3 Myths and Truths about Flexible Benefits

Gone are the days when companies were forced to stick to traditional benefit models. Today, there are more assertive and beneficial ways to offer more interesting baskets to employees, even more so with the increase in diversity within companies and the scenario we are experiencing because of the pandemic. Today Alymente debunks three myths and truths about flexible benefits!

Learn about the theme and understand the reasons that make this modality so attractive!

Top myths and truths about flexible benefits

Throughout this article, you will see:

• Companies that opt for flexible benefits don't have the advantages of PAT?
• Doesn't Brazilian law allow the legal use of flexible benefits?
• Is it more expensive to maintain a really good benefits plan?

Check out these three myths and truths about flexible benefits below.

Companies that opt for flexible benefits do not have the advantages of PAT

Myth! This is one of the biggest myths in the flexible benefits universe. Recently, PAT (Law 6.321/1976, the Worker's Food Program) was updated and, yes, your company can count on the advantages of the program, even opting for the flexible benefits system! 

The Worker's Meal Program is a Brazilian incentive program that allows companies to provide exclusive values for the feeding of workers and, with that, count on a reduction of up to 4% in the income tax declaration. 

This tax incentive is extremely important for any organization, and can be the differential for yours as well. It is worth remembering that the values offered to the employee for use in food are also exempt from any tax burden, such as INSS and FGTS.

Brazilian law does not allow the legal use of flexible benefits

Myth: Contrary to what many people think, the new CLT does allow for the legal implementation of flexible benefits systems for companies. 

In November 2017, Law No. 13.467/2017 that became better known as labour reform came into force. Before that, there was legal certainty for companies only when offering the traditional VA and VR, but other types of benefits were not explicitly mentioned. Thus, they could be considered part of the employee's salary and suffer charges. 

This has changed and, today, the text provides that everything that is given as an allowance to the employee, with the exception of money itself, is not integrated to the employee's remuneration and does not characterize salary, not constituting the basis for the incidence of any labor and social security charge, which has opened precedents for the implementation of flexible benefit systems in a legal manner and without any charge to the employee. 

>>> Read also: 6 Types of Flexible Benefits to Offer Employees

It is more expensive to maintain a really good flexible benefits plan

Myth: companies that work with the traditional model of flexible benefits operate in an archaic and bureaucratic way, in which the employee is limited to contracting windows and customising his or her benefits or through a points engine.

It is precisely because of this division and the need to hire several different organisations that the flexible model has become more accessible to companies than the traditional model.

In the traditional format, you have to bear the costs and bureaucracy of, for example, having a company for food and meal vouchers, another for mobility, another for culture, another for health, and so on, for any segment you wish, as well as several cards for each one.

Unifying this process, besides bringing practicality to your organization, also helps you save money in the hiring of benefits, because of the lower volume of fees, and also saves the HR team time, which can focus its efforts on other fronts.

So, what do you think of the world of possibilities that flexible benefits can offer? Talk to our team!

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