Many Dutch people have again received an end-of-year bonus. This is often part of the profit margin or simply a bonus. Some companies go even further. There are also bonuses that serve as a piggy bank or for which an employee has to make a social contribution.
In December, many employees receive – in addition to their salary – an end-of-year bonus or a thirteenth month. The benefit amounts to about 4 to 8 percent of the gross annual salary. On the thirteenth month, the employee receives a full gross monthly salary.
An employer is not legally obliged to hand out a bonus at the end of the year. The bonus, on the other hand, is often fixed in the collective labor agreement, the company scheme or in the contract. However, companies still have sufficient freedom to devise bonuses themselves or to draw up certain preconditions.
Extra vacation days or pension
In addition to the year-end bonus, staff of employment agency ManpowerGroup Netherlands also receive the Benefit Budget, a bonus of 13.58 percent of the gross annual salary, says Susanne Hamelink, People & Culture director. “The employees can then decide for themselves how they spend this money. They can buy extra vacation days that exceed the statutory minimum, invest it in extra pension or pay it out in part as a gross amount of money.”
There are no performance-related requirements attached to the budget. If the money is not used, ManpowerGroup employees will be paid the remaining amount in January. “Then saving starts all over again in the new year.”
Orange Cyberdefense, a cybersecurity company, pays out an end-of-year bonus and also gives staff a bonus linked to the employee’s performance. Employees receive this Team Incentive Plan (TIP) when four goals have been achieved with the team. ,,The TIP bonus differs from the end-of-year bonus, because it is an appreciation for the teamwork and not for the individual,’ says Miranda Nijsen, HR manager. Through the TIP bonus, staff are eligible for free sunglasses, an e-reader or a weekend away.
Towards a good cause
All employees at Orange Cyberdefense must achieve a total of four goals. The first two are business in nature, such as supplying candidates for vacancies. The other two goals are devised by the employees themselves. “The majority wanted to do something for charity, which ultimately resulted in a donation to the food bank.”
The TIP bonus is different from the year-end bonus because it is an appreciation for the teamwork and not for the individual
The employees did not have to go to the food bank separately for this last year. All food was collected in the office for four weeks. “This was logistically convenient and in this way all donations could be tracked.”
The TIP bonus requires everyone in the company to participate. “That is a condition. It’s everyone or nobody”, says Nijsen. If the goal is not achieved, or a staff member from a team does not participate, no one gets the reward. ,,We want to strengthen the team spirit, but also do something good for society. That comes together nicely in this bonus scheme.”
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