Description of Entitlements
Kindly be advised that the descriptions of entitlements below are synopses and are dependent upon the duty station and type of assignment. For further details please refer to the "Initial Appointment - By Subject" or the "Reference" pages of the website.
Accompanied Excess Baggage: Excess baggage entitlement is applicable if you are not opting for the travel lumpsum. This may be added to your unaccompanied shipment on the basis of equal weight whether by air or surface. This shall not apply when the baggage allowance for any portion of your journey is calculated on the basis of pieces and size of baggage.
Non-family service allowance: Paid to staff to recognize that service in non-family duty stations represents an additional level of hardship in terms of involuntary separation from families and additional costs related to such service.
Settling-in Grant: Provides staff with a reasonable amount of cash to meet pre-departure and installation expenses incurred at the onset of an assignment. This consists of two portions: 1) Daily Subsistence Allowance (DSA), and 2) Lumpsum portion, which is calculated on the basis of the staff member's one month net-based salary and post adjustment. This is paid only to staff members with contracts of one year or more on Fixed-Term or Permanent appointments.
Danger Pay: Payment established for internationally and locally recruited staff required to work in locations where very dangerous conditions prevail. This is authorized by ICSC for a limited period of time and is subject to ongoing review in light of prevailing conditions. Payment may be withdrawn at any time when dangerous conditions at the duty station are deemed to have improved.
Dependency Benefits: Provided in the form of higher net salaries and allowances for staff with dependents by flat-rate allowances for children and secondary dependents. There is no dependent spouse allowance for Professional staff.
A lower rate of staff assessment is applied to the gross salary of a staff member with a dependent spouse or child, resulting in a net base salary higher than that of a single staff member. Higher amounts of post adjustment, assignment grant, mobility and hardship allowances are also payable in such cases.
Children's dependency allowances in the form of a flat amount per child are available to all eligible staff as a social benefit. To qualify as a dependent, a child must be under the age of 18, or if in full-time attendance at a school or university, be under 21 years of age. Professional staff who have dependent children but no dependent spouse, qualify for the dependency rate of salary and allowances in respect of the first dependent child. In that case, the children's allowance is not paid for the first dependent child.
Dual Nationality: In accordance with the United Nations staff rules, UNICEF recognizes only one nationality for each staff member. When a staff member has more than one nationality, the Director of the Division of Human Resources will determine the nationality the staff member is most closely associated with. This will be the nationality recognized by UNICEF for the purpose of applying the United Nations Staff Regulations and Rules and UNICEF policy.
Education Grant: Available to internationally recruited staff members serving outside their home country to cover a part of the cost of educating children in full-time attendance at an educational institution. The grant is payable up to the end of the fourth year of post-secondary studies; students are subject to a maximum age limit of 25 years. The amount of the grant is equivalent to 75 percent of allowable costs, subject to the set maximum amounts.
Gross Salary: Based on the salary scale published by the Secretary General which is subject to staff assessment.
Hardship Allowance: Part of the Mobility and Hardship Allowance paid to staff members assigned in duty stations classified as A, B, C, D or E to compensate for the varying degrees of hardship (difficulty of life and work) at these duty stations.
Home Leave: Staff members posted outside their home country are normally entitled to paid travel to their home country for themselves, their spouse, and their dependent children. It is intended to permit staff members and their families to renew their ties with the home country.
Income Taxes: Most Member States have granted United Nations staff exemption from national income taxation on their United Nations emoluments. However, a few Member States do tax the emoluments of their nationals. In such cases, the organizations reimburse the income tax to the staff member. Funding arrangements for these tax reimbursements vary from one organization to another.
United States citizens and United States permanent residents who have signed the waiver of privileges and immunities are subject to US taxes on United Nations earnings. Staff members are personally responsible to ascertain and meet their legal obligations.
Malicious Acts Insurance Policy (MAIP): MAIP automatically covers you in your new duty station for death or disability caused by a malicious act. Travelling without the required security clearance automatically cancels your MAIP coverage.
Medical Expenses Reimbursement: UNICEF will reimburse medical expenses up to the maximum amount in US dollars as follows: $450 for USA and Japan, $400 for Europe and $350 for all other regions. If the medical examination costs exceed the allowable amount, the candidate/staff member is responsible for the excess amount.
Mobility Incentive: Part of the Mobility and Hardship scheme which provides an incentive for the geographic mobility of staff. This is paid to staff members who have served at least five years of continuous service with the United Nations or UNICEF. The incentive varies according to the number of assignments.
Monthly Payment Order (MPO): Part of salary which may be paid in local currency at a staff member's duty station. This requires a local bank.
Net Salary: Based on the salary scale published by the Secretary General. Net Salary is Gross Salary less Staff Assessment.
