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Structured profit-sharing combined with equity pools or RSUs that make employees direct beneficiaries of company growth.

Monthly reimbursement or direct payment of daycare and early-education fees for employees' children, up to the age limit set in collective agreements (typically 6 or 7 years).

Elderly care, typically with home care or home assistance.

Paid leave beyond legal minimums (120-day maternity and 5-day paternity in Brazil), extending coverage to both parents and, in some cases, adoption and legal guardianship.

Cash bonuses after childbirth plus coverage for fertility treatments and egg freezing.

Subsidy for fertility and egg freezing.

50% of a deceased employee's salary paid to their spouse or partner for ten years, plus monthly support per minor child.

Breakfast and lunch free in warehouses/headquarters.

Access to care advocates and virtual access to providers who specialize in menopause support

Paid time off when a close family member passes away, with a consistent policy across countries or business units beyond local statutory minimums.

Emotional support program with free or subsidized therapy sessions, usually via telehealth or partner clinics. One of the fastest-growing wellness benefits in the Brazilian market since the pandemic.

Formal hiring policy with reserved roles or dedicated recruitment processes for underrepresented groups, including people with disabilities, women, Black candidates, and other populations defined in the company diversity plan.

Formal permission to work legally from another country for a fixed period each year (typically 30–90 days), without contract or tax changes.