Adobe

Donation-matching program or corporate credits letting employees support nonprofits and social causes, often boosted during seasonal campaigns.

Program letting employees buy company stock at a discount to market price, usually through payroll deductions during periodic purchase windows.

Access to professional financial guidance — wealth planning, investing, taxes, or debt — sponsored or subsidized by the employer for employees and, in some cases, dependents.

Annual global award recognizing employees who exemplify company values and make a significant contribution to the business throughout the year.

Formal recognition and financial rewards for employees who file patents and inventions related to their work at the company.

Reimbursement or financial subsidy for adoption-related expenses — legal fees, agencies, travel, or documentation — complementing but distinct from adoption parental leave.

Monthly benefit for grocery purchases at supermarkets and food stores, intended for home meal preparation. Common in collective bargaining agreements, with up to 20% payroll co-pay.

Monthly card or credit for ready-made meals at restaurants, bakeries, and cafés during the workday. Regulated under Brazil's worker food program, with employee co-pay capped at 20% of the benefit cost.

Medical and hospital coverage through a partner health insurer, typically with partial or full employee co-pay. The most sought-after benefit among Brazilian professionals and nearly universal at mid-to-large companies.

Group policy paying beneficiaries in the event of death or permanent disability. A market standard in formal employment contracts, often extended to dependents.

Monthly credits for books, courses, professional micro-certifications, or continuous education.

One paid day off per year to donate blood, requested in advance from your manager and subject to documentation when required by the employer.

Up to two paid days off per year to vote when work hours would otherwise prevent attending the polls on election day.

Guaranteed leave for mandatory military service or armed-forces call-up, preserving employment and return-to-role rights per law and company policy.

Vacation allowance for employees, allowing a full leave without interruptions.

Formal option to take unpaid time away for personal reasons, typically 1–3 months (extendable with approval), after paid time off is exhausted and with a minimum tenure requirement.

Company car, subsidized leasing, or monthly allowance for car maintenance, fuel, and insurance — distinct from transit passes or urban mobility subsidies.

Dedicated coverage or subsidy for physiotherapy, orthopedics, chiropractic care, ergonomics, and treatment of muscle, bone, and joint conditions, including posture assessments and RSI prevention.

Employer-sponsored preventive physical health initiatives — fitness programs, activity challenges, wellness apps, health assessments, and coaching — with or without a separate gym membership benefit.

Annual or periodic allowance reimbursed against receipts for eligible wellness expenses — fitness gear, apps, massage, complementary therapies — distinct from pre-loaded flexible spending wallets.

Protection and assistance package for business trips — emergency medical coverage abroad, 24/7 security and logistics support, delayed or lost baggage reimbursement, and accident insurance while traveling on company business.

Full relocation support for international or interstate hires: flights, visa sponsorship, temporary housing, moving costs, and spouse integration.