As companies increasingly expand their hiring efforts across Asia, understanding the differences in salary structures and employee benefits is critical for attracting and retaining top talent while staying compliant with local laws. This guide provides a high-level comparison across several key countries in Asia, giving HR leaders and hiring managers a practical reference point.

Why Salary and Benefits Vary Across Asia

Asian countries differ significantly in labor laws, cultural expectations, tax systems, and economic conditions. A competitive salary in Vietnam may not have the same impact in Taiwan or the Philippines, and what’s considered a “standard” employee benefit in Thailand might be optional elsewhere.
That’s why global teams must go beyond compensation figures and understand the structure and expectations around total rewards.

Salary Structure Overview (2025) – Senior Software Engineer

Employee Benefits Comparison

Breakdown of Employee Benefits by Country

Vietnam

· Paid Leave: Around 12 days annually, depending on tenure and company policy.

· Health Insurance: Many companies offer employer-provided commercial health insurance, especially for mid to senior-level employees.

· Social Security: Mandatory participation covering retirement, unemployment, healthcare, and work-related injury.

· Remote Work Policy: Increasingly accepted, but varies greatly across industries and companies.

Philippines

· Paid Leave: Legal minimum is 5 days, but many companies offer between 10–15 days.

· Health Insurance: Public coverage via PhilHealth, often supplemented with private plans.

· Social Security: Mandatory (SSS), includes retirement, sickness, maternity, and disability benefits.

· Remote Work Policy: Widely adopted post-COVID, but policies vary by employer.

Taiwan

· Paid Leave: Starts from 7 days after one year of service and increases with tenure.

· Health Insurance: Universal public health insurance (NHI) is mandatory for all employees.

· Social Security: Includes labor insurance, health insurance, and employer-funded pension contributions.

· Remote Work Policy: Hybrid models are becoming more common, especially in tech industries.

Thailand

· Paid Leave: Minimum of 6 days annually, with variations by company.

· Health Insurance: A Public universal healthcare scheme is provided, with some employers offering private coverage.

· Social Security: Mandatory coverage for healthcare, retirement, and disability, co-funded by employers and employees.

· Remote Work Policy: Mostly hybrid; fully remote setups are less common.

Indonesia

· Paid Leave: Employees are entitled to 12 days annually, typically post-probation.

· Health Insurance: All employees must be enrolled in the mandatory JKN national health insurance program.

· Social Security: Enforced through the BPJS system, covering both labor and health programs.

· Remote Work Policy: Still in early stages of adoption; most companies prefer office-based work.

Key Takeaways for Global Hiring

1. Local expectations matter. A “market-rate” salary isn’t enough—candidates also evaluate bonuses, allowances, and leave policies.
2. 13th-month pay is often mandatory. Especially in countries like the Philippines and Indonesia
3. Government benefits vary widely. Some countries (like Taiwan) have strong public healthcare systems; others rely more on employer-provided coverage.
4. Cultural norms shape benefits. For example, providing rice or food allowances is more common in the Philippines and Indonesia.

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