SMEs recognise the benefits of flexible remuneration, but often face barriers to its implementation. This can limit adoption, despite its benefits in attracting and retaining talent.
In contrast to large companies, where HR manages the social benefits, In SMEs, these teams are often small and multi-functional. Implementing flexible remuneration can seem complex due to a lack of time, resources and expertise, as well as the diversity of benefits, which makes it difficult to manage.
SOLUTION: Simplify management with integrated platforms
Automation facilitates the integration of flexible remuneration in SMEs without increasing their workload. With tools such as Edenred Flex, The new HR department can manage benefits on a single platform, reducing paperwork and ensuring efficient follow-up, without the need for a dedicated HR department.
One of the main challenges of flexible remuneration is its regulatory and tax complexity. For an SME without tax experts, managing benefits and exemptions can be a challenge, with the risk of errors and penalties. In addition, frequent regulatory updates require constant adaptation, which can slow down its implementation despite its advantages.
SOLUTION: Expert advice to avoid mistakes
At Edenred, we help SMEs comply with current regulations and optimise tax exemptions. Our tools ensure cost control and profit security, allowing you to offer flexible remuneration with complete peace of mind.
Despite its advantages, flexible remuneration is often perceived as a pay cut rather than a benefit. Many talents are unaware of its tax and social benefits, leading to mistrust and low adoption. Without clear communication, its impact on motivation and team well-being is limited.
SOLUTION: Communication and training for teams
Effective internal communication is key to the adoption of flexible pay. That's why we offer educational materials to help teams understand the benefits. By showing with data how it improves their purchasing power without impacting the business budget, SMEs strengthen the engagement of their talent.
SMEs, with limited resources, may see flexible remuneration as an additional cost or a complex administrative burden. However, it does not necessarily mean more expense, but a better allocation of resources. With scalable solutions and digital tools, SMEs can offer attractive benefits without increasing their labour costs, optimising the compensation and well-being of their teams.
SOLUTION: A modular solution tailored to SMEs
Flexible remuneration stands out for its adaptability, optimising resources without generating additional costs. Our solutions allow SMEs to choose benefits according to their budget and the needs of their teams. Moreover, as they are exempt from social charges, they maximise investment and improve the purchasing power of talent.
Four reasons why small and medium-sized companies should not wait to adopt this flexible remuneration model:
According to studies, talent that receives social benefits is more motivated, engaged and loyal to their company. By integrating flexible remuneration into their HR strategy, SMEs can strengthen the engagement of their teams and at the same time boost their performance.
