A benefit plan consists of managing the benefits offered to employees of a company. It can be integrated not only by the mandatory ones, such as the transportation voucher, but also by complementary benefits, which are configured as differentials for the valorization and motivation of the employees. Thus, it contributes to the production and improvement of the organizational climate.
Before offering the group benefits, however, HR needs to be attentive to the profile of employees. He must adapt the advantages to his professionals, because it would be useless to offer fuel vouchers if most do not have their own vehicle, or provide childcare assistance if most do not have children, for example. Therefore, it is necessary to know the profile and wishes of the employees. With the right benefits plan, the company and employees can only win.
What are the mandatory and optional benefits?
State’s labor law requires employers to provide transportation vouchers, paid holidays , the Severance Pay Fund ( FGTS ) and the thirteenth salary (13th). However, as a motivational factor, it is possible to go further and offer, for example:
food and / or meal vouchers;
fuel vouchers ;
medical and dental care plans ;
financial education programs;
sports and exercise;
expenses allowance ;
gift certificate to reward employees who achieve their goals.
Rewards for employees who reach their goals can be offered in different ways, in addition to gift cards. There may be additional financials at the end of the month, plaques with the name and photo of the month’s outstanding employee, trips, initiatives aimed at career planning and so on.
It is worth remembering that, depending on the follow-up and job characteristics, the company may have other mandatory benefits to offer. This is the case, for example, with the nightly surcharge, for certain professionals who work during the night. Thus, it is important to always check the laws, union conventions and updates on these factors.
If well thought out, the benefit plan can be very profitable for the company, as it acts directly on the quality of life of professionals and the organizational climate. The result is that employees are happier and more productive.
Optional benefits can be offered by larger companies, which have more financial resources to invest in offering these benefits to employees. A benefits program focused on career growth allows employees to improve themselves, optimizing their processes and focusing on the development of their work.