. An overwhelming majority of companies also opt to offer stock or other ownership vehicles for global employees.

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Signature Benefits
Parental Leave Strategy
Parental Leave PTO
Stock Incentives
Third-Party Apps

DEI Strategy

Diversity, Equity & Inclusion (DEI) has become a pillar in the culture and overall mission of global companies. While DEI has generally permeated across several facets of corporate philosophy, it has become especially relevant within employee benefit programs to ensure equitable benefit offerings irrespective of country or local healthcare arrangements. Companies have also maintained efforts at inclusion despite the pandemic, with a majority still facilitating global travel to foster a collaborative atmosphere across the countries in which they operate.

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DEI Focus Areas

Pandemic Response

The global presence of some companies was directly impacted by the pandemic. While a percentage of companies reported closing global operations (or delaying expansion plans) due to the pandemic, others are planning to expand global operations for the same reason. The changing nature of the pandemic reflects the variety of responses companies have around employees working from home (WFH) in countries other than their country of residence and whether they can receive local benefits in those new countries.

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Global WFH
Global WFH Benefits
Expansion Delays


Insights from this report represent data collected from Sequoia’s 2022 Dataforest DEI survey, and anonymized information and trends from our database. Dataforest is refreshed periodically with updates from new survey submissions.

Learn more about our data sources and methodology →

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