With an increasingly competitive job market, companies are constantly looking for the best professionals. To attract and retain talent, you need to offer more than a good salary. Companies that manage to stand out in the market are those that think beyond remuneration, offering benefits that meet the individual needs and preferences of their employees. It is in this context that flexible benefits emerge as a strategic solution, allowing employees to choose what is best for them.
Company responsibility x flexible benefits
According to the Consolidation of Labor Laws (CLT), the company has some specific obligations towards its employees, such as the payment of salaries, vacations, 13th salary, FGTS and other labor rights. However, extra benefits are offered voluntarily by the company, but they are important tools for attracting and retaining talent.
There are various types of flexible benefits that can be offered by companies, depending on the needs of the employees, such as culture vouchers, childcare assistance, education assistance, food and meal vouchers and health and dental insurance.
How to implement flexible benefits
In order to implement flexible benefits effectively, the company must consider several aspects. Firstly, it needs to understand the profile of its employees. An internal survey can help identify which benefits would be most valued. For example, if most employees have young children, childcare assistance could be an important option. If many of them are looking for training, an education allowance would be a good investment.
In addition, it is essential to take the company’s budget into account. Although flexible benefits offer advantages for both the employer and the employee, it is necessary to set financial limits that do not compromise the organization’s financial health. The important thing is to balance the benefits with the company’s economic reality, offering options within a viable budget.
Another important point is internal communication. Employees need to be aware of the benefits available and how they can access them. For this, the human resources team can help by guiding employees.
Finally, flexible benefits should be constantly evaluated and adjusted, depending on changes in the employee profile or the company’s financial conditions. This ensures that the strategy remains attractive and effective in the long term.
The implementation of flexible benefits, when well structured, can be a competitive differentiator for the company, making it more attractive and providing a more satisfying and productive working environment. You can count on Pryor Global for this.
We offer business insurance and benefits management designed for every type of company and employee profile. We work with the main insurance companies and operators in Brazil and have a portfolio that is always up to date.
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