What employee benefits are currently standard?
In the modern labor market, it is increasingly difficult to attract valuable employees. Currently, they expect not only a high salary, but also non-wage benefits. From the employer’s point of view, they can be treated as an opportunity to stay ahead of the competition, but on the other hand, benefits are also an additional burden on the company’s budget. What do employees on the Polish market expect besides a high salary? How to reduce the costs of employment and the aforementioned benefits by recruiting valuable specialists?
The most important benefits that employees expect
Although employees appreciate a good atmosphere in the workplace, they expect measurable benefits from the employer in addition to remuneration. In other words, “fruit Thursdays” or integration events may not be enough for an employer to be considered valuable. What employee benefits are currently most expected among employees?
· Gift and occasional vouchers
The IBRIS survey presented on the Bankier.pl portal shows that as many as 9 out of 10 employees use non-wage benefits in their workplace. Gift and occasional vouchers are the most popular. This solution is commonly used by employers during the holiday season. In some companies, such a solution is made available to employees simply once a year. Employees receive, among other things, prepaid cards for a certain amount, which they can use in selected stationary or online stores. In the case of this benefit, the employer covers its costs, although due to the competition on the market, not necessarily in the amount of the vouchers themselves.
· Group life insurance
Group life insurance is equally popular among non-wage benefits. Employers can approach this benefit flexibly. An insurance company offering such a service is happy to cooperate, offering discounts beneficial to employees, which everyone is happy with. However, many companies are aware of the growing requirements of employees and decide to co-finance insurance, which of course is a burden on the company’s budget.
· Vocational training
Theoretically, vocational training is a solution that benefits both the employer and the employee. The latter improves his qualifications, thanks to which he can perform his duties better. A company that provides its employees with such a solution should be satisfied with the growing value of the employee, but the financing of vocational training is burdened with a certain dose of risk. First, a better-qualified employee may come to the conclusion over time that they are also entitled to a higher salary due to their higher qualifications. Secondly, failure to meet his financial needs may end up leaving the job, and thus feeding the competition. If this happens relatively quickly, the investment in the employee in the form of financing the training will be in vain.
· Possibility of remote work
This solution has gained importance in recent years, and after the outbreak of the pandemic, it has become very popular. Many films have noticed that remote work does not have to mean limited productivity of employees, on the contrary – the level of their satisfaction and trust in the employer increases. If the possibility of frequent use of remote work does not adversely affect the functioning of the company, it is definitely worth providing employees with such an option. Of course, this is not possible for all positions, because many of them require the presence of the employee in the workplace.
· Private medical care
The public health service leaves much to be desired, which is why many employees care about access to private medical care. Employers can take advantage of this benefit, provided that it does not excessively burden the company’s budget under the beneficial contract. With many employees, you can count on really favorable prices for private healthcare. In addition, employees who have access to private medical care do not waste time and do not take time off work to visit specialists. In private facilities, many specialist tests and treatments can be performed on one day – it is beneficial for both parties.
· Sports cards
Access to sports facilities also affects employee satisfaction, so it is a benefit worth considering. Its profitability depends on the extent to which the employer decides to co-finance this service.
Too high employment costs? It is worth trying temporary work
Some of the above-mentioned non-wage benefits perfectly reconcile the interests of employers and employees. Others involve considerable expenses for the employer, which are worth considering before making a decision. Certainly, in specialist positions, it pays to spend extra money to keep valuable and well-qualified employees by taking care of their satisfaction and loyalty. However, there are positions where there are no irreplaceable people, so the presence of benefits may seem like an unnecessary or simply too high expense. How to avoid the costs associated with benefits and expected by employees?
Temporary work has become a popular solution. An employer using the support of a temporary employment agency only bears the costs of employing an employee in the form of invoices issued by the agency, which of course are included in tax deductible costs. Formal issues and possible benefits are the responsibility of the agency in which the employees are actually employed. For the employer, this is a great convenience and money saving related to additional benefits for employees, but also maintaining the HR department or the risk associated with unsuccessful recruitment. There are many positions where temporary workers are excellent, and this does not only apply to jobs that require relatively low qualifications.
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