PTY LTD Benefits

Hospital Coverage Options:

• Gold Plans: Comprehensive coverage (Nil, $250, $500, $750 excess options)
• Silver Plus Plans: Essential coverage (Nil, $250, $500, $750 excess options)

Extras Coverage Options:

• Corporate Extras: Choose from 60%, 70%, 80%, or 90% coverage levels
• No waiting periods for most extras services (GitLab employees benefit)

Plan Flexibility:

• Mix and match one hospital plan with one extras option
• Customize coverage to suit your individual and family needs
• Full plan details available through the GitLab BUPA portal

Coverage Documents:

• BUPA Hospital Plan Highlights
• BUPA Extra Options Highlights

Who’s Covered:

• All Australian team members (effective July 27, 2023)
• Eligible dependents (spouse/partner and children)

GitLab’s Financial Support:

• Monthly premium support: Up to $500 AUD per month
• Fringe benefit tax coverage: GitLab covers fringe benefit tax associated
• Family coverage: Subsidy applies to both individual and family plans

Your Responsibility:

• Pay any premiums exceeding the monthly subsidy
• Provide payment details during enrollment

Hospital Coverage:

• Most treatments: 2 months waiting period
• Pre-existing conditions & pregnancy: 12 months
• Mental health, rehabilitation, palliative care: 2 months
• Emergency ambulance: 1 day

Extras Coverage:

• Standard extras: All 2 & 6 month waiting periods waived for GitLab employees
• Major dental, orthodontics: 12 months
• Emergency ambulance: 1 day

Pre-existing Conditions: If you’ve already served waiting periods with a previous provider, you won’t need to serve them again when joining GitLab’s plan.

Enrollment Process:

1. Visit the GitLab BUPA employer portal
2. Click “Get a quote” and complete 6 registration questions
3. Review your options, plan summaries, and monthly rates
4. Select your preferred coverage and click “join now”
5. Complete BUPA’s application with contact, Medicare, and payment details

When You Leave GitLab:

• Coverage continues with full cost becoming your responsibility
• BUPA’s customer care team will contact you about continuing coverage
• Option to modify your coverage level if needed

Direct BUPA Support:

• Plan Questions or need help enrolling call BUPA via Phone: 1300-662-074
• Online: Virtual chat support on the portal

Enrollment Assistance:

• WTW Consultants: Email fred.mills@wtwco.com and cc total-rewards@gitlab.com
• Plan Comparisons: Get personalized advice comparing your current coverage with BUPA options

GitLab’s Contribution:

• Rate: 12% of your total salary (effective July 1, 2025)
• Quarterly cap: $7,500 AUD maximum per quarter
• Additional benefit: Paid on top of your salary (not deducted from it)
• Frequency: Payments made at least quarterly (may be monthly)

Your Super Fund:

• Contributions paid directly to your nominated super fund
• Freedom to choose any compliant Australian super fund
• Contributions continue building your retirement savings automatically

Payment Schedule: Super payments are made at least quarterly by Australian Taxation Office requirements. Don’t worry if payments aren’t monthly—quarterly payments are completely normal and compliant.

Boost Your Retirement Savings: Make additional pre-tax contributions to superannuation, potentially reducing your taxable income while building your retirement savings.

How It Works:

• Choose a percentage or amount of pre-tax salary to contribute
• Combined total (GitLab + your contributions) must not exceed $30,000 per financial year
• Start from any month with next payroll processing

Getting Started:

1. Follow the instructions in the Australia section of the Internal Payroll Handbook page under “Updating Changes to Superannuation Fund.”
2. Contributions begin on the next available payroll
3. Modify or opt out anytime by following the same process

Important: GitLab doesn’t monitor annual limits—you’re responsible for ensuring total contributions don’t exceed $30,000 per financial year to avoid higher tax rates. The employer portion, however, stops once it reaches the quarterly cap

How to File a Claim: Contact the Payroll Team via HelpLab for assistance with any workers’ compensation claims.

Certain groups in the Engineering division are expected to participate in on-call for business continuity and/or customer support. For more details on the on-call procedure, please reference the on-call page. The purpose of this section is to provide an overview of time in lieu that will be offered for the Development and Infrastructure departments effective February 1, 2021. We will continue to review and implement to other departments within Engineering iteratively.

