The public postal operator Correos is finalizing the implementation of a tax benefits plan that will include the offering of the so-called flexible remuneration to its more than 53,000 employees, in line with what other state companies such as Renfe, Adif, RTVE, Ineco already offer. or Navantia. This system reduces the contributor’s tax burden and increases net salary availability between 2% and 10%.depending on what was contracted. It is based on the goods being acquired by the company, which then transfers them to the employer’s payroll. The plan, in negotiation with the unions, is voluntary and each worker can personalize it, initially offering 3 products: health insurance, daycare and transportation.
Asisa, Caser and Nara Insurance There will be three insurance providers of this service. Employees will be able to choose three types of policy: one that only includes the medical record; another that includes hospital coverage; and finally, one that adds refund services. With this tax benefit plan, family members of the Post Office employee with the same economic conditions will also be able to join, since it does not make any distinction based on age or pathologies. Besides, will be exempt from taxation with a maximum of 500 euros per person per year, so it would cover practically the entire premium. The tax benefits apply throughout the national territory with the exception of the Basque Country, where they do not exist. Nor will any distinctions be made in the amount to be paid based on the age of the employee.
Regarding flexible childcare remuneration100% of the amount will be exempt for children from 0 to 3 years old in the first cycle of early childhood education, with a limit of 1,000 euros/year in the Basque Country.
In the case of public transportthe exemption amounts to 1,500 euros per year, except in Álava and Vitoria, where these advantages do not exist.
In addition, Correos launches a pilot plan for monthly payroll advancescompletely free, which facilitates greater salary availability in case of need for its employees. The company highlights that this measure increases the worker’s well-being and reinforces their feeling of belonging without impacting the Social Security contribution.
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