In Albania, salary benefits for an employee moving more than 100 km from the workplace are determined by the Labor Code and the employer’s internal policies. Benefits and salary increases for an employee moving more than 100 km depend on the nature of the move (permanent or temporary), company policies and individual negotiations. In most cases, the inclusion of allowances for transportation, housing and per diem is standard practice.<\/p>\n
Below are the benefits and options that may be applicable.<\/p>\n
First, we list the factors that affect the benefits for moving more than 100 km, which are:<\/p>\n
1. Type of move
\nDaily trips. Reimbursements for transportation and per diems.<\/p>\n
Permanent transfers. Rental compensation, distance bonus and monthly per diem.<\/p>\n
2. Distance and frequency of trips
\nMore kilometers and more frequent trips increase costs and benefits.<\/p>\n
3. Position and job sector:
\nHigher positions or specialized professions usually benefit from larger bonuses and more favorable conditions.<\/p>\n
4. Tax system:
\nBenefits (per diem and transportation) are in many cases exempt from personal income tax.<\/p>\n
What applies to compensation for work away from home?<\/strong><\/p>\n – Compensation for transportation expenses – Distance allowance – Benefits for permanent transfers – Salary increase to compensate for difficult conditions – Overtime or flexibility allowance – Additional benefits from company policies – Legal and contractual arrangements – Additional benefits and incentive bonuses Benefits in the public sector according to the Decisions of Council of Ministers of Albania and regulations<\/strong><\/p>\n Daily allowances and transportation<\/p>\n For the public sector, the VKMs determine: Example for the public sector Legal Framework in Albania for Relocation of Employees<\/p>\n In Albania, the regulation of the relocation of employees over 100 km from the usual place of work is based on the Albanian Labor Code, provisions on transportation and per diems, as well as collective or individual labor agreements. While the Labor Code and the VKMs on per diems provide the legal basis, benefits in the private sector depend largely on company policies. A more detailed analysis of the legal framework and applicable examples is provided below:<\/p>\n 1. Labor Code of the Republic of Albania (Law No. 7961, dated 12.7.1995) The employer may change the workplace only if: b. Working hours and travel c. Per diems and travel allowances An employee who works temporarily outside the usual location is entitled to: 2. Legal provisions on transport and per diems in public administration For trips over 100 km: For the public sector, specific regulations apply (e.g., the VKM for public administration) defining clear benefits, such as: 3. Common practices in the private sector a. Financial compensation for transportation and accommodation (Regulations and VKM for the public sector) Example: b. Housing and rent Examples from practice<\/strong><\/p>\n Example 1: An engineer moves from Durr\u00ebs to Kor\u00e7\u00eb Example 2: An IT specialist is transferred from Tirana to Kosovo for 6 months Example 3: Daily travel over 100 km for a project Example 4: Daily travel over 100 km Example 5: Permanent transfer to another city The company reimburses: Example 6: Temporary project in another city Example 7: Reimbursement for frequent trips over 100 km Albania and the countries of the region (Western Balkans)<\/p>\n To compare the benefits and rules for relocating employees over 100 km from the workplace, we analyze Albania in relation to the countries of the region and those of the European Union (EU). We focus on the legal framework, labor practices, and benefits in several countries.<\/p>\n Albania Typical benefits are: Transportation: Reimbursement for tickets or fuel.<\/p>\n Rent and bonuses for long-term relocation: Determined by contract.<\/p>\n Kosovo Typical benefits are: North Macedonia Typical benefits are: Transportation: Reimbursement for travel over 50 km. Serbia Typical benefits are: European Union (EU) countries<\/p>\n Germany Typical benefits are: Transport: Reimbursement for business trips or coverage of public transportation tickets.<\/p>\n Housing: For long-term transfers, the employer covers up to 50% of the cost of rent.<\/p>\n Family allowance: Reimbursement for the relocation of spouse(s) and children.<\/p>\n France Typical benefits are: Italy Typical benefits are: Austria Typical benefits are: Albania has a basic legal framework, but raising benefit standards would help to attract and retain employees in an increasingly competitive labor market.<\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" In Albania, salary benefits for an employee moving more than 100 km from the workplace are determined by the Labor Code and the employer’s internal policies. Benefits and salary increases […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[10281],"tags":[9763,11368,12563,14566,11757,14570,8772,14571,14564,14562,14563,9850,14567,10142,14565,14569,14568],"class_list":["post-19910","post","type-post","status-publish","format-standard","hentry","category-online-education","tag-albania-en-2","tag-be","tag-benefits","tag-bonues","tag-eu","tag-fuel-reimbursement","tag-kosovo","tag-labor-practices","tag-labor-regulations","tag-labour-code","tag-labour-law","tag-macedonia-en-2","tag-monthly-wage","tag-serbia-en-2","tag-transport-reimbursement","tag-travel-allowances","tag-wage-benefits"],"featured_image_src":{"landsacpe":false,"list":false,"medium":false,"full":false},"yoast_head":"\n
\nAccording to standard practices and in some cases determined by collective or individual contracts:
\nThe employee has the right to request reimbursement of transportation expenses (such as fuel, public transport tickets, etc.).
