At a time when sustainability has become a global priority, companies have an increasingly important role to play in combating climate change and protecting the environment. Beyond reducing their operational ecological footprint, organisations can act from another angle: social benefit policy.
Through the flexible compensation, But how to do this effectively and without increasing the management burden?
Sustainability is no longer just added value, but a real expectation from many talented individuals. People want to be part of companies that act responsibly and integrate respect for the environment into their daily operations.
Offer social benefits With a sustainable focus, through flexible remuneration, it is a concrete way to demonstrate this commitment. Not only does it improve the talent experience, but it also reinforces the company's identity as a responsible and modern employer.
Integrating sustainable benefits into a flexible benefits plan is not only possible, but it is also an effective way to link the welfare of talents with the company's environmental values. Heree leave some practical examples:
Allow talents to devote part of their gross salary to crediting Edenred Mobility public transport is one of the most direct ways to encourage sustainable mobility. By incentivising the use of the metro, bus, or train, emissions generated by private cars are reduced, and air quality in cities is improved. Furthermore, these expenses are exempt from Personal Income Tax (IRPF), which translates into a tax saving immediato for talent.
More and more companies are offering aid to promote alternative modes of transport such as bicycles, electric scooters or even charging stations for electric vehicles. These incentives not only support acleaner mobility, but also encourage healthier and more responsible lifestyle habits.
Replace physical cards with digital versions, such as those for Ticket Restaurant, it is a simple and effective way to reduce the use of plastics and paper. By opting for 100% digital solutions, companies not only improve their operational efficiencynot only reinforce their commitment to the environment. Furthermore, these tools are more user-friendly, secure, and easy to manage.
The good news is that incorporating an ecological dimension into your benefits policy is not complicated if you use the right tools. Here are three key steps to do it effectively: effective:
Before designing a new benefits plan, it's important to listen to your talent. A simple survey or focus groups can help identify which green benefits would be most relevant and valued. This diagnostic phase allows the proposal to be tailored to the team's reality and maximise its adoption.
Once priorities have been identified, the next step is to select products and services that combine positive environmental impact and real utility for talent. The most common options are digital solutions such as Ticket Restaurant, public transport passes, etc. It is also advisable to work with suppliers committed to responsible practices.
Clearly explaining the environmental objective of each measure, the potential savings, and their contribution to caring for the planet will make talented individuals feel like active participants in change. Furthermore, maintaining this communication over time, with examples, data, or internal testimonials, strengthens the sustainability culture and encourages greater team involvement.
