Determining the pros and cons of corporate welfareis the first step for an organization to understand whether it is a truly advantageous choice, and evaluate whether it is worth implementing a welfare plan or not.
First of all, the human and economic resources available must be evaluated, and secondly the needs of the employees must be weighed.
The welfare program is in fact by its nature totally customizable, therefore it is advisable that the two parameters are in line with the plan that you decide to organize.
In the next paragraphs we will see what the benefits and disadvantages of corporate welfare are for both employees and companies.
Corporate welfare: the advantages for companies
As we also saw in the article dedicated to the differences between fringe benefits and corporate welfare , the benefits of adopting a welfare program also fall on companies, not just on employees.
Among the tangible advantages of welfare are:
● the opportunity to attract and retain talent: Companies that offer advantageous benefits and services are more attractive to high-caliber candidates and are more likely to attract and retain key employees.
● A productive environment: an employee who feels appreciated and involved, and is supported in organizing his or her resources, is an employee who works more productively, as a rule.
● Lower staff turnover: in a company where everyone feels supported, the employees themselves are more inclined to stay for a long time, reducing turnover which costs the company time and economic resources to train new figures.
● A better social reputation: the implementation of a corporate welfare program is a positive signal for customers, suppliers and investors. It shows that the company cares not only about profits, but also about the well-being of its employees and the community at large.
● Reduction in cases of burnout and absenteeism: corporate welfare programs that include psychological assistance or health promotion plans can help employees better manage their physical and mental health, effectively reducing absenteeism due to work-related illnesses stress.
● Tax relief: in some cases, which vary from sector to sector, it is possible to access tax deductions regarding welfare costs.
Along with the advantages for companies, there are obviously also those for employees, who are the true recipients and beneficiaries of corporate welfare. Let's see them!
The advantages of corporate welfare for employees
The welfare policy is truly advantageous for employees, as it allows them to access a vast range of services and benefits, which in the case of fringe benefits are an integral part of the salary, but distinct from the traditional one indicated on the pay slip.
In particular, the advantages for employees are:
● better quality of life : both in terms of the economic side and in terms of personal organization and family management.
This is thanks to the services that can be included in welfare plans such as company nurseries, babysitting services, coverage of children's education and maintenance expenses, etc.
● Financial Security: Benefits like company pension plans can help employees build greater financial security for the future.
● Better work - life balance: the possibility of having flexible hours or working from home allows you to better reconcile your personal and professional life.
● Greater economic support : all the benefits present in the welfare programs directly and indirectly offer support and economic savings along all fronts from daily expenses (from shopping to health).
So far, welfare seems like a practically necessary aspect, there are so many advantages for both parties involved.
However, are there any disadvantages to activating welfare and benefits? Let's see it.
Corporate welfare: are there disadvantages for businesses?
The first point that makes corporate welfare disadvantageous is naturally the use of resources: it is an investment for the company and as such includes a waste of resources (time, money and professional figures) that must be put in place so that the welfare program is efficient.
administrative complexity to consider , as continuously managing a corporate welfare program can also have impacts on administrative resources and lead to greater complexity in the management of human resources.
The regulations that regulate welfare programs, in fact, are complex and require a minimum commitment from the company. These difficulties can be overcome by relying on companies that are responsible for guiding these processes, but this is also a potential difficulty: knowing how to orient yourself in choosing the right provider, who knows how to intercept the needs of each "company population".
The limits of corporate welfare for employees: what are they?
Even if apparently corporate welfare only brings benefits to workers, we can identify some limitations (not exactly disadvantages), which mainly depend on how the plan is implemented and managed within the organization.
Even in the worst case scenario, the disadvantages are minimized on both sides.
In this case, rather than real disadvantages, these are situations in which the employee could feel constrained in certain choices. But we are still talking about choices that insist on benefits to his advantage.
Among these limitations of corporate welfare for employees we find:
● constrained personal choices: the company offers certain services or benefits within its program, which however may not be in line with the personal preferences of each employee.
For example, it might only offer certain health insurance or child care that doesn't meet the needs of all employees.
● Disparity and/or inequity: corporate welfare is usually proportional to the seniority and compensation levels of the various collaborators. Therefore some workers may receive more generous benefits than others (but this also applies to the compensation of each worker, it is the logic of things).
● Dependence on the company for essential services: If the company offers essential services such as healthcare or housing, workers may be in a vulnerable position if those services are interrupted.
● Deductibles and Uncovered Expenses: Even though corporate welfare programs offer free benefits, there may be “uncovered costs” under the employee welfare plan. For example, health care plans may incur additional costs in terms of deductibles or uncovered medical expenses.
To conclude, we can state that, if managed effectively, corporate welfare brings unique benefits to both companies and their collaborators.
It is difficult and wrong, in fact, to talk about disadvantages. If anything, there are some limits, naturally represented by the boundaries of the welfare plan structured by the company.
For workers, however, these are benefits with a strong economic impact.
On the other hand , for the company, although investments of resources must be made for the organization and management of welfare programs, the benefits in terms of tax advantages and staff enhancement are undoubted and far exceed the cost of the investments to be made .
Precisely to reduce the limitations that collaborators may perceive, it is important to personalize the welfare program, based on the sector and social context in which the company operates, the needs of its employees and the resources available, so as to maximize the benefits and minimize the disadvantages for both parties.