\nIn some cases, the employer provides an organized transportation service.<\/p>\n
\nThe employee may benefit from:
\nA distance allowance to cover additional expenses related to daily travel, which may be defined in company policies.<\/p>\n
\nIf the transfer is long-term (not just daily travel):
\nAccommodation: Some companies offer full or partial coverage of rent.
\nDining and expenses: The Labor Code does not clearly define it, but most companies follow international practices to offer daily allowances for long-term transfers.
\nRelocation expenses: In cases where the employee has to relocate due to work, the company may cover the relocation expenses (furniture, transportation of personal belongings, etc.).<\/p>\n
\nIf the transfer involves working in more difficult conditions:
\nIncrease in basic salary: It can be an additional percentage of the monthly salary.
\nBonuses: Depending on the difficulties of the work, special bonuses or motivational supplements may be given.<\/p>\n
\nIn cases where travel or transfer requires work beyond normal working hours, the employee is entitled to:
\nOvertime pay (according to Article 91 of the Labor Code).
\nCompensation for time spent on travel, which in some cases can be counted as working time.<\/p>\n
\nDepending on the sector and size of the company, these may include:
\nAdditional health insurance.
\nFamily support, if the transfer also includes family members.<\/p>\n
\nAccording to the Labor Code, any change in the work location exceeding 100 km is considered a change in working conditions and requires the written approval of the employee.
\nThe employee has the right to negotiate the salary and additional benefits to reflect the new working conditions.<\/p>\n
\nIn some cases, companies apply policies to motivate employees who relocate, including:
\nEducation bonuses or family support in the case of long-term transfers.
\nAdditional health insurance or coverage for emergency expenses in the new city.
\nVacation compensation: Opportunity to visit family every month with travel expenses covered.<\/p>\n
\nDaily allowances for travel within Albania
\n– 1,500 ALL\/day for trips over 100 km lasting up to 24 hours.
\n– 2,500 ALL\/day for longer stays.
\nFull reimbursement for transportation: Bus ticket or fuel for private vehicles.<\/p>\n
\nA public administration inspector travels from Tirana to Berat (distance 120 km):
\nFor 3 working days:
\nTotal allowance of 7,500 ALL (3 x 2,500 ALL).
\nReimbursement for the round-trip bus ticket (around 1,200 ALL).<\/p>\n
\nGood practices: The inclusion of per diems, rental compensation and incentive bonuses are common standards.
\nThe importance of the contract: Employees should ensure that their benefits are clearly defined in the contract to avoid disputes.<\/p>\n
\na. Change of workplace
\nAccording to Article 24 of the Labor Code, any change in working conditions, including its location, requires a written agreement between the employer and the employee.
\nIf the relocation of more than 100 km significantly affects the cost of living, the employee has the right to request additional financial compensation.<\/p>\n
\nThe agreement has been reached with the employee\u2019s consent.
\nThe possibility of transfer or relocation is stipulated in the contract.
\nThe employer guarantees compensation for additional expenses related to the relocation.<\/p>\n
\nAccording to Article 91, time spent traveling outside of normal working hours may be considered working time if it is necessary for the fulfillment of work duties.<\/p>\n
\nArticle 98 provides that for tasks outside the usual place of work, the employee is entitled to a daily per diem and reimbursement of other expenses (e.g., transportation, accommodation).<\/p>\n
\nDaily allowance, to cover the costs of food and accommodation.
\nReimbursement of round-trip transportation.
\nIncreasing allowance for additional hours related to travel.<\/p>\n
\nIf the employee is part of the public sector, the VKMs and specific regulations determine the per diems and compensations for long-distance travel<\/p>\n
\nDaily per diem of around ALL 1,500-2,500 for each working day away from the workplace.
\nReimbursement for rent for temporary accommodation.
\nThese rules can also be used as a guiding standard in the private sector.<\/p>\n
\nTransport, where coverage is fully or partially related to travel expenses.
\nAccommodation, if the transfer is permanent, the employee may benefit from compensation for rent or accommodation provided by the employer.
\nPer diems ranging from ALL 1,500 to 2,500\/day, based on the distance and nature of the relocation.<\/p>\n
\nIn the absence of specific legal rules, many private companies follow international standards to compensate employees in case of relocation over 100 km:<\/p>\n
\nCompanies may offer reimbursement for fuel or public transportation.<\/p>\n
\nAn employee traveling from Tirana to Vlora for work (distance over 150 km) may receive reimbursement for:
\nFuel costs (based on kilometers traveled and average fuel price).
\nIn case of using the bus\/train, the full ticket is reimbursed.<\/p>\n
\nIf the relocation requires staying in another city:
\nThe employee relocates to Tirana from another city, then the company offers:
\nFull or partial payment of rent.