With our global team, we strive for a “follow the sun” model for on-call rotation. This way, team members can participate in on-call during their daytime rather than their nighttime in their respective regions (APAC, EMEA and AMER). In APAC, the majority of the team members are located in Australia. We want to ensure engineers in Australia are 1) eligible for on-call shifts, and 2) stay aligned with local laws to ensure proper rest/recovery time after on-call shifts.

Engineers based in Australia who are part of the Development and Infrastructure departments will be eligible for time in lieu after on-call shifts. Time in lieu is time off from work that is granted to team members to work outside of standard working hours (I.E. ordinary hours).

Who’s Eligible:

• Development and Infrastructure department engineers
• Participating in on-call rotations outside normal working hours

Compensation Structure:

• 4-hour shift: ½ day time in lieu
• 8-hour shift: 1 day time in lieu
• 24-hour shift: 3 days time in lieu

Important Guidelines:

• The full shift (state of readiness) is compensated by time in lieu - rather than only the “actual time worked”
• Time in lieu must be taken within 2 weeks of shift completion
• For weekend shifts please be particularly mindful about managing your time to ensure you are not exceeding a 38 hour work-week,
• Use flexible PTO policy for additional time off if needed

How to Request: Request time in lieu through Workday by selecting “Time Off in Lieu” under the Time Offs dropdown menu.

When can time in lieu be taken?

Time in lieu should be taken within 2 weeks after completion of the on-call shift. We want to ensure that time in lieu is taken close to the on-call shift to ensure that team members have sufficient time to rest.

Do all on-call shifts result in time in lieu?

No, only on-call shifts outside of working hours (I.E. weekends, evenings, etc.). Please note that not all teams require weekend or evening on-call shifts, so this may not be applicable for all.

How do I request time in lieu?

Time in lieu should be requested via Workday by selecting the Time Off in Lieu under the Time Offs dropdown menu option.

• Full-time team members are entitled to 4 weeks paid annual leave in accordance with the Fair Work Act 2009 (Cth) per year of continuous service. This amount will be pro-rated for part-time team members by reference to the team member’s ordinary hours of work.
• Annual leave accrues progressively and accumulates from year to year.
• This leave runs concurrently with GitLab PTO. Team members should select Paid Time Off in Workday to ensure that leave entitlements are properly tracked. For team members who are not covered by a modern award or enterprise agreement, they may be asked to take a period of paid annual leave if such request is reasonable, such as when a team member has accrued an excessive amount of paid annual leave.

Team members are entitled to 10 days of paid personal/carer’s leave for each year of continuous service for full-time team members and pro rata for part-time team members based on ordinary hours of work.

• Personal/carer’s leave is cumulative and accrues progressively.
• This leave runs concurrently with GitLab’s Sick Time policy.

Eligibility:

A team member can take paid carer’s leave to care for or support a member of their immediate family or household who is sick, injured or has an unexpected emergency.

An immediate family member is a:

• spouse or former spouse
• de facto partner or former de facto partner
• child
• parent
• grandparent
• grandchild
• sibling, or
• child, parent, grandparent, grandchild or sibling of the employee’s spouse or de facto partner (or former spouse or de facto partner)

This definition includes step-relations (for example, step-parents and step-children) as well as adoptive relations

• A household member is any person who lives with the employee

How to Apply:

1. Email leaves@gitlab.com at least 1 day prior to the start date (whenever possible)
   • Include a medical certificate or statutory declaration noting you weren’t able to work because of an illness or injury, or needed to provide care or support to an immediate family or household member (because of an illness, injury, or unexpected emergency affecting the family member).
2. Select Out Sick in Workday to ensure that leave entitlements are properly tracked.
   • If you wish to take Carer’s Leave but don’t want to change your Slack status to Out Sick, send your Carer’s Leave request to leaves@gitlab.com and the Absence Management team will manually add your leave to Workday and notify payroll.

All team members are entitled to 2 days unpaid carer’s leave.

Eligibility:

Team Members are eligible for 2 days unpaid carer’s leave each time an immediate family member or household member of the employee needs care and support because of:

• Illness
• Injury or
• An unexpected emergency

Full-time team members can only get unpaid carer’s leave if they don’t have any paid sick / carer’s leave left.

