Being an employer, you strive to ensure that your employees are healthy and happy. Unfortunately, they sometimes encounter mental problems. At such times easily accessible care is of crucial importance to them. Fortunately, today’s insurers are no longer merely covering the cost of medical care or providing medical assistance. They are increasingly focusing on the mental wellbeing of your employees and offer a range of additional services to this end.
Cross-border telework: new European framework agreement as of July 1, 2023
Hybrid working gained momentum with the corona crisis. Cross-border employment relationships may experience issues with regard to the applicable social security system with a corresponding impact on the employee benefit plans regarding pension, disability and health care coverage for your employees.
However, a new European framework agreement ensures that teleworking by frontier workers will be facilitated as of July 1, 2023. Employees who telework less than 50% of their working hours in their country of residence will - provided certain conditions are met - remain subject to the social security system of their country of work. This is good news, because it means the collective plans for this group of workers can be maintained.
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As an independent business owner, it is important to invest your funds in a tax-efficient manner with the prospect of a nice return. It is recommended to find a clever way of handling the excess reserves rather than letting them evaporate in the corporate account. But what are good and tax-efficient alternatives for your available funds besides the standard supplementary pension schemes such as EIP and PLCI?
It is abundantly clear that it is not easy for most companies to attract new talent today. Shortages in the labour market and the war for talent represent a major challenge. Employees expect your company to offer a range of at least equally interesting fringe benefits in addition to an attractive salary. Which fringe benefits can you as an employer offer today in order to really make a real difference? Explore the various options to include a 'healthcare' budget: a benefit that offers added value to all your employees.
The Interprofessional Agreement 2021-2022 provides the sectors with a 0.4% margin for wage cost development. Most sectors are still examining how to implement this wage standard and which freedoms they will give companies in this regard. This should become clear in the coming weeks. If employers are given the option to convert this wage increase into an equivalent benefit, you may consider introducing an additional insurance for your employees or optimising an existing one. We briefly outline the various options for you.