\nReimbursement for furniture or moving expenses.<\/p>\n
\nThe company covers:
\n10,000 ALL per month for rent.
\nReimbursement of transportation expenses (25 ALL per kilometer, for 300 km round trip per week).
\nPer diem of 2,000 ALL per working day.<\/p>\n
\nBenefits include:
\nSalary supplement: 15% of the monthly salary to cover the higher cost of living.
\nHousing: The company covers 70% of the rent.
\nDaily allowance: 20 EUR per working day.<\/p>\n
\nAn employee from Shkodra travels to Tirana every day for a project (200 km round trip):
\nThe company provides:
\nReimbursement for fuel (12,000 ALL\/month).
\nA bonus of 10% of salary for additional time spent traveling.<\/p>\n
\nAn employee living in Fier and working in Tirana (distance 120 km)
\nThe company reimburses:
\n25 ALL per kilometer for 240 km round trip (about 6,000 ALL\/day).
\nA motivational bonus of 5,000 ALL\/month for additional time spent traveling.<\/p>\n
\nAn engineer moves from Shkodra to Kor\u00e7a for a 2-year project:<\/p>\n
\nCovered rent up to 30,000 ALL\/month for a suitable apartment in Kor\u00e7a.
\nReimbursement of moving expenses (transportation of furniture and personal belongings up to 50,000 ALL).
\nA monthly allowance of 15,000 ALL for additional living expenses.
\nA 10% increase in basic salary to compensate for the change in lifestyle and distance from family.<\/p>\n
\nAn IT specialist from Tirana is engaged for a 6-month project in Gjirokast\u00ebr (distance 230 km)
\nThe company provides:
\nAccommodation in a hotel or apartment paid directly by the company (value up to 50,000 ALL\/month).
\nDaily allowance of 2,500 ALL for each working day in Gjirokastra.
\nRound-trip transportation covered every weekend to visit family.<\/p>\n
\nA sales manager travels every week from Durr\u00ebs to various cities in the south (about 200-300 km).
\nThe company offers:
\nTravel allowance: 2,000 ALL\/day for 20 working days per month (40,000 ALL\/month).
\nFuel reimbursement for trips by personal vehicle (0.25 EUR\/km).
\nMonthly bonus of 10,000 ALL to cover additional travel time.<\/p>\n
\nLegal framework: Labor Code and VKMs for the public sector. For the private sector, the rules are looser and depend on individual or collective agreements.<\/p>\n
\nDaily allowance: ALL 1,500\u20132,500 for trips over 100 km.<\/p>\n
\nLegal framework: The Labor Law (No. 03\/L-212) determines the coverage of expenses for employee relocation.<\/p>\n
\nDaily allowance: Around 15\u201325 EUR for relocation.
\nTransportation reimbursement: Mandatory for distances over 30 km.
\nAccommodation: If the relocation lasts more than 3 months, the company must provide rent or a bonus for accommodation.<\/p>\n
\nLegal framework: Labor law and government regulations.<\/p>\n
\nDaily allowance: 20\u201330 EUR for employees who are temporarily relocated.<\/p>\n
\nAccommodation: For long-term relocations, rent or an additional bonus covering living expenses is provided.<\/p>\n
\nLegal framework: Labor law and regulations on transportation and allowances.<\/p>\n
\nDaily allowance: 20\u201325 EUR.
\nTransportation: Reimbursement for tickets or use of private vehicle.
\nRelocation bonuses: Includes a salary increase of up to 10\u201315% for long-term transfers.<\/p>\n
\nLegal framework: Employment and Labor Relations Act (Arbeitsgesetzbuch).<\/p>\n
\nDaily allowance: EUR 14\u201328 for transfers over 8 hours away from home.<\/p>\n
\nLegal framework: French Labor Code and collective agreements.<\/p>\n
\nDaily allowance: EUR 17\u201325 for employees working outside their home.
\nTransport: The employer is obliged to reimburse 50% of public transport costs.
\nTransfer bonuses: Increase of up to 10% of the monthly salary for long-term transfers.
\nAccommodation allowance: Coverage of up to 70% of the rent for 12 months.<\/p>\n
\nLegal framework: Labour law and national collective agreements (CCNL).<\/p>\n
\nDaily allowance: EUR 15\u201330 for business trips.
\nTransport: Reimbursement for the use of a personal car or train tickets.
\nHousing allowance: Compensation for rent of up to 50% for the initial period (usually up to 6 months).
\nFamily bonuses: Relocation costs of family members are covered by the employer.<\/p>\n
\nLegal framework: Labour law and reimbursement systems.<\/p>\n
\nDaily allowance: EUR 26.40 for relocation over 3 hours per day.
\nTransportation: Covered up to 100% for distances over 40 km.
\nHousing: If the employee relocates for more than 6 months, a rent bonus or free housing is offered.<\/p>\n