French Polynesia, an overseas collectivity of France, follows French labor laws with some local adaptations. This results in a comprehensive set of mandatory employee benefits for workers in French Polynesia.

Social Security Coverage

The cornerstone of French Polynesia's social security system is the Caisse de Prévoyance Sociale (CPS), a social welfare organization covering all employees, self-employed individuals, and those under the solidarity scheme. Employers and employees contribute mandatory social security contributions to the CPS, typically deducted from salaries. CPS contributions finance various benefits, including:

• Healthcare: Access to medical care and reimbursements for medical expenses.
• Maternity/Paternity Leave: Paid maternity and paternity leave.
• Family Allowances: Financial assistance for families with children.
• Unemployment Benefits: Income support for unemployed individuals who meet eligibility criteria.
• Disability Benefits: Financial assistance for employees with disabilities.

Specific contribution rates and benefit details might be subject to change. Consulting the official CPS website or seeking professional guidance is recommended for the latest information.

Minimum Wage

French Polynesia, like mainland France, has a legal minimum wage set to ensure a base level of income for all employees. The minimum wage may vary depending on factors like qualification level and profession.

Paid Time Off

Employees are entitled to paid annual leave, typically accruing at a rate of 2.5 working days per month. French Polynesia observes several public holidays throughout the year, with employees receiving paid time off on these days.

Other Mandatory Benefits

Employers are required to provide employees with a minimum notice period before termination, depending on the length of service. French Polynesia adheres to French health and safety regulations, ensuring a safe work environment for employees.

In French Polynesia, employers often provide attractive optional benefits packages to recruit and retain top talent. These perks can range from supplementary health insurance and wellness programs to financial security measures and work-life balance initiatives.

Health and Wellness

Employers may contribute to a supplementary health insurance plan, known as Mutuelle complémentaire, that covers additional medical expenses like dental care or vision. Companies may also offer wellness programs, such as on-site fitness facilities, gym memberships, or sponsorship for employee participation in sports leagues to promote a healthy lifestyle.

Financial Security

Beyond mandatory contributions, employers can offer programs that match employee contributions to private retirement accounts. Some companies might also share a portion of their profits with employees, giving them a stake in the company's success.

Work-Life Balance

Flexible work arrangements are another optional benefit. This could include telecommuting options, compressed workweeks, or flextime schedules that allow employees to manage work around personal commitments. Employers may also offer more than the minimum five weeks of annual leave, which can be a significant perk, especially considering French Polynesia's focus on leisure activities. Childcare assistance, such as subsidies for childcare costs or on-site daycare facilities, can also ease the burden on working parents.

Other Perks

In French Polynesia's bilingual environment, fluency in French and Tahitian is valuable. Companies may offer language courses to enhance employee communication and cultural understanding. Financial aid for employees pursuing further education or professional development programs demonstrates a commitment to employee growth. Additionally, companies can negotiate discounts with local businesses on everything from gym memberships to groceries, providing valuable savings for employees.

In French Polynesia, the social security system provides universal health coverage. This is crucial knowledge for both employers and employees.

Caisse de Prévoyance Sociale (CPS)

The mandatory health insurance program in French Polynesia is administered by the Caisse de Prévoyance Sociale (CPS). All employees, regardless of nationality, are required to contribute and enroll in the CPS upon commencing employment. Employers are obligated to withhold the employee's contribution and pay their own share towards social security.

Coverage and Benefits

The CPS covers a broad range of medical services, including hospitalization, doctor visits, medications, and maternity care. The specific coverage details and reimbursement rates are outlined by the CPS and may evolve over time.

Additional Considerations

While the CPS offers a solid foundation, some employers might contribute to a supplementary health insurance plan (mutuelle complémentaire) to cover additional expenses not covered by the base plan, such as dental or vision care.

French Polynesia ended its mandatory health insurance requirement for visitors in March 2022. However, due to the remoteness of the islands, travel medical insurance is still highly recommended for visitors to cover any medical emergencies that might arise during their stay.

Adherence to these guidelines ensures both employers and employees comply with French Polynesia's health insurance regulations, providing a secure healthcare safety net for all.

In French Polynesia, the retirement system is a blend of a mandatory public plan and options for private savings.

Mandatory Public Plan - Caisse de Retraite de la Polynésie Française (CRPF)

The Caisse de Retraite de la Polynésie Française (CRPF) is the primary public pension plan for all employees in French Polynesia. Contributions to this plan are compulsory for both employers and employees, with a fixed percentage deducted from each paycheck and matched by the employer. The CRPF provides a pension benefit upon retirement, which is calculated based on salary and contribution history.

Supplementary Retirement Savings

While the CRPF provides a basic foundation, it may not be enough to maintain one's pre-retirement standard of living. Therefore, there are additional options for retirement savings:

Retirement Savings Plans (PER)

Employers may offer retirement savings plans (PER - Plans d'épargne retraite) that allow employees to make voluntary contributions with potential tax benefits. These plans are regulated by the Autorité des marchés financiers (AMF), the French financial markets authority.

Individual Retirement Accounts

Employees also have the option to open individual retirement accounts (IRA) at private financial institutions. French tax regulations may vary on contribution deductibility and withdrawal rules, so it is recommended to consult with a financial advisor.