Employee benefits in the Life Science industry

Health insurance through an employer is the most common employee benefit in the private Life Science industry.

Health insurance provides fast access to treatment and specialists, which can reduce sick leave and improve quality of life. For many employees, it also creates financial security by helping them avoid long waiting times that may occur in parts of the public healthcare system.

The value lies both in the preventive aspect and in the reassurance of receiving quick help if needed. It is therefore a benefit that many employees highly prioritise.

Many modern schemes also cover children, and an increasing number include psychological counselling.

In addition to long waiting times in the public system, private health insurance can have significant financial value, as for example 10 sessions with a psychologist can easily cost more than DKK 4,000 in out-of-pocket expenses.

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

A subsidised lunch scheme is a popular benefit. Besides the financial savings in everyday life, the arrangement contributes to better wellbeing and stronger social relationships in the workplace.

Most employees appreciate not having to prepare a packed lunch during a busy workday, and many value the scheme for that reason alone.

Although the value may seem modest financially, it adds up to a considerable amount over a year. At the same time, it creates a shared setting for breaks and social interaction among colleagues.

Most members still contribute financially to the canteen scheme, which may make it feel like a smaller benefit. However, many employers cover a significant part of the cost, meaning employees rarely pay the actual full price of the arrangement.

If the employer covers half the cost, this will typically result in savings of between DKK 4,000 and DKK 5,000 annually compared to paying the full cost independently.

68% of our privately employed members have a subsidised lunch scheme.

The option to choose remote work has become a central part of many employees’ working lives.

This flexibility provides a better work-life balance and can significantly reduce commuting time. For many employees, it also increases efficiency, as they can organise their workday more effectively and gain uninterrupted time for complex tasks.

The value is both practical and mental, as flexibility often leads to greater job satisfaction. At the same time, it is increasingly expected in modern knowledge-based workplaces.

For most employees, the greatest value comes from the time saved on commuting. Many use this extra time to improve their work-life balance.

Many employees spend at least 30 minutes commuting each way every day. Therefore, having one fixed remote working day per week has real financial value.

Based on the median salary of DKK 77,297 per month, divided by the monthly norm of 160.33 hours and multiplied by 4.33 weeks per month, one remote working day per week corresponds to approximately DKK 2,087 per month before transport expenses.

65% of our privately employed members have the option of flexible remote work.

When employers pay for internet access, it primarily supports flexible working and remote workdays.

It is a practical benefit that ensures stable access to work tools without additional costs for the employee.

Employer-paid internet is particularly attractive because it is tax exempt. However, this requires access to the employer’s servers and digital systems needed to perform work from home.

An employer-paid internet connection can quickly amount to approximately DKK 3,500 per year, although employers may set a limit. Since the arrangement is tax exempt, the actual value is often higher.

The value may be lower if you live with someone who receives the same benefit, as only one person in the household can have the internet bill covered.

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

An employer-paid phone remains a common benefit and offers both financial and practical advantages.

Employees avoid paying for subscriptions and devices, which can represent a noticeable saving. At the same time, it ensures access to the necessary tools to remain available and effective at work.

The perceived value of a company phone varies significantly. The Danish state sets the taxable value at DKK 3,500 annually, meaning employees are taxed on having an employer-paid phone.

If the phone is used exclusively for work purposes and not privately, employees are not taxed.

The high prices of modern smartphones combined with their relatively short lifespan mean that many members experience employer-paid phones as a valuable benefit.

59% of our privately employed members have an employer-paid phone.

Many of our members are covered by a bonus scheme, typically linked to performance or company results.

Bonuses can represent a significant financial advantage and often serve as a motivational factor. They can also create a sense of direct involvement in the company’s success.

The value varies from year to year, making bonuses less stable than salary. Nevertheless, they can form an important part of the overall compensation package.

Bonus schemes are often as diverse as the companies offering them, which makes them difficult to describe in general terms. We recommend contacting Pharmadanmark’s legal advisors for personalised guidance regarding your specific bonus scheme.

Bonuses in the Life Science industry can amount to substantial sums. According to our salary statistics, the median annual bonus in 2025 was approximately DKK 112,000. This makes bonus schemes one of the most valuable employment terms besides salary itself.

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 represent considerable financial savings. It also makes everyday life easier and reduces transport-related stress. In some cases, it may even influence the choice of workplace, particularly outside larger cities.

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

In some cases, free parking may have almost no financial value and simply be a practical necessity that enables employees to get to work. This is typically the case when workplaces are located outside larger cities.

For others, however, the value can be substantial. A paid parking space in a major city can cost more than DKK 1,000 per month.

As a result, parking benefits are often arranged through salary sacrifice schemes, where the financial advantage mainly comes from lower taxation. Free parking is therefore usually self-financed but with a tax advantage, making it more practical than financially beneficial.

45% of our privately employed members have free parking.

Although only a minority of our members have share option agreements, these arrangements are more common in the Life Science industry than in many other sectors.

Pharmadanmark is therefore one of the few unions that provides guidance on share option agreements and, in tax-related matters, has a discount agreement with one of Denmark’s leading tax specialists.

Share options provide employees with the opportunity to benefit from the company’s long-term value creation. The potential value can be substantial, but it also involves risk, as the value depends on the company’s performance.

For employees in growth companies, share options can be particularly attractive. The value is uncertain and fluctuating, but these arrangements also have the greatest financial potential beyond salary itself.

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