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Search Salaries > Sap Mm > Tallinn
Job Description
How much does a Sap Mm in Tallinn ?

The base salary for a Sap Mm in Tallinn is 36,500
Also known as: SAP Materials Management.

36,500

Median Base Salary (Percentile 50)
21524 observations
(Updated: 18 Dec 2024)

Confidence

Good

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Sap Mm earns register to see pay in Tallinn, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

This position usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Unbalanced

Male

70%

Female

30%

Benefits

There are statutory benefits associated with a Sap Mm in Tallinn according to ...

Most Common Benefits

Competitive advantages associated with a Sap Mm in Tallinn
Cutting Edge Technology | 500€ annually
Estonian companies often provide employees with access to the latest technology and tools, ensuring they have the resources needed to perform their tasks efficiently. This benefit helps employees stay competitive and productive in their roles.
Company Events | 200€ quarterly
Companies in Estonia organize regular events, such as team-building activities, parties, and outings, to strengthen team cohesion and boost employee morale. These events provide a relaxed atmosphere for employees to connect and unwind.
Professional Development | 1000€ annually
Companies in Estonia often offer professional development opportunities, including training programs, workshops, and courses to enhance employee skills. This benefit helps employees grow in their careers and stay up-to-date with industry trends, making them more valuable in the job market.

Side Benefits to attract & retain talent

Additional perks for a Sap Mm in Tallinn
Work-Life Balance
Choose Your Own Equipment
Comfortable Office
Great Team
Flexible Working Hours
Dog Friendly Office

Statutory Benefits

Mandatory benefits in Tallinn
The minimum wage in Estonia is set by the government and is the lowest legal salary that employers must pay their employees. It is designed to protect workers and ensure a basic standard of living. The minimum wage is reviewed and adjusted periodically to reflect economic conditions. Employers are obligated to comply with this regulation to avoid penalties and ensure fair compensation for all employees.
Parental leave in Estonia allows parents to take time off work to care for their newborn child. The leave can be taken by either parent and is compensated by the state. This benefit supports family life and child development by providing parents with financial security and time to bond with their child.
Sick leave in Estonia allows employees to take time off work due to illness while still receiving a portion of their salary. This benefit ensures that employees can recover without the stress of losing income. The employer typically covers the initial days of sick leave, after which the health insurance fund takes over. The exact terms and conditions are outlined in employment contracts and national legislation.
Employers in Estonia must provide occupational accident insurance to cover employees in case of work-related injuries or illnesses. This insurance covers medical expenses and compensates for lost wages, ensuring that employees receive necessary care and financial support.
Employees in Estonia are entitled to paid annual leave, which allows them to take time off work while still receiving their regular salary. This benefit is designed to promote work-life balance and ensure that employees have the opportunity to rest and recharge. The amount of leave varies depending on the length of service and specific employment agreements, but the minimum requirement is set by law.
Employers in Estonia are required to contribute to the national health insurance system, which provides employees with access to healthcare services. This includes medical treatment, hospitalization, and preventive care. The contributions are calculated based on the employee’s salary and are essential for maintaining a healthy workforce.
Estonian employees are entitled to a minimum of 28 calendar days of paid annual leave each year. This benefit ensures that employees have adequate time for rest and recreation, contributing to their overall well-being and productivity. Employers are required to compensate employees at their regular salary during this period.
Employers in Estonia must contribute to an unemployment insurance fund, which provides financial support to employees who lose their jobs. This system helps ensure income stability for unemployed individuals while they search for new employment opportunities.
In Estonia, the 13th month salary is a common practice, although not legally mandated, where employees receive an additional month’s salary as a bonus. This benefit is typically paid at the end of the year and serves as an incentive and reward for employees’ hard work throughout the year. It helps boost employee morale and provides additional financial support during the holiday season.
Estonia provides maternity leave to support employees during pregnancy and after childbirth. This benefit allows mothers to take time off work to care for their newborns while receiving financial support. The leave is partially funded by the employer and the state, ensuring that mothers can focus on their family without financial strain. The duration and compensation are regulated by national laws.
Employers in Estonia are required to contribute to the national pension system, which provides retirement benefits to employees. These contributions are calculated as a percentage of the employee’s salary and ensure financial security for individuals during their retirement years.
In Estonia, it is common for employers to offer a 14th-month salary as an additional benefit. This extra payment is typically provided at the end of the year and serves as a bonus for employees, enhancing their annual earnings and providing additional financial support during the holiday season.
Paternity leave in Estonia allows fathers to take time off work following the birth of a child. This benefit is designed to promote family bonding and support the well-being of both the child and the parents. Fathers are entitled to a certain number of days off with compensation, which is typically covered by the employer and the state. This policy encourages active involvement of fathers in early childcare.
Employers in Estonia are required to provide workplace safety training to ensure a safe working environment. This training includes educating employees about potential hazards and the correct use of safety equipment. It is essential for preventing accidents and promoting a culture of safety within the workplace.
Employers in Estonia are required to contribute to the national social security system, which covers pensions, health insurance, and unemployment benefits. This system is designed to provide financial support and security to employees in various situations, such as retirement, illness, or job loss. The contributions are based on the employee’s gross salary and are a significant part of the overall compensation package.
Taxes & Payrolls

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