The Workplace Perks Other Countries Have That You're Missing

Jan de Vries · 2026-07-28

You might think your country is ahead of the curve when it comes to workers' rights. But the truth is, a lot of nations around the world have already introduced benefits and protections that would make most employees' jaws drop. From paid menstrual leave to a guaranteed 13th month of salary, these aren't fringe ideas — they're the law in some pretty major economies. As the UK's 2025 Employment Rights Act rolls out through 2027 — starting with the removal of the earnings threshold for statutory sick pay this April — it's worth taking a step back. This is the biggest shake-up of UK workplace law in decades, and it's a big deal for job security and family rights. But even with these changes, the UK still lags behind in several key areas. Let's look at ten workplace rights that other countries already enjoy. ### The Right to Disconnect (France) France made headlines back in 2017 by giving employees the legal right to 'disconnect' from work communications outside of working hours. Companies with 50 or more staff are required to negotiate specific times when they can't contact you electronically. And France isn't alone — Australia, Ireland, Belgium, Spain, and Portugal all have similar rules. Australia's version, which kicked in during August 2024, goes even further. It bars employers from punishing workers who ignore after-hours calls or emails. The UK has no such right; the closest thing is the 48-hour average working week under the Working Time Regulations. That's a far cry from actually logging off and staying logged off. ### A Guaranteed 13th Month Salary (Brazil) Brazil's *décimo terceiro salário* has been a constitutional right since the 1960s. That means every formal employee gets an extra month's wages each year, paid in two mandatory installments. It's designed to boost the economy, help with end-of-year costs, and ensure workers can enjoy the holidays without financial stress. This isn't a discretionary bonus — it's a legal wage, owed pro-rata even if you're dismissed. Similar policies are mandatory across most of Latin America and in parts of Europe like Greece, Italy, Portugal, and Spain. The UK? Nothing comparable. ### Paid Menstrual Leave (Spain) In 2023, Spain became the first European country to introduce menstrual leave. Workers who experience periods that are medically certified as incapacitating get paid time off, with the state covering the cost from day one. It's a recognition that for some, this isn't just discomfort — it's a medical issue. The UK has no such provision, though it's a hot topic in parliament. It's one of those ideas that feels radical until you realize how many people it could genuinely help. ### Mandatory Commute Reimbursement (France) Here's another one where France is putting others to shame. French employers must reimburse at least 50% of the cost of public transport season tickets for the home-to-work commute. This covers all staff, including part-timers and trainees. In the UK, no employer is legally required to subsidise commuting at all. If you're paying $150 a month to get to work, that's a significant chunk of change that could be going back into your pocket. ### No More Interview Ghosting (Canada) In Ontario, Canada, new rules have made it illegal for employers to 'ghost' job candidates. Companies with over 25 employees must notify candidates within 45 days of their interview, letting them know whether they got the job or not. Employers who fail to respond could face fines of up to CA$100,000 (around $73,000 in USD). The UK has no comparable law, which means candidates are often left hanging for weeks or months. ### Board-Level Employee Representation (Germany) German law, specifically the *Mitbestimmungsgesetz*, requires large companies with over 2,000 employees to give workers half of the seats on their supervisory board. For companies with 500 to 2,000 employees, workers get one-third of the seats. This ensures employees have a real voice in top-level business decisions. The UK has nothing like this, which means workers often have no say in the strategic direction of the companies they help build. ### Flexible Hours with Real Flexibility (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 work location. And it's not just a request that gets ignored — employers must seriously consider it and provide a written, reasoned response. It's a far more practical approach to work-life balance than the rigid structures many people are stuck with. ### The Takeaway These aren't just nice-to-haves; they're laws that protect and empower workers in meaningful ways. As the UK continues to roll out its own reforms, it's worth asking: why can't we have some of these too? The conversation about what workers deserve is far from over, and these examples show that change is possible — even if it takes a while to get there.