Not just health benefits - new Mercer study reveals some unusual benefits from around the world

At home in the UAE, national employees benefit from something called 'National Allowance' which is an additional allowance to attract national employees into private sector employment. Other organisations in the UAE are known to provide a "Lifestyle Support" type of allowance that provides funds for hiring domestic helpers.

Other benefits bestowed upon UAE nationals that were historically provided to expatriate employees have now found their way to national compensation packages included in this list are 'Annual Tickets' - back home for expats and abroad for locals.

"The move to provide unique incentives for employees in a certain country can heighten the pull of global recruits to its work market. By taking into account individual needs in an individual nation, employees maximise on rewards that will be better valued by their workforce," commented Zaid Kamhawi.

"In the UAE, we also witness special benefits for local talent, which rewards nationals for working and succeeding in the private sector."

The UAE isn't the only place with some unusual benefits says Zaid Kamhawi the Mercer Market Leader for IPS business in the Middle East.

"Each country around the world, and even each region within certain countries, has its own practices and traditions regarding employee benefits. Most organisations have a core set of benefits that are available to all employees, but they also need to tailor benefit programs by country to meet these specific, local requirements and expectations."

In Hungary for example, an incentive card (MKB SZEP) can be used domestically to cover the cost of hotels and catering - hot food only, along with certain leisure activities.

Non-financial benefits intended to improve employees' lifestyles are highly valued in Africa. In Nigeria, for example, employees are offered home electricity generators, including maintenance cost, as a company benefit.

In Australia, long-serving employees can earn substantial leave in return for their loyalty - 13 weeks after 15 years of service. Thereafter, employees can earn an additional month for every five years of service. Whereas in France, employees who have worked a minimum of 24 months with a company can take a year off without pay to start-up their own business - with their position saved when they come back.

Companies in the UK provide time off for cosmetic procedures and in China many employers provide a special marriage leave. This usually means three days but can be increased if the couple is deemed to be of a mature age. In Portugal newlyweds are given 15 consecutive days paid leave.

For single-parents and widowers in Greece, with a child under the age of 12, they are entitled to six days of paid leave a year.

"Benefits vary around the world because people and practices are different. Finding individual perks to appease the local work market, in turn increases job satisfaction and makes for better HR practices."