The social benefits re bens or services that companies offer to their employees as a supplement to their salary. They are not part of the payroll but aim to improving workers' quality of life and well-being, helping them to balance their personal and professional lives.
The following are considered non-monetary benefits, that is to say, they are not cumulative or exchangeable for money, and they are non-remunerative in nature. Therefore, they do not generate additional deductions or contributions.
Subsidised meals, public transport, or health insurance are some examples of social benefits. Their purpose is clear: increase team satisfaction and motivation, The company's commitment and image will be strengthened at the same time.
Although the two concepts are often confused, there are important differences between the two. social benefits and the Flexible remuneration.
La Flexible remuneration allows the employee to decide which part of their annual gross salary they wish to receive in cash and which part in goods or services – such as food, transport, or childcare. This option allows them to optimise your take-home pay without incurring any additional cost to the company, as certain services are exempt from personal income tax up to the legally permissible limit.
In Spain, tax legislation stipulates that the part of the salary that may be received in kind may not exceed 30 % of the gross annual salary. This limit applies solely to flexible remuneration, as it forms part of the worker's salary.
On the other hand, the social benefits are additional benefits that the company offers over and above salary. They are not deducted from the employee's payroll and, therefore, are not subject to the 30% limit %. They represent an additional cost for the company, but they are 100 % deductible for corporate income tax purposes and contribute directly to the team's well-being and motivation.
Furthermore, whereas flexible remuneration is individual and optional, social benefits are usually applied collectively, to the entire workforce or to specific groups or departments.
Despite the Differences between employee benefits and flexible remuneration, the services offered can be the same in both packages. Benefits, rights or services relating to childcare, restaurants or transport, which serve as an economic supplement for the worker and help their finances.
Let's take a closer look at some examples of social benefits.
Employee benefits can take various forms depending on the team's needs and the company's strategy. In Spain, among the social benefits most valued by employees we found:
Ticket Restaurant yes, for years, one of the most valued social benefits by workers and among the most common, as it represents a significant economic advantage, both for companies and for employees.
Para las empresas, este beneficio social es 100% deducible del Impuesto de Sociedades. Para los trabajadores, queda exento de IRPF hasta 11 € por día laborable La cantidad que ahorras al año depende de tu salario. Calcula tu ahorro en nuestra calculator.
The Transport Ticket encourages the use of public transport With the aim of subsidising travel between home and work. It is prepaid and can be used to purchase public transport tickets, including bus, tram, train and metro.
For businesses, this service is 100%% deductible from Corporation Tax. For employees, it is exempt from Personal Income Tax (IRPF) up to a maximum amount of €1,500 per worker per year.
The Nursery Ticket consists of the company paying for nursery care, a social benefit that Promotes the reconciliation of work and family life.
It can be offered by companies to working parents with children in the first cycle of early childhood education, i.e. from 0 to 3 years old. This allows those workers to save up to three months' salary per year on their childcare costs.
For companies, this service is 100%% deductible from Corporation Tax. For employees, Edenred Guardería is entirely exempt from Income Tax.
La Edenred Gift Card It is a flexible and personalised solution for one-off campaigns, incentives, or employee recognition.
It is nominative, rechargeable and can be adapted to different budgets, offering a modern and motivating way of rewarding performance.
A benefit that is increasingly valued, especially in environments where employee wellbeing is a priority.
It allows access to a Faster and more personalised healthcare. For companies, paying for health insurance is tax-deductible and reinforces the perception of care towards the employee.
It is an excellent incentive for the professional growth and motivation of workers, and also for companies, as they attract talent. In our dedicated article, you will find all the Most valued employee benefits.
Social benefits also bring numerous individual advantages:
