A unified approach to employee benefits brings simplicity and fairness to the workplace. Benefits are distributed based on working hours, with some offered as fringe benefits on top of salaries.
Generous benefits at "Antelias Oy"
*According to tax guidelines, a maximum of €400 per employee per year can be allocated for sports, culture, and massage benefits.
The company simplifies its process by ordering and paying for the entire year’s benefits upfront in January.
Once the benefits are ordered, "Antelias Oy" only needs to ensure the employee list stays updated. This means adding new employees and removing those who leave. An HR integration tool helps make this seamless.
Lunch Benefit: Automatically distributed to employees monthly. The first invoice covers the full amount for the first month, and subsequent billing is based on usage.
Bike Benefit: Set up in the system just once. Employees can be added or removed by updating the employee list. When an employee decides to purchase a bike, they activate the benefit, and costs are incurred by the employer only for bikes that are actually used.
This streamlined system ensures fairness, flexibility, and ease of management for employers while enhancing employee satisfaction.
This blog series explores benefit distribution practices through real-life examples
Check out the other parts of the series:
Part 1: Smartum’s own benefit practices (Finnish)
Part 2: The pillars of a company’s benefit distribution policy (Finnish)
Part 4: Benefits and the quality of employment (Finnish)
Part 5: Budgeting benefits throughout the year (Finnish)
Part 6: Give the gift of well-being: Reward with employee benefits (Finnish)
Give your employees an intangible gift this holiday season
Increase the benefit amount you share with your employees this year. With the Smartum OwnGiftcard, you can extend the benefit usage period by three (3) months.