The Workplace Perks Other Countries Already Enjoy (And the U.S. Doesn't)

Jan de Vries · 2026-07-28

The conversation around workplace rights is heating up, and for good reason. While the U.S. has made some strides, there's a whole world of employee protections that many Americans have never even heard of. From mandatory 13th-month salaries to the legal right to ignore your boss after hours, these policies are reshaping how people think about work-life balance. It's easy to assume the U.S. leads the pack on labor standards, but the reality is that we're actually falling behind in several key areas. Let's take a look at ten workplace rights that other countries already have—and why they matter to you. ### The Right to Disconnect (France, Australia, and More) France made headlines back in 2017 when it legislated the "right to disconnect." This means companies with 50 or more employees must negotiate specific hours when staff can be contacted electronically. Australia took it a step further in August 2024, making it illegal for employers to punish workers who don't answer calls or emails outside working hours. Ireland, Belgium, Spain, and Portugal have similar laws on the books. The U.S. has no such federal protection. The closest thing we have is the Fair Labor Standards Act, which governs overtime pay but doesn't address after-hours communication. For many American workers, the expectation to be "always on" is simply part of the job. ### The 13th Month Salary (Brazil and Beyond) In Brazil, the "décimo terceiro salário" has been a constitutional right since the 1960s. Employers must pay every formal employee an extra month's wage each year, split into two mandatory installments. It's designed to boost the economy and help workers cover holiday expenses. This isn't a discretionary bonus—it's a legal wage owed pro-rata even if you're dismissed. Similar policies exist across most of Latin America and parts of Europe, including Greece, Italy, Portugal, and Spain. In the U.S., we rely on year-end bonuses that are often at the employer's discretion, leaving many workers without any guaranteed extra income. ### Paid Menstrual Leave (Spain) Spain became the first European country to introduce paid menstrual leave in 2023. Workers with medically certified incapacitating periods get paid time off, funded by the state from the first day of absence. This policy acknowledges that some employees physically cannot work during their cycle. While this remains a hot topic in U.S. politics, no federal or state law currently provides this protection. Critics argue it could increase hiring discrimination, but supporters say it's a basic health issue. ### Commute Reimbursement (France) Imagine getting paid back for half of your commute. In France, employers must reimburse at least 50% of the cost of public transport season tickets for the home-to-work journey. This covers all staff, including part-timers and trainees. In the U.S., commuting costs are almost always the employee's responsibility. With rising gas prices and public transit fares, this would be a welcome relief for many American workers. ### No More Interview Ghosting (Canada) Getting ghosted after an interview is frustrating, but in Ontario, Canada, it's now illegal. Companies with over 25 employees must notify candidates within 45 days of their interview about whether they were successful. Employers who fail to respond could face fines up to CA$100,000 (roughly $73,000 USD). The U.S. has no comparable law, leaving job seekers in limbo for weeks or even months. A simple courtesy like this could dramatically improve the hiring experience. ### Board-Level Employee Representation (Germany) German law requires large companies with over 2,000 employees to give workers half the seats on their supervisory board. Companies with 500 to 2,000 employees must reserve one-third of the seats. This ensures the workforce has a real voice in top-level business decisions. In the U.S., corporate boards are typically filled with executives and investors, with little to no direct employee representation. This difference highlights a fundamental divide in how we view corporate governance. ### Flexible Working Hours (Netherlands) The Dutch Flexible Working Act allows employees at firms with more than 10 staff to request fewer hours, a different work schedule, or even a different location. Employers must seriously consider these requests and can only refuse under specific circumstances. While some U.S. companies offer flexible arrangements, it's not a legal right. The pandemic shifted attitudes, but without legislation, these benefits can disappear as quickly as they appeared. ### What This Means for American Workers These examples show that the U.S. has room to grow when it comes to workplace protections. While we excel in some areas, like anti-discrimination laws, we lag behind on basic human rights like the ability to disconnect or receive guaranteed extra pay. If you're an employer, consider implementing some of these policies voluntarily. It could boost morale, retention, and productivity. If you're an employee, knowing your rights—and what's possible—is the first step toward advocating for change. The future of work is evolving, and these global examples offer a roadmap for what's possible. The question is: will the U.S. catch up?