An immediate family member is a:

• spouse or former spouse
• de facto partner or former de facto partner
• child
• parent
• grandparent
• grandchild
• sibling, or
• child, parent, grandparent, grandchild or sibling of the employee’s spouse or de facto partner (or former spouse or de facto partner).

This definition includes step-relations (for example, step-parents and step-children) as well as adoptive relations.

• A household member is any person who lives with the employee.

Unpaid carer’s leave can be taken:

• In 1 continuous period (for example, 2 working days in a row) or,
• In separate periods as agreed between the employee and employer (for example, 4 half days could be taken in a row).

How to Apply:

1. Email leaves@gitlab.com at least 1 day prior to the start date (whenever possible)
   • Include a medical certificate or statutory declaration noting you weren’t able to work because of an illness or injury, or needed to provide care or support to an immediate family or household member (because of an illness, injury, or unexpected emergency affecting the member).
2. Select Out Sick in Workday to ensure that leave entitlements are properly tracked.
   • If you wish to take Carer’s Leave but don’t want to change your Slack status to Out Sick, send your Carer’s Leave request to leaves@gitlab.com and the Absence Management team will manually add your leave to Workday and notify payroll.

• Eligibility determined by state/territory-based legislation
• Runs concurrently with GitLab PTO
• Select “AUS Long Service” in Workday for proper tracking
• Specific entitlements depend on your state/territory and length of service

From February 1, 2023 all team members, including part-time and casual employees, are entitled to 10 days of paid family and domestic violence leave each year. This leave will run concurrently with GitLab PTO. Team members should notify the Absence Management team (leaves@gitlab.com) if they need to make use of this leave.

• For more information on Family and Domestic Violence Leave, please visit the Fair Work Ombudsman Website.

• Resources:

  • 1800RESPECT
  • Safe Steps
  • Victims Services
  • Domestic Violence Resource Centre Victoria
  • JobWatch
  • MensLine Australia
  • Men’s Referral Service

All team members are entitled to 2 days of paid compassionate leave if:

• A member of their immediate family or household dies, or contracts or develops a life-threatening illness or injury,
• A baby in their immediate family or household is stillborn,
• They have a miscarriage,
• Their current spouse or de facto partner has a miscarriage

An immediate family includes:

• spouse or former spouse
• de facto partner or former de facto partner
• child
• parent
• grandparent
• grandchild
• sibling

Immediate family members may also include:

• the immediate family of the employee’s spouse or de facto partner (or former spouse or de facto partner)
• step-relations (for example, step-parent and step-child)
• adoptive relations

Team Members can take compassionate leave for other relatives (for example, cousins, aunts and uncles) if they are a member of the employee’s household or if their employer agrees.

This leave runs concurrently with GitLab PTO. Team members should select Bereavement Leave in Workday to ensure that leave entitlements are properly tracked.

• All team members are entitled to at least their base pay rate for all hours worked on public holidays.
• Team members who take time off for public holidays are entitled to their base pay rate for the ordinary hours they would have worked. GitLab encourages all team members to take time off for the holidays they observe.
• Team members must select Public Holiday in Workday to ensure that statutory entitlements are properly tracked.

• All team members are entitled to unpaid community service leave for voluntary emergency management activities. Team members are also entitled to paid community service leave for jury duty.

• A team member engages in a voluntary emergency management activity if:

  • The activity involves dealing with an emergency or natural disaster
  • The team member engages in the activity on a voluntary basis if:
    • The team member was either requested to engage in an activity, or it would be reasonable to expect that such a request would have been made if circumstances had permitted, and
    • The team member is a member of, or has a member-like association with a recognized emergency management body. More information can be found on the FairWork Ombudsman Website.

• Team members are entitled to “make-up pay” for the first 10 days of jury selection and jury duty. GitLab will supplement the difference between the amount that the team member has been paid and their ordinary pay to ensure that the team member receives 100% of their salary for the first 10 days of jury duty/selection.
• This leave runs concurrently with GitLab PTO. Team members must select Military Leave under the Leaves dropdown menu in Workday to ensure that statutory entitlements are properly tracked.
• Team members must notify their manager of the period or expected period of leave as soon as possible and provide evidence showing they attended jury selection or jury duty.

