Employee benefits in the Life Science industry

Health insurance provided by your employer is the most common employee benefit in the private Life Science sector.

Health insurance gives you quick access to treatment and specialists, which can reduce sick leave and improve quality of life. For many, it also provides financial security by avoiding long waiting times in the public system.

The value lies in both prevention and the assurance of fast help when needed. That is why many employees prioritise this benefit highly.

Many modern schemes also cover children, and sessions with psychologist are increasingly included.

In addition to avoiding long wait in the public system, private health insurance also has significant financial value. For example, 10 sessions with a psychologist can easily cost more than DKK 4,000 out of pocket.

89% of our privately employed members have health insurance through their employer.

Subsidised lunch is a popular benefit – and in addition to saving money in daily life, it supports wellbeing and social relations at work. Many people appreciate not having to prepare lunch during a busy day.

Although the financial value may seem modest, it adds up over a year. It also creates a shared space for breaks and social interaction with your colleagues.

Most employees already contribute to the canteen scheme, so it may feel like a smaller benefit. However, employers often cover a large part of the cost, meaning employees rarely pay the full, actual cost.

If the employer covers half the cost, it typically results in savings of between DKK 4,000 and 5,000 per year.

68% of our privately employed members have subsidised lunch.

The option to work remotely has become a key part of working life. The flexibility offers better work-life balance and can significantly reduce commuting time. For many employees, it also increases productivity, as they can plan their day more efficiently and focus on complex tasks.

The value is both practical and mental, as flexibility often leads to greater job satisfaction. It is also increasingly expected in knowledge-based roles.

The main value is often the time saved on commuting. Many employees spend at least 60 minutes travelling every day. If you calculate it based on the median salary of DKK 77,297 per month, divided by the standard monthly working hours of 160.33 hours and multiplied by average number of weeks per month (4.33), one remote workday per week corresponds to approximately DKK 2,087 per month before cost of transportation.

65% of our privately employed members have flexible working arrangements.

When your employer pays for your internet connection, it supports flexible work and working from home. It is a practical benefit that ensures stable access to work tools without extra costs.

Employer-paid internet is particularly attractive because it is tax-free. However, it requires access to your employer’s servers and systems to perform your work from home.

The value is typically around DKK 3,500 per year, although employers may set a limit. Because it is tax-free, the real value is often higher. The value may be lower if you share a household where someone else already has the same benefit.

64% of our privately employed members have employer-paid internet.

A company-paid phone remains common and offers both financial and practical benefits. You avoid paying for subscriptions and equipment, which can be a noticeable saving. It also ensures that you have the tools needed to stay available and work efficiently.

The perceived value varies. The state sets the taxable value at DKK 3,500 per year, meaning you are taxed on this benefit. If the phone is used only for work, it is not taxed.

Modern phone prices and the short lifespan of phones mean many members see this as a real benefit.

59% of our privately employed members have a company-paid phone.

Many members are covered by a bonus scheme linked to performance or company results. A bonus can be a significant financial benefit and often acts as a motivator. It can also create a sense of involvement in the company’s success.

The value varies from year to year, making it less stable than salary. Still, it can be an important part of total compensation.

Bonus schemes vary widely between companies, so it can be difficult to generalise. We recommend contacting Pharmadanmark’s legal team for individual advice on your specific scheme.

According to our salary statistics, the median bonus in 2025 was approximately DKK 112,000 per year.

Bonus schemes in the Life Science industry can amount to significant sums, and according to the salary statistics, the median bonus in 2025 was approximately DKK 112,000 (annual bonus). It is therefore one of the benefits with the highest overall value.

57% of our privately employed members have a bonus scheme.

Free parking is especially valuable for commuters. In areas with high parking costs, it can lead to significant savings. It makes everyday life easier and reduces stress related to transport. It can also influence the choice of workplace, especially outside major cities.

The value depends on your individual transport needs, but for many it is a practical and attractive benefit.

In some cases, the value can be close to 0 and simply a practical requirement for getting to work. This is typically the case if the workplace is located outside larger cities.

For others, the value can be significant. A paid parking space in a major city can cost more than DKK 1,000 per month. In many cases, parking is paid through a salary-scheme, meaning the saving comes from lower taxation rather than direct financial gain. Free parking is therefore funded through a tax advantage and is more practical than financial in value.

45% of our privately employed members have free parking.

Although relatively few of our members have shares or stock options, they are more common in the Life Science industry than in many other sectors. Pharmadanmark is therefore one of the few unions that advises on these schemes and offers discounted access to one of the country’s leading tax experts.

Shares and stock options give you the opportunity to benefit from the company’s long-term value creation. The potential can be significant, but it also involves risk, as the value depends on the company’s performance.

For employees in growth companies, this can be a particularly attractive benefit. The value is uncertain and can fluctuate, but these schemes also have the greatest financial potential beyond salary.

19% of our privately employed members have share option schemes.