We have already been talking about Supplementary Welfare in other articles. The RSC is one of the ways to be able to improving the remuneration of our employees, as an alternative to a salary increase. We will see what options insurance companies offer us to be our allies in the incentivisation of our workers.
Health insurance, savings plans or life insurance
Many companies start to see the light after the crisis, and red numbers turn green at the end of the year, so we move from a period of EREs The first is that our workers want to be properly rewarded again. One way of doing this, and it is proposed to us by insurance companies, would be:
- Subscribe to a health insurance for our employees
- You hire a collective savings or pension plan where each employee contributes a certain amount, depending on their position in the company (they could also contribute an additional amount, on a voluntary basis).
- Offer salary supplements such as irregular yields (in a multi-year target-achievement format): they would then enjoy a tax exemption for this 40% concept. This is highly valued by workers at a certain level, who are heavily penalised by the tax authorities.
- Paying for insurance group life or accident insurance, The company's employees' family welfare is a concern for the company's employees.
Why use these formulas in the face of wage increases?
Many employers ask us this question and our answer is clear: in Europe, mainly in Central European and Scandinavian countries, which tend to be ahead in several respects, employees are highly valued.
To be able to work for companies that pay them health insurance, or contribute X amount to their pension plan, or reward them for good performance in a multi-year target plan.
Of course, all of this revolves around the working environment, work-life balance, and other elements that make up an appropriate employer branding to make our employees feel at ease.
The advantages of implementing these complements
What this way of rewarding our workers achieves is:
- Increased loyalty and commitment with the company, which translates into talent retention (so important especially for the “key men”).
- Reduction of absenteeism: health insurance allows you to see specialists outside of working hours, as well as reducing waiting times for consultations, diagnostic tests and surgery.
- Increased motivation of staff, resulting in a better performance of them.
If you think you might be interested in any of these supplementary remuneration formulas, Contact us and we will find a way to achieve your goal.
