Improve your employee satisfaction without increasing labour costs with the Social benefits and flexible remuneration schemes From Come on, Spain.
Improve your value proposition and set yourself apart from your competitors.
Improve the well-being of your employees and increase their engagement and motivation.
Improve your team's financial capacity without increasing their tax burden.
Help your employees find a work-life balance.
Improve your value proposition and set yourself apart from your competitors.
Improve the well-being of your employees and increase their engagement and motivation.
Improve your team's financial capacity without increasing their tax burden.
Help your employees find a work-life balance.
We are here to help you.
We know that every company has its own challenges and that it's not always easy to find the right solution. Leave us your details and we'll help you find the one that best fits your team and your reality.
On occasion, both terms can cause confusion.
When a company decides to cover the cost of certain benefits (e.g., meal vouchers), it is considered to be providing the employee with a social benefit. In other words, the company bears the full or partial cost of certain services it offers to its employees, which are added to the rest of their salary.
Under the Flexible Remuneration scheme, it is the employee who voluntarily decides which of the services offered by the company they wish to receive and allocates part of their remuneration to cover them. To do so, they authorise the company to deduct these costs from their gross salary; through this arrangement, they benefit from the tax advantages set out in personal income tax regulations, thereby achieving savings compared to paying for them directly out of their own pocket. However, the Workers’ Statute stipulates that no more than 30% of their gross salary (the ratio of non-monetary to monetary pay) may be allocated to flexible remuneration.
Regarding how employee benefits are taxed, well, it's as simple as this: apart from meeting a need, the employee doesn't have to pay income tax (IRPF*) for enjoying those extra services that the company makes available to them. What do you think?
What’s more, these social security contributions are treated as staff costs and are fully deductible on the 100% corporate tax return! So both the employee and the company come out ahead. It’s a win-win for everyone!
Good question! The amounts allocated to products and services included in the flexible remuneration scheme are exempt from income tax, provided they do not exceed 30% of the gross annual salary. It’s an excellent way to boost employees’ purchasing power without increasing their gross salary! Furthermore, flexible remuneration does not affect employees’ social security contributions. The employee retains all their Social Security rights and benefits as their contribution base remains unchanged.
Well, there's a bit of everything! What's usually most popular is help with food. (cheque gourmet®), with which employees can save up to three months of eating out expenses per year. Childcare assistance is also highly valued, which is great for mums and dads with little ones in the first cycle of early childhood education (0 to 3 years old). And we can't forget transport assistance, which makes our lives easier, more economical, and above all, more sustainable for the environment. Which is our favourite? We can't choose, we love them all!
Offering social benefits has many advantages for companies! Firstly, it helps to attract and retain talent, as employees highly value benefits that promote their well-being and quality of life. But that's not all! They also help to improve the company's image and contribute to creating a good working environment. Furthermore, offering benefits translates into long-term savings as it is an economical and simple option to implement that promotes work-life balance, which helps to reduce absenteeism and improve productivity. Phew! With so many advantages, who wouldn't want to jump on the social benefits bandwagon!
Social benefits also have many advantages for employees! The first of all? Economic savings, social benefits increase employees' purchasing power without increasing their tax burdens. Furthermore, they help promote work-life balance and increase employee motivation. In short, social benefits help improve people's lives and contribute to the care of employees' economic, physical, and mental well-being. With so many advantages, who wouldn't want to work for a company that offers social benefits?