All team members are entitled to up to 12 months of unpaid parental leave if they have been at GitLab for at least 12 months. They can also request up to 12 months of additional unpaid parental leave.

Team members may be eligible for pay from either or both of the following:

• Australia’s Government Parental Leave Pay Scheme
• GitLab’s Parental Leave

Eligible employees who are the carer of a child born or adopted from 1 July 2024 can get up to 22 weeks’ Parental Leave Pay, which is paid at the National Minimum Wage. For more information visit Services Australia – Parental Leave Pay

• If you are applying for government-funded Parental Leave Pay, you can apply up to 3 months before your child’s due date.

• To initiate your parental leave, please enter the dates of your leave into Workday by selecting the Parental Leave label.

• In addition to the usual record-keeping requirements, employers that have team members getting government-funded Parental Leave Pay also have to keep the following records:
  • the amount of Parental Leave Pay funding received from the government for each team member and the period it covers
  • the date each parental leave payment was made to the team member
  • the period each payment covers
  • the gross amount of the payment
  • the net amount paid and the amount of income tax withheld (including other payments, if any, were made)
  • a statement identifying the payment as Parental Leave Pay under the Australian Government Paid Parental Leave Scheme
  • the amount of any deductions made from each payment.

• Team members who get Australian Government Parental Leave Pay have to be given a pay slip for each payment. The pay slip must specify that the payments are Parental Leave Pay under the Australian Government Paid Parental Leave Scheme.
• Ordinary pay slip requirements apply to pay slips given to team members getting government-funded Parental Leave Pay.

At GitLab (the “Company”), we care about the safety, health, and well-being of all team members and focus not on hours worked but rather on asynchronous communication and results. We believe that family and friends come first and work comes second. In line with the Company’s values, we understand that “unplugging” from work is essential to a healthy and balanced life. Technological advancements, global events, and work demands can sometimes make us forget that we need a break to recharge.

Team members are expected to disconnect from work and work-related communications outside of normal working hours and during PTO and there are many suggestions in the Handbook for communicating when you will be away so other people can manage their time efficiently, projects don’t slip through the cracks, and so that team members are not disturbed while away.

This guidance reminds team members in Australia of their workplace right to disconnect (codified from 26 August 2024) and how the Company is committed to supporting team members in doing so.

The right to disconnect means that a team member is not required, outside of their working hours, to monitor, read or respond to contact, or attempted contact, from an employer or a third party (where the contact relates to their work), unless it would be unreasonable to refuse.

In addition to the suggestions for communicating when you will be away, take a look at these tips to increase a team member’s ability to disconnect from work:

• unsubscribe from any MRs that will likely resolve while you’re away, and then you won’t have to deal with all the emails from them when you return;
• set up some email filters to move emails into buckets that you can address one-at-a-time when you return;
• disconnect yourself from Slack and Gmail in any of these ways (*note: Workday is supposed to turn off Slack notifications on your phone and set DND mode):
  • log out from Slack and Gmail on your phone, or
  • remove Slack and Gmail from your phone, or
  • pause the Slack and Gmail apps on your phone, or
  • manually configure Slack and Gmail not to send notifications on your phone

At GitLab, team members should communicate respectfully and professionally at all times, in line with the Company’s values, with a bias towards asynchronous communication and documentation-first and should assume positive intent in dealings with others (including in relation to the tone and timing of communications).

In considering whether contact is unreasonable, think about:

• the reason for contact;
• how contact might be made and the level of disruption contact may cause;
• the extent to which the team member is being compensated (eg with time off after an on-call rotation):
  • to remain available to perform work during the period in which contact is made; or
  • for working additional hours outside of their ordinary hours of work;
• the nature of the team member’s role and their level of responsibility; and
• the team member’s personal circumstances.

In case of an issue arising relating to whether a team member has reasonably (or unreasonably) refused to monitor or respond to contact, the team members involved are encouraged to raise the issue with their manager or contact Team Member Relations.

The FWC will update all modern awards to incorporate the right to disconnect in due course and awards can be checked here.