Does your company invest in employee benefits? Your answer is probably yes. This is a tool used by companies to attract and retain talent . What few managers know is that it needs to be well applied to have the expected effects.
In general, offering different benefits is a way to supplement the employee’s salary. These items, incidentally, are as or more valued than remuneration, as shown by a survey published in Exame .
The survey shows that the top 3 are health insurance (99.5%), life insurance (94%) and dental care (87.5%). However, the others are close behind, not least because they are essential for attracting and retaining talent and add value.
Therefore, in this post we will better understand what the benefits are, the importance of investing in them and what can be offered to employees. Come on?
What are the benefits?
These elements are specified in the Consolidation of Labor Laws (CLT) and were maintained after the labor reform . The idea is for the company to grant some basic items for the quality of life at work and the well-being of employees.
Therefore, there are mandatory benefits, that is, provided by law. The rest is optional, but it nevertheless becomes a good alternative for the company to improve its results and remain competitive. Therefore, it is clear that the provision of these rights may have a strategic bias.
Realize that, in the current Brazilian market , it is common to deliver different benefits to employees. This happens due to different factors, including the lack of qualified labor. Thus, this criterion is an eye-catcher to attract talent.
For those who are already in the company, this is a way of improving quality of life. In addition, there is a significant impact on motivation, as employees feel valued.
How important is it to invest in employee benefits?
Mandatory benefits must be offered by the company as required by law. Optional items can bring positive returns in relation to professional qualification or improvement in quality of life.
In any case, the amount disbursed by the organization ceases to be a cost and becomes an investment, as there is an indirect return to the business. Among the advantages achieved are:
- improving employee involvement with the company;
- growth of team motivation;
- increased productivity ;
- retaining talent;
- achieving better results;
- light and pleasant working environment .
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Realize that the idea is that the benefits are part of the corporate culture . The actions can be quite varied, ranging from the offer of fruits and snacks to extended maternity leave , thematic events, health plan without co-participation and so on.
It all depends on the reality of the business and what employees value most. This should be the main evaluation criterion, because there is little point in offering benefits that go against the expectations of employees. The goal is always to add value.
What benefits can be granted?
Companies have the possibility to offer varied benefits. The mandatory ones are:
- Service Guarantee Fund (FGTS) ;
- vacation ;
- 13th salary ;
- night additional;
- transport vouchers .
In the latter case, the law states that the employee must limit transportation expenses to work at 6% of the remuneration. The discount is made automatically on the payroll and what is missing is covered by the organization. Check out other possibilities.
Health insurance
This is one of the most strategic offers, as the employee feels secure because he can properly take care of his health. Despite being optional, it is highly selected by companies as it is the main alternative for 99.5% of respondents in the survey passed on by Exame, which we mentioned earlier.
It is possible to discount a percentage of the employee’s salary. Even so, the value is lower than that of a private agreement. It is also possible to choose different coverages, plans and co-participation, in order to reach an amount that fits the budget.
Food and meal vouchers
Its obligation is only valid for projects with more than 300 employees. The other companies have the option to offer the benefit according to the amount available in the budget.
The food stamp is valid for purchases in supermarkets and bakeries, for example, and the meal for restaurants. Therefore, the second option tends to be more attractive. The ideal is that the daily amount is sufficient for the employee to be able to have lunch every day with quality.
Culture voucher
Their offer is usually linked to larger enterprises. The aim is to offer R $ 50 per month, with no expiration date and with cumulative property to purchase cultural products or services, such as concert tickets and theater plays. It is still uncommon, but it adds a lot of value to professionals, especially those who work with creativity.
Scholarships
This is the best alternative for companies that want to make efforts in the qualification of employees. The amount transferred may be total or partial in order to contribute to the payment of tuition fees for courses, undergraduate or graduate courses.
For the organization, this is the opportunity to train more prepared employees, who can help the business to grow in a sustainable manner. For example: if you want to expand to another country, language courses are essential.
Childcare assistance
The focus is on women who have small children. This benefit is mandatory for projects with more than 30 employees, being optional for minors. It is possible to offer a specific place to drop off children or make a refund .
An agreement with other entities can also be signed, as well as babysitting assistance. The purpose is to guarantee the right to maternity and to ensure that mothers have more guarantees when leaving their children at home.
Other benefits
The most common ones, which we have already mentioned, can be complemented with other ideas that make a difference in the current market. You can offer a family day, happy hour on Friday, flexible hours , internal tournaments, discounts on company products and a leisure room.
As you can see, employee benefits are a practical way of ensuring employee motivation and engagement. When applied correctly, they imply more productivity and improvement of the organizational climate.
