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Discover all the advantages that the Flexible remuneration it has for your employees and for your company.
Increase your employees' purchasing power and raise their net salary without increasing your payroll costs.
Nurture talent, strengthen your value proposition, and differentiate yourself from your competitors.
Increase your employees' satisfaction and engagement.
Choose the services that best suit your team's needs in a single flexible benefits plan.
Join a modern, flexible and fully online compensation and benefits scheme.
Discover a platform designed to make your life easier and offer the best experience for your employees.
Imagine a person has a Gross annual salary of €45,000 and decided to optimise his salary and allocate 5,620€ of their gross remuneration for various benefits como la tarjeta de comida ccheque gourmet®, Up transport o Nursery school through Flexible Benefits.
The result? This person enjoys the same services while paying less tax and will save almost €1,900 more per year. A simple way to improve your team's purchasing power, without increasing your salary costs!
Use our Flexible Remuneration simulator
After paying taxes and Social Security, that person would have around €33,000 left, and if they spent that €5,620 on food, transport or childcare, Your actual available funds would be €27,516.
That same €5,620 is deducted directly from your gross salary. As this amount falls within the legal limits and represents less than 30% of your salary, it is exempt from income tax.
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Often these terms cause confusion. Basically, they are two different ways of implementing benefits (e.g. meal vouchers). With social benefits, the company covers the full or partial cost of services offered to its employees as an addition to their salary. In flexible compensation, it is the employee who decides to use part of their salary to pay for services included in their plan, meaning they will be cheaper than if they paid for them directly out of their own pocket.
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.
Yes, there is a limit. Currently in our country, flexible remuneration cannot exceed 30% of an employee’s gross salary. See the legislation here:
– Income Tax Law 35/2006
– Royal Decree 439/2007(New Personal Income Tax Regulation)
– Extension of Law 16/2012 of 27 December
Offering flexible remuneration plans has many advantages for companies! First and foremost, flexible remuneration allows companies to improve their employees' net pay without increasing their salary costs. Everyone wins! Furthermore, flexible remuneration plans, and the savings they represent for employees, help companies attract and retain talent, increase staff motivation, and improve their competitive standing as an employer.
Flexible remuneration schemes also offer many advantages for employees. Starting with the fact that they allow them to increase their net salary thanks to tax savings on services such as food, childcare or transport. Furthermore, the flexibility to choose benefits according to each individual's needs also contributes to improved team satisfaction and well-being.
Any employee, regardless of their age or salary bracket, can benefit from flexible remuneration schemes, provided the company they work for offers this option. It is down to companies to decide whether to offer flexible remuneration schemes to their employees.
Yes, it is necessary to formalise an agreement between the company and the employee to implement a flexible remuneration plan that allows for the associated tax advantages to be taken. Furthermore, as this is an Agreement to Amend Conditions, which would be attached to the employment contract, signing it can be considered compulsory. Additionally, this agreement ensures the system is transparent and secure for both the employee and the company.
You're in luck! With Up retriplus, our platform for managing and engaging with remuneration plans, you can include all types of services in your flexible remuneration plan, starting with popular ones such as meals (cheque gourmet®), the transport (Up transport) or the nursery (Early years education). But that's not all, you can also include many other services with tax advantages for your employees such as health insurance, training, vehicle leasing or savings plans. Furthermore, through Up retriplus You can also offer other services with advantageous prices of your choice, such as, for example, a gym or a physiotherapist.
