PostHog Handbook Library / People

995 words. Estimated reading time: 5 min.

# Benefits

Outside of our generous pay and equity, we also offer several other exceptional benefits to our team. We want to provide exceptional benefits when it comes to things that help you do your job better, and in line with the market for well-funded startups for everything else.

If you have any ideas for how we can improve our benefits offering, then please let us know!

### Time off

Everyone in the team has unlimited, permissionless time off.

We also offer parental leave for new parents.

### Equipment and co-working

As we are fully remote, we provide all equipment you need to have an ergonomic setup at home to be as productive as possible. We provide all team members with a company card for this purpose.

If you ever need change of scenery, co-working or working from a cafe or WeWork All Access are available, just follow our expense policy e.g. we trust you to do the right thing.

> Please message Kendal to get added to our company WeWork account.

### Meeting up

We do regular team offsites - recent trips have included Mexico, Aruba, Iceland, and Portugal! Small Teams also have their own offsites at least once a year.

We also encourage people and teams to meet up in person _in addition_ to the offsites. If you are working on a problem that is better worked on in person, then you should do this. Our expense policy is about trusting you to make the best decisions. Travelling can be distracting so we expect you to exercise judgement when doing this.

### Free merch

People like our merch. If you want more, here's how to get it!

As always, we expect you to use this with restraint and with your own good judgement. The merch store should not become your sole source of clothing for your wardrobe, nor where you go any time a friend has a birthday. But sure, go ahead and buy your mom (or yourself) a hat or a hoodie!

Please note that any free merch received outside of your birthday kit, work anniversary kit, or new hire kit is considered a taxable benefit in most jurisdictions and may be subject to tax. If you have questions about how this applies to you, we recommend checking with your local tax advisor.

### Support open-source projects

Everyone gets a monthly open-source sponsorship budget to spend as they see fit to support open source projects of their choice.

### We'll be your first investor

We'll be your first investor and biggest cheerleader, if you spend two years at PostHog and leave to start a new company. We're looking for entrepreneurs and a strong Why not now?!

### Learning and development

We currently offer a Training budget and free books - you can find more on the relevant pages.

### Country specific benefits

> With everyone being distributed across the world, we do our best to provide the same benefits to everyone, but they vary slightly by country depending on the services that are available and local regulations.

#### US

##### 401k contribution

In the US, our 401k plan is managed by Vestwell and we match up to 4%.

##### Health care

In the US, you'll enroll in benefits through BambooHR and manage your coverage through UnitedHealthcare for medical and Guardian for dental and vision. PostHog pays 100% of the premium of the Platinum plan for team members, and 75% for dependents.

We offer the option to opt in to a Flexible Savings Account (FSA), which is a tax-advantaged account that allows you to contribute pre-tax dollars up to $3,400 per year to be used on out-of-pocket medical expenses. The FSA is a "use it or lose it" benefit, so any dollars that are not spent by the end of the year return to the company.

There is also the option to choose a lower tier, high deductible health plan (HDHP), which will qualify you for a Health Savings Account (HSA) that has further tax benefits beyond what the FSA provides. At the end of the year, any unused money rolls over and the contribution limit resets.

#### UK

##### Pension

In the UK, we use Royal London. Team members contribute 5% and PostHog contributes 4%, but you can opt out if you like. You can also transfer out of the plan as frequently as you want, in case you would rather manage your own private pension. If you wish to increase your own pension contributions, you can download the Parallel Employee benefits app and submit the request.

##### Private health insurance

In the UK, we use Aviva for private healthcare (£100 excess per policy year) and Medicash as our cash plan for dental and vision. Children are included for free. Both of these are taxable benefits which will affect your Personal Allowance each tax year, and you can opt out at any time with 1 month notice.

##### Nursery

In the UK, we offer the workplace nursery scheme. This enables you to pay for your children's nursery using your pre-tax salary, saving you up to 45% in nursery fees.

If you are interested in this, first check with your nursery that they are part of the scheme, then message Kendal to get this set up.

##### Cyclescheme

In the UK we offer Cyclescheme to save money on new cycling gear. To get started, activate your Cyclescheme account via the Workplace Extras registration form.

#### Other countries

##### Pensions

In countries where you are employed under Deel's EOR service, we make pension contributions in line with legal requirements.

> Unfortunately, we are currently legally unable to provide pensions to contractors.

##### Private health insurance

We offer private health insurance in countries where it is considered market to do so. For Ireland, Spain, Netherlands, Portugal & Canada the health insurer varies depending on market and offering via the Deel platform and can be subject to change. Please login to Deel to find the policy relevant to your market or reach out to the Ops team if you have any questions.

Canonical URL: https://posthog.com/handbook/people/benefits

GitHub source: contents/handbook/people/benefits.md

Content hash: `96f042ae2c698953`

Static reader notes

- `MDX_COMPONENT_STATIC_ADAPTER`: Adapted interactive MDX components for static reading: PrivateLink.