Attracting, retaining and motivating talents has become a priority for business leaders who redouble creativity in this area. If wages remain an essential lever, the advantages in kind or in addition to the salary also play a role in the satisfaction of employees and cohesion within the company. But what types of advantages can you offer to your employees and how do they contribute to the attractiveness of your business? Decryption of the various solutions to consider to strengthen the commitment of your teams.
Advantages in kind: practical and motivating compensations
The advantages in kind are elements provided by the employer who complement the salary without being directly received in money. These advantages can take various forms and often depend on the specifics of the sector of activity or the needs of employees.
Restaurant tickets: a classic appreciated
Offering restaurant tickets is a solution frequently chosen by companies. This advantage is particularly appreciated by employees, because it allows them to benefit from help for their midday meals, which is daily comfort. In addition, the company benefits from an exemption from social charges under certain conditions. This solution is simple to set up and has a real impact on the quality of life of employees.
Since October 1, 2022, the daily ceiling for the use of restaurant titles has been set at 25 euros.
Also, if the employer is free to set the value of the restaurant titles he distributes, this amount is indirectly influenced by the legal limits which frame the employer’s financial contribution, such as the exemption ceiling for social contributions and The maximum care of 60 % by the employer, according to the National Commission for Restaurant Titles (CNTR). When the employer puts restaurant titles available to its employees, it must take charge between 50 and 60 % of their value. As a result, employees will have to assume between 40 and 50 % of the total cost. The title-restaurant is considered to be a social advantage and it is generally accepted that it must be allocated equally to all employees of the company, ”specifies the CNTR.
However, it is possible to allocate restaurant titles only to certain employees, provided that the others benefit from compensation “equivalent to the financial participation of the employer in the restaurant titles”.
Gift vouchers or vouchers
Gift vouchers are another advantage in kind more and more popular. They allow the employer to make a gesture in favor of his teams, while offering each employee the possibility of choosing the object of his choice in a wide range of products and services. During the holidays, birthdays or special events, these advantages make it possible to strengthen links within the team and to show that the company cares about the well-being of its employees.
The allocation of gift vouchers (or gift vouchers or vouchers) to employees, however, is subject to specific rules concerning the amount, frequency and conditions of tax and social exemption. The exempt amount of social contributions is however limited and must not exceed € 171 per employee and per year (this limit is reassessed each year depending on the social security ceiling).
Please note: this exemption only applies if gift vouchers are used for specific events or occasions, such as:
- Christmas
- Marriage, birth
- Back to school, etc.
These gift vouchers must be given in an exceptional financial framework and not replace a usual salary or advantage.
Telework and associated equipment
Telework has become a major asset for many companies, and its implementation, even partial, can be a considerable advantage. Beyond the hourly flexibility it offers, it allows employees to better manage their business/personal life balance. Providing quality equipment (laptop, broadband internet connection, ergonomic furniture, etc.) for those working remotely can be another advantage in relevant kind.
Softs: enhanced health coverage
Proposing benefits represents another argument to attract and retain talents. Quality coverage, in particular, has a direct impact on the well-being of employees.
The Mandatory Business Mutual
Since 2016, the law has required companies to provide their employees with minimum health coverage. However, employers can go further by offering more complete health coverage, better covering medical, dental or optical costs. A good mutual insurance company is a significant advantage for employees, who can thus benefit from easy access to care. This also testifies to the company’s commitment to its employees, helping them manage their daily health.
Provident: enhanced security
Provident is the coverage of risks linked to incapacity for work, disability or death. By offering a provident contract, the employer guarantees his employees a certain financial security in the event of a hard blow. It is a not only protective, but also reassuring advantage, allowing employees to work in better conditions without fear of situations of uncertainty.
Financial advantages: promote savings and preparation for the future
Proposing employee savings solutions or other financial systems can be a particularly attractive advantage for your employees, while contributing to their long-term well-being.
Participation and profit -sharing
Participation and profit -sharing are systems allowing employees to benefit from the company’s results or profits on the one hand. These advantages are often perceived as awards, but also as the motivation and involvement of employees in the objectives of the company. In addition to strengthening collective performance, these systems allow employees to build capital in the medium or long -term, while benefiting from tax advantages.
Company savings plans (PEE) and retirement savings plan (PER)
Enterprise savings plans (PEE) allow employees to put money aside, with tax advantages. More and more companies are implementing systems such as the collective retirement savings plan to help their employees prepare their retirement. These savings solutions are long -term advantages that testify to the company’s commitment to career management and support to its employees, while offering them the possibility of having a safety net for the future.
Balance professional life/personal life: an essential lever of well-being
Employees’ expectations in terms of balance between their professional life and their personal life are today stronger than ever. Finding a better balance is a key factor in work satisfaction. Offering advantages facilitating this balance not only makes it possible to respond to societal demand but also to prevent burnout and turnover.
The flexibility of schedules and telework
Beyond teleworking, offering flexibility on schedules can be a real asset. Allowing your employees to choose their working hours, since it does not impact production, can considerably improve their quality of life. This type of development is particularly appreciated by parents, students, or people with family responsibilities.
Additional holidays
In addition to legal leave, many companies choose to offer additional days of leave, whether days for family events (marriage, birth, death) or days of well-being, such as “well- be “or” for mental health “. Offer a certain flexibility in the management of leave strengthens the positive perception of the company and contributes to better long -term productivity.
The advantages of training and professional mobility
Employees are more and more sensitive to the opportunity to train throughout their careers. Investing in skills development can not only improve business productivity, but also promote the personal development of employees.
Offering internal or external training is a professional and personal advantage. This allows employees to develop new skills, to evolve in their careers and to feel valued. In addition, this can be a lever for companies, which benefit from better qualified and more efficient employees.
Finally, offering internal mobility possibilities within the company can be a major advantage for employees. This allows them to discover other facets of the company, to expand their skills and not to feel locked in a special position or sector of activity. This also helps to improve talent retention by offering interesting and diverse career prospects.