Benefits for employees: 6 interesting suggestions!

These benefits should go beyond those already standardized, such as health insurance, food vouchers and transportation assistance. The company should think of new award formats that truly demonstrate how it stands out from the rest.

Why invest in employee benefits?

Investing in benefits within a company is an extremely important factor. Gone are the days when paying salaries and some normal benefits, such as meals and transportation, were enough.

As the world has modernized, labor relations have also become more modern. Employee well-being is now seen as an essential part of a company's success and the quality of the services it provides.

How do you interact with them? Investing in employee perks is one method. These perks can foster a sense of permanence and show that workers are valued by the business.

This feeling is reflected in the low turnover, layoffs and need for constant selection processes. The company saves money by limiting these and is able to develop a much better sense of teamwork.

Engaged workers are more inclined to try to improve their working conditions. They want to show that they value themselves and that they want to live up to that value. Another point is the quest for new information.

Both the team and the business as a whole benefit from this. Employee well-being and stress reduction tend to improve the company climate.

Don't forget to offer more than the typical benefits when you invest in employee benefits. They ought to be distinct from the customary and required benefits. This enables the business to attract youthful talent.

When they see that a company offers different benefits to its employees, they tend to develop a desire to provide services there instead of at a competitor.

What are the mandatory benefits at work?

See which benefits are mandatory and therefore cannot be considered as additional advantages, since their mere absence already demonstrates disrespect for labor laws and suppression of rights. See:

• 13th salary;
• Paid vacation with 1/3 additional;
• Severance Pay Guarantee Fund (FGTS);
• Overtime in case of extrapolation of the contractual working hours without time compensation;
• INSS contributions;
• Night shift;
• Transportation voucher.

What are the traditional benefits?

There are other types of benefits that, even though they are not mandatory, are traditional. They are found in most companies and therefore do not exactly represent a novelty.

Today, it is possible to understand them as if they were natural. They are no longer seen as benefits for employees, necessarily. This is due to the fact that they no longer surprise, they have fallen into the common ditch.

That is why a company must work to offer them while also striving to offer other differentiated and outstanding advantages.

See what benefits are considered traditional:

• Food or meal voucher;
• Health plan ;
• Dental plan;
• Life insurance;
• Daycare assistance.

See 6 creative suggestions for benefits for employees

If your company still limits itself to the benefits above, it is important to rethink its talent attraction and retention strategies. 

We have selected 6 suggestions for employee benefits that are creative and will make all the difference for the employee and the company.

Flexible schedules

Flexible working hours are another type of benefit you can offer your employees. This allows them to focus on production and activities rather than schedules, and allows them to alternate between working from home and in person.

Foreign language classes

Foreign language classes are also a good option to offer as perks to employees. You can establish partnerships with schools or private teachers.

Classes can be in groups, depending on each student's level of language, individual or in pairs. Currently, the best option is online classes, which allow everyone to participate without having to travel.

Offer 1 day off per month on Friday

Our first suggestion could be a big hit in your company. We're talking about plans that give employees one Friday off a month. This allows them to rest more and organize commitments that don't fit into their routine.

Another interesting point is that it allows them to create a “long weekend” to spend with family and friends and travel. All of this has positive effects on the employee and the service they provide to the company later on.

In this case, you can opt for 1 Friday a month or every two months. This requires organization of activities, as it is not possible to take time off if everything is not in order, done and up to date.

Another possibility, if your company cannot opt ​​for 1 additional day off per month, is to grant it in the month of your birthday or on a rotating schedule of additional days off.

Benefits of gym memberships or exercise plans

Another popular benefit for employees is gym memberships. Taking care of your body and health is becoming increasingly important, and you can take advantage of this.

It is possible to offer partial payment of gym memberships or even full payment. To do this, consider partnerships with gym brands. Another interesting possibility, in times of pandemic, are exercise plans.

In this case, the student finds exercises and guidance in an application at their fingertips. Most of them are paid and your company can use this loophole to offer it as an additional advantage.

Financial education classes

Financial education is very important, but we don't always have the knowledge we need to make the most of our money, invest it, and control our expenses and debts. Offering classes in this area is a great benefit.

Agreements with establishments

Our last tip when developing benefits for your employees is to establish agreements with establishments that are close to the company headquarters. Restaurants, bakeries, bars, gas stations and parking lots are some of them.

This allows you to boost trade in the region while also being able to form partnerships for a lower cost. Whether it’s for a mid-work snack or happy hour at the end of the day, your employees can spend less.