"We lost two engineers to competitors over the benefits package. After rebuilding with EU Presence, our offer-accept rate went from 60% to 88% in one quarter."
Kira Jørgensen
VP People · Series B SaaS · Copenhagen
Benefits · 27 EU states + UK · quote-based
Benefits that help you hire and keep the people you want.
Private health, pension top-ups, meal vouchers, life & disability, wellness stipends — the package employees expect, designed for each country you hire in. One vendor relationship, one enrollment flow, one invoice. Quoted per company because every country, every carrier, and every company shape costs differently.
The benefits stack
Three layers. One coherent package.
Statutory coverage is built in. Standard and Premium layers are where hiring competitiveness lives — the package that decides whether a Senior Engineer in Berlin picks you or the other offer.
Layer 1 · Statutory baseline
What every employee gets, by law.
Handled automatically through Employer of Record. Contributions are part of employer costs already in the EOR fee.
- Public health insurance enrollment
- State pension contributions
- Unemployment & disability insurance
- Parental leave accruals
- Paid vacation & sick leave
- Statutory 13th / 14th month (where required)
Included with EOR
Layer 2 · Standard package
What competitive employers offer.
The baseline for being seriously considered by mid-market tech talent. Private health + one meal / commuter benefit + one wellness credit.
- Private health insurance (top-up or primary in DE)
- Meal vouchers (Ticket Restaurant, Edenred, Pluxee)
- Commuter benefit or mobility card
- Private pension top-up (3–5% match)
- Life insurance (2–4× salary)
- Annual wellness stipend
Most chosen · quote on call
Layer 3 · Premium
What top-tier tech competes on.
For senior talent benchmarks. Dental, vision, dependents, mental health, extensive equity admin, learning budgets, family support.
- Everything in Standard
- Dental & vision cover, dependents included
- Mental health subscription (Unmind, Spring)
- Private pension top-up (up to 10% match)
- Equity admin tooling & tax support
- Learning & development budget
- Fertility, family & parental support
Custom build · quote on call
Coverage
Every country, a different standard package.
What's competitive in Berlin looks very different from what's competitive in Lisbon. We benchmark per market, every six months, against actual offers seen in the wild — not against last year's industry report.
DEGermany
FRFrance
ESSpain
ITItaly
NLNetherlands
PLPoland
IEIreland
PTPortugal
SESweden
DKDenmark
FIFinland
BEBelgium
ATAustria
CZCzech Rep.
RORomania
GRGreece
HUHungary
BGBulgaria
EEEstonia
LTLithuania
LVLatvia
HRCroatia
SISlovenia
SKSlovakia
CYCyprus
MTMalta
LULuxembourg
UKUnited Kingdom
Benefit categories
What you can actually offer.
01
Private health insurance
Top-up cover in public-system countries (DE, NL, FR) or primary-carrier cover in private markets. Dependents, dental, and vision as add-ons.
02
Meal & commuter vouchers
Ticket Restaurant, Edenred, Pluxee, Sodexo, SZÉP, Multisport — and every country's equivalent. Tax-advantaged where local rules allow.
03
Pension top-ups
Company-matched pension above statutory. Private pension plans (bAV DE, PPR PT, PRSA IE) set up per country with compliant vendor mapping.
04
Life & disability
Group life insurance (typically 2–4× salary), income protection, accident insurance, critical illness cover — carrier-matched per country.
05
Wellness & family
Mental-health subscriptions, gym reimbursements, fertility and family support, parental top-ups. Flexible stipends where local rules allow.
06
Equity admin
RSUs, options, ESPP processed through payroll with correct per-country tax treatment. Integrates with Carta, Pulley, and most cap-table tools.
Admin surface
One marketplace for every country.
Build your package per country in one view. Employees enroll through a self-serve portal in their language. Your finance team sees per-country costs, take-up rates, and utilization in one report.
app.eupresence.com/benefits
Packages
Catalog
Vendors
Employees
Country packages
DE
Standard package · DEDKV private health · BahnCard · bAV 5% match · Urban Sports Club
4 / 4 enrolled
Live
FR
Premium package · FRAlan mutuelle + dental · Swile TR · mobility credit · Moka.care
3 / 3 enrolled
Live
NL
Standard package · NLZorgverzekering top-up · pension ITP-style · lunch budget
2 / 3 enrolled
Enrolling
PL
Standard package · PLLuxmed · Multisport · PPK · life 2×
3 / 3 enrolled
Live
UK
Premium package · UKVitality · pension +5% match · life 4× · learning £1k
1 / 1 enrolled
Live
Take-up this quarter
Enrolled13 / 14 92.8%
Active vendors12
Monthly cost€14,120
Per employee avg€1,008
Coming up
NL final enrollment28 May
PL annual benefits review15 Jun
Q3 renewal window opens1 Jul
How it works
From discovery call to live package.
- Discovery call
60 minutes. We map your headcount by country, current packages (if any), target comp band, and hiring goals for the next 6 months.
- Package design
We draft a per-country package that hits your target positioning (Standard or Premium) and send a formal quote — costs, carriers, tax treatment, take-up assumptions.
- Vendor setup & enrollment
Once you sign, we set up the carriers per country (typically 2–3 weeks). Employees enroll via the self-serve portal; we handle everything on the carrier side.
- Ongoing administration
Renewals, claims support, new-hire enrollment, offboarding, annual benchmarking — managed by your dedicated benefits admin. You stay informed, not operational.
What you'll get in the quote
// Per-country line items, transparent Germany · 4 employees DKV private health €148 / emp / mo bAV 5% match €218 / emp / mo BahnCard second class €62 / emp / mo Urban Sports Club €40 / emp / mo France · 3 employees Alan mutuelle + dental €95 / emp / mo Swile TR (€9/day) €180 / emp / mo Forfait mobilités €50 / emp / mo // Full breakdown · all carriers named // Tax treatment noted per line // Monthly group-vendor invoice consolidated
The quote is a per-employee, per-country rate card — nothing hidden, no platform fees. Renewed and re-benchmarked annually.
Proof
Teams winning offers on package, not just salary.
Salary is table stakes above a certain level. What closes candidates is the full package — private health, pension match, meaningful wellness, and a meal card that shows up when they eat.
"French candidates stopped asking for Ticket Restaurant — they saw it in the offer letter. That single line moved deals."
Lucia Torres
Talent Lead · B2B SaaS · Paris
"Our first Berlin hire wanted full private health, not statutory. The carrier was live by his start date — one setup call handled it."
Omar Pedersen
Founder · Series A fintech
"Employees see take-up, cost, and renewal dates in one portal. I stopped being the benefits help desk."
Alice Grüber
Ops Lead · 40-person agency
2,000+Employees enrolled
27 + UKCountries covered
80+Carrier relationships
90%+Take-up on Standard package
Pricing
Quote-based. Here's why.
We can't publish a rate card — and you wouldn't want us to.
Benefits pricing depends on real inputs that change per deal: which country, which carrier, group size, demographic mix, and which package layer you want to land on. A rate card that averaged across those would be useless in both directions — it'd overprice small, simple setups and underprice complex ones.
Our discovery call produces a per-country, per-employee, per-carrier quote — a transparent breakdown you can compare line-by-line against any alternative. Quotes are valid for 60 days. Renewals are re-benchmarked annually.
01
Country & carrier
Private health in Germany runs €120–180 / employee / month. In Portugal, €45–80. Same coverage level, different markets.
02
Group size & demographic mix
Carriers rate-differentiate at 10, 25, and 50 employees. Age mix and dependents count both shift the premium.
03
Package depth
Standard vs Premium is a 2–3× cost delta. Adding dental, mental-health, and family benefits each add a discrete line.
04
Tax treatment
Some benefits are employer-paid and tax-free (meal vouchers FR). Others are grossed up (private health DE). That changes the net cost.
60-minute discovery call. Binding quote in 5 business days.
No obligation. Quote valid for 60 days. Annual re-benchmarking included.
Common questions
What people & finance teams ask us first.
Why isn't there a public rate card?
Every country's health, pension, and benefit economics are genuinely different — and within a country, carriers rate-differentiate by group size, age mix, and dependents. Posting an average would mislead both small and large companies. Instead we produce a per-country, per-employee, per-carrier quote in 5 business days. Fully transparent line-items, no platform fees.
Do we have to use EOR to get benefits?
In most cases yes. Benefits are administered through an employer relationship, and our EOR is that employer on your behalf. If you have your own EU entities, we offer standalone benefits administration — that's a separate Enterprise conversation.
Can employees pick their own package?
Within a country, yes — employees enroll through a self-serve portal where they can adjust dependents, add vision, or opt up a tier where offered. Your company sets the guardrails (fixed or flexible spend) when we design the package.
How does renewal and annual review work?
Every engagement is re-benchmarked annually. We review take-up, carrier performance, and market rate cards. You get a renewal report with recommended adjustments before the carrier's renewal window — not after you've auto-rolled into a worse rate.
What if we already have private health in some countries?
We can layer on top of your existing carriers, or migrate them cleanly. Migration typically takes one benefit cycle; we parallel-run and confirm no lapse in cover before cutover.
Are equity and bonuses part of benefits or payroll?
Technically payroll — and included with EOR at no additional cost. But benefits administration covers the tax-and-filing side of equity events, RSU vestings, and ESPP cycles. Both products work together for regulated comp like Dutch 30% ruling or Portuguese NHR.
The package that closes offers.
60-minute discovery call. A per-country, per-carrier quote by end of week. Benefits live across every country you hire in — before your next offer goes out.