|Flexible remuneration (also known as a la carte remuneration) is a modality that allows workers to dispense with a part of their monetary remuneration in exchange for receiving a series of goods or services, free of charge or at a lower price than the market price, with the advantage that, because they are remuneration in kind, they can enjoy better taxation, as there are cases excluded from taxation.
It is a totally voluntary modality for company and worker.
Keep in mind that the art. 26 AND establishes as a limit that the salary in kind does not exceed 30% of the worker's salary perceptions.
|For the workers||- Increase in purchasing power, since the amount of the solutions that are contracted is not taxed in personal income tax.
- The contribution base to Social Security is not affected.
- The salary is flexible depending on the personal circumstances at that time.
|For the company||- For the company it does not mean an increase in the salary burden and in some cases it also benefits from tax advantages.
- Retention of talent.
- Increased productivity thanks to increased employee motivation.
- Improvement of the company's reputation.
|Tickets comida||They can be delivered for the value of up to 11 euros per day (for use on weekdays), which would be exempt from tax in the personal income tax if certain requirements are met.
The company that delivers them must keep a numbered record of the vouchers delivered, which must be registered and non-transferable and in the case of cards or any other electronic means of payment, of the document number and amount delivered each day.
|Tickets transporte||Up to 136.36 euros per month (1,500 euros per year) per worker are exempt from personal income tax, provided that this amount is used to move the employee between their place of residence and the workplace.
As with food tickets, the company must also keep a record and they are also registered and non-transferable.
|Tickets childcare||The amount can be deducted in its entirety from the Company's Corporate Tax and there is no maximum amount.
The worker is exempt from delivery by their company of tickets when they meet the established requirements. They are managed in much the same way as food tickets.
El importe de los tickets guardería pagado por la empresa que constituye retribución en especie exenta no da derecho al incremento de la deducción por maternidad. Sin embargo, sí da lugar a su aplicación la cantidad que paga el empleado por exceder la cantidad a pagar a la guardería del importe satisfecho por la empresa. Para aprovechar al máximo las diferentes deducciones y desgravaciones fiscales en el pago de guarderías las madres trabajadoras deberían tener en cuenta que no necesariamente es más conveniente que le paguen todo el importe de gastos de guardería como retribución flexible.
|Health insurance||The company can deduct up to 500 euros for each insured person (which can be both the worker and his or her spouse and children) or 1,500 in the case of people with disabilities.
Employees will not have to pay tax for this concept up to an amount of 500 euros per year per beneficiary or 1500 in the case of people with disabilities.
|Gym fees||The part of the fee paid by the company can be deducted in the Corporation Tax, but it would not be considered exempt income in kind for the worker, since it is not the use of a sports facility owned by the company.|
|Pension plans||Contributions to pension plans may be deducted from the Company's Corporate Tax Base.
Regarding the worker, they represent remuneration in kind and give the right to a reduction in the tax base, although they do not imply a tax exemption for the worker, but rather a tax deferral, since they will be taxed as income from work at the time of proceeding to the Redemption, although possibly at a lower rate since in retirement a lower level of income is assumed than at the time the contribution was made.
|Delivery of shares||Up to 12,000 euros per year are exempt from personal income tax.
The shares must be from the company itself.
They must be part of the general remuneration policy of the company.
The worker or his family as a whole cannot hold shares of the same company in an amount greater than 5%.
The employee must keep them for at least 3 years.
|Life and accident insurance:||They are excluded from taxation, without limit, in the part of the premium that covers the work accident or civil liability of the worker.|
|Training courses:||Unlimited, provided that the course is required by the development of the employee's activities or is related to the characteristics of his job.
The financing of these courses can be formulated indirectly. In this regard, it will be understood that the studies have been indirectly financed by the employer when they are financed by other companies for which it is necessary to have adequate training by the worker, as long as the employer authorizes the participation of the employee in question.
Zero cost for the company.