Permanent Residency: A person who has permanent residence status in a country other than that of his/her own nationality is not required, at this time, to relinquish such permanent residence status in order to be eligible for appointment to the Professional and higher categories of staff. However, he/she may be required to do so upon the General Assembly’s consideration of this matter at a later date.”
Post Adjustment: A cost-of-living adjustment designed to preserve equivalent purchasing power for all duty stations and is in addition to the salary that is paid to staff serving in the Professional and higher categories. This is calculated based on the multiplier for each duty station provided monthly by the International Civil Service Commission (ICSC).
Pension: Staff members with a contract of six months or more will become participants of the United Nations Joint Staff Pension Fund. The pensionable remuneration, amount of which is found in Appendix A to the Staff Rules, will be subject to a 7.9% deduction as the staff's contribution. The Organization pays a contribution equivalent to 15.8% of a staff's pensionable remuneration to the fund on his/her behalf.
Relocation Grant (Lumpsum in lieu of Unaccompanied Shipment): As an alternative to Unaccompanied Shipment and shipment insurance, staff members have the option of Relocation Grant (Lumpsum in lieu of Unaccompanied Shipment) at the single rate of $13,000. Under this option, staff members are responsible for making their own arrangements and may use the lumpsum amount in whatever manner they choose to re-establish their household. Under this option staff members are not required to submit a claim or evidence of the manner in which the lumpsum payment is used.
If UNICEF handles a portion of the unaccompanied shipment from the place of recruitment to the duty station, then the Relocation Grant does not apply.
Rental Subsidy: Designed to ensure equal treatment of staff regarding to housing costs. Rental Subsidy is an amount of rent that UNICEF shoulders based on the staff member's salary rate, post adjustment and threshold percentage as well as monthly rent and exchange rate. This amount varies monthly.
Salary Method of Payment: Salary is paid at the end of each month by direct deposit to a bank of the staff member's choice. For duty stations located in the United States or Switzerland, salary is paid entirely in the currency of the duty station, e.g. USD or Swiss Francs. For all other duty stations, staff members have the option of receiving payment in no more than two currencies, e.g. that of the duty station and/or either USD or Euros.
Secondary Dependency Allowance: Where there is no recognized primary dependent, a secondary dependent's allowance may be payable for a dependent parent, brother or sister if evidence of support, based on established criteria, is provided. A staff member may not concurrently receive more than one secondary depedent's allowance.
Shipment Insurance: If a staff member does not opt for the Relocation Grant, UNICEF would also provide in-transit insurance for shipment upon request and receipt of an itemised valued inventory in USD prior to shipment. The maximum insurance offered is $16,000 on the shipment of personal effects.
Sick Leave: Staff members unable to work due to illness or injury may be granted sick leave. The limits on sick leave entitlements vary according to the organization and the appointment status of the staff member.
Staff Assessment: A form of internal tax administered by the organizations. It is an amount deducted from all UN staff members' gross salary according to the United Nations Staff Regulations and Rules, regardless of nationality. As staff assessment is not a witholding tax, it can neither be reimbursed to staff members under any circumstance nor can it be claimed as a deduction on United States income tax returns.
Transportation of a Privately Owned Automobile: At designated duty stations outside Europe or North America, part of the cost of transporting a staff member's privately owned automobile to the duty station may be reimbursed by UNICEF up to an established maximum amount. A duty station may be designated for this purpose if automobiles for private use are unavailable or in short supply in the locality, and if privately owned automobiles cannot be resold or have a low resale value.
Travel: Staff members may choose to have their travel arranged and paid for by UNICEF. UNICEF will pay the cost of the staff member's travel based on 100% one-way most direct and economical route from place of recruitment to the duty station.
Travel Lump sum: Staff members can opt for the travel lump sum in lieu of the existing travel entitlement and make their own arrangements for travel on appointment. If this option is selected, then the staff member is responsible for their own travel arrangements without the direct administrative assistance or involvement of the organization. The amount is equivalent to 75 percent of the cost of the one-way full fare at the authorized standard of accommodation by the least costly scheduled air carrier and by the most direct and economical route. Staff members who select this option agree to waive all entitlements for travel as established in the United Nations Staff Rules and will not be entitled to any further amount for transportation, rest stopovers, terminal expenses, insurance coverage, accompanied excess baggage, expenses relating to travel documents and visas inoculations and vaccinations.
If UNICEF handles a portion of the staff member's travel from the place of recruitment to their duty station, then the travel lumpsum does not apply.
Unaccompanied Shipment: UNICEF will transport a maximum of 1,000 kgs for yourself from the place of recruitment to the duty station, provided the staff member's services at his/her duty station are expected to continue for more than six months beyond the date on which shipment commences.