Das Empuls Glossar

Glossar der Begriffe des Personalmanagements und der Sozialleistungen für Arbeitnehmer

Voluntary Employee Benefits

Voluntary employee benefits add a layer of personalization and value to your company's overall benefits package.

Was sind freiwillige Leistungen?

Voluntary employee benefits are a category of perks or advantages offered by employers that employees can choose to opt into and often pay for (partially or fully) through payroll deductions. They are distinct from core benefits like health insurance or retirement plans, which are typically mandatory for eligible employees.

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What categories do voluntary benefits fall into?

Voluntary employee benefits can be broadly categorized into the following groups:

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Health and wellness: These benefits often complement core health insurance plans. Examples include vision insurance, dental insurance, accident insurance, critical illness insurance, gym memberships, and wellness programs.
Financial wellness: These benefits can help employees manage their finances and plan for the future. Examples include life insurance, disability insurance, supplemental retirement savings plans, legal services plans, and financial education programs.
Personal benefits: These benefits offer convenience and cater to employees' personal lives. Examples include pet insurance, travel insurance, auto insurance, identity theft protection, and dependent care assistance programs.
Work-life balance: These benefits help employees achieve a better balance between work and personal life. Examples include flexible work arrangements, child care assistance, elder care assistance, and employee assistance programs (EAPs) that provide confidential counseling and support services.

What are the examples of voluntary benefits and their costs?

Specific examples, their estimated costs, and how they can be a magnet for attracting and retaining top talent.

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Dental insurance: $20 - $50
Accident insurance: $5 - $15
Critical illness insurance: Varies based on coverage and age
Gym memberships: Can be subsidized by the employer, with some offering discounts. Employee cost depends on the gym chosen.
Wellness programs: Often free or low-cost for employees.

1. Financial Wellness: Life insurance (term life): Varies based on coverage amount and age

Disability insurance: Varies based on coverage amount and occupation
Supplemental retirement savings plans: Employee contribution depends on desired savings goals.
Legal services plans: $10 - $30
Financial education programs: Often free or low-cost for employees.

2. Personal Benefits: Pet insurance: $15 - $60 per month per pet

Travel insurance: Cost depends on trip details and coverage.
Auto insurance: Not typically offered as a voluntary benefit, but employee discounts might be available.
Identity theft protection: $8 - $24
Dependent care assistance programs (DCAP): Allows employees to set aside pre-tax dollars for child or elder care, reducing their taxable income.

3. Work-Life Balance: Flexible work arrangements (remote work, compressed workweeks): ** No direct cost to employee but may require investment in technology for remote work setup.

Childcare assistance: Varies depending on the program and provider. Employers might offer subsidies or discounts.
Elder care assistance: Like childcare assistance programs.
Employee assistance programs (EAPs): Typically, free and confidential for employees.

Why offer voluntary benefits?

There are several compelling reasons for employers to offer voluntary employee benefits:

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Increased employee satisfaction and engagement: A wider range of benefits allows employees to personalize their coverage and address their specific needs. This can lead to a happier and more engaged workforce.
Attracting and retaining talent: A robust voluntary benefits package can be a competitive advantage in attracting and retaining top talent, especially in a tight job market.
Improved employee well-being: Voluntary benefits can address various aspects of employee well-being, such as financial security, health, and work-life balance. This can lead to a healthier and more productive workforce.
Cost-effectiveness for employers: Since employees typically contribute to the cost of voluntary benefits, it can be a cost-effective way for employers to expand their benefits offerings without a significant financial burden.

How do voluntary benefits attract and retain talent?

Voluntary benefits play a significant role in attracting and retaining talent in today's competitive job market. Here's how:

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Customization and choice: Voluntary benefits empower employees to personalize their benefits package based on their needs and life stages. This demonstrates that the employer cares about individual well-being and caters to a diverse workforce.
Financial wellness: Financial wellness benefits like supplemental retirement plans, legal services, and financial education programs can help employees manage their finances and feel more secure about their future. This reduces stress and fosters a more engaged workforce.
Work-life balance: Benefits like flexible work arrangements, child care assistance, and EAPs can significantly improve employees' work-life balance. This is a major factor for many job seekers, particularly those with families or caregiving responsibilities.
Competitive advantage: A comprehensive voluntary benefits package can differentiate your company from competitors who might only offer basic benefits. This can be especially attractive to younger generations who value work-life balance and financial wellness.
Cost-effectiveness for employers: Since employees typically contribute to voluntary benefits, it allows employers to expand their offerings without a significant financial burden. This makes it a strategic way to enhance the overall compensation package and attract top talent.

Umfragen zum Puls der Mitarbeiter:

Es handelt sich um kurze Umfragen, die häufig verschickt werden können, um schnell zu erfahren, was Ihre Mitarbeiter über ein Thema denken. Die Umfrage umfasst weniger Fragen (nicht mehr als 10), um die Informationen schnell zu erhalten. Sie können in regelmäßigen Abständen durchgeführt werden (monatlich/wöchentlich/vierteljährlich).

Treffen unter vier Augen:

Regelmäßige, einstündige Treffen für ein informelles Gespräch mit jedem Teammitglied sind eine hervorragende Möglichkeit, ein echtes Gefühl dafür zu bekommen, was mit ihnen passiert. Da es sich um ein sicheres und privates Gespräch handelt, können Sie so mehr Details über ein Problem erfahren.

eNPS:

Der eNPS (Employee Net Promoter Score) ist eine der einfachsten, aber effektivsten Methoden, um die Meinung Ihrer Mitarbeiter über Ihr Unternehmen zu ermitteln. Er enthält eine interessante Frage, die die Loyalität misst. Ein Beispiel für eNPS-Fragen sind: Wie wahrscheinlich ist es, dass Sie unser Unternehmen weiter empfehlen? Die Mitarbeiter beantworten die eNPS-Umfrage auf einer Skala von 1 bis 10, wobei 10 bedeutet, dass sie das Unternehmen mit hoher Wahrscheinlichkeit weiterempfehlen würden, und 1 bedeutet, dass sie es mit hoher Wahrscheinlichkeit nicht weiterempfehlen würden.

Anhand der Antworten können die Arbeitnehmer in drei verschiedene Kategorien eingeteilt werden:

Projektträger
Mitarbeiter, die positiv geantwortet oder zugestimmt haben.
Kritiker
Mitarbeiter, die sich negativ geäußert haben oder nicht einverstanden waren.
Passive
Mitarbeiter, die sich bei ihren Antworten neutral verhalten haben.

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