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Taxation of employee benefits
Hello employer, read here how you offer employee benefits tax-free with targeted payment methods.
Hello employer, read here how you offer employee benefits tax-free with targeted payment methods.
Fringe benefit
A fringe benefit is like a salary increase. By offering a lunch benefit on top of the salary, the employer saves 25%.
Example: If an employee is given a salary increase of €100 in cash, the employer must pay employer contributions for the entire amount. In this case, the actual costs of the salary increase will rise.
If the salary increase is instead offered as a lunch benefit balance worth €100, the taxable portion is 75%, i.e. employer contributions are paid only for €75. The remaining €25 is deducted as such in taxation, and the taxable portion (€75) is an expense that can be compared to salary expenses.
Lunch deduction
The lunch deduction is charged to the employee's salary. 25% of the lunch benefit is tax deductible, so the employee pays the remaining 75%.
Example: If an employee receives €100 of lunch benefit balance per month, €75 is deducted from their net salary. The employer remains to pay the tax-free part of the benefit (€25), which can be deducted as such in taxation. The benefit does not generate taxable income for the employee or the employer.
Sports and culture benefit
The sport and culture benefit is a well-being-promoting alternative to a salary increase. It is a tax-free employee benefit that the employer can deduct from taxation. The benefit is tax-free for the employee.
The sports and culture benefit is a well-being-promoting alternative to a salary increase, and a maximum annual tax-free amount has been defined for it. This staff benefit is tax-free for the employee and tax-deductible for the employer.
The benefit must be offered to the staff collectively. However, the employer can determine how much benefit is offered (within the maximum amount) and whether it includes a possible deductible
Commuting benefit
The commuting benefit is an employment benefit offered in the same way as a salary increase. It is a tax-free employee benefit that the employer can deduct from taxation. The benefit is tax-free for the employee.
A commuting benefit is an employee benefit offered in the same way as a salary increase, for which a maximum annual tax-free amount has been defined (which includes a possible bicycle benefit). This fringe benefit is tax-free for the employee and tax-deductible for the employer.
The benefit does not have to be offered to the staff collectively and the employer can determine how much the benefit is offered (within the maximum amount).
Massage benefit
The massage benefit is a staff benefit offered in the same way as a salary increase, which must be distributed collectively, normally, and reasonably. The benefit is tax-free for the employee and tax-deductible for the employer. Check the annual maximum tax-free amount of Edenred's massage benefit
The benefit's tax exemption also requires that the employer has determined in advance the places where the targeted payment method of the massage benefit can be used. Edenred enables this through a separate tool.
In addition, the Tax Administration determines that the massage benefit can also be used to pay for physiotherapy services. The condition for this is that the company has mentioned in the occupational health care agreement, regulations, or other similar documents that physiotherapy is part of the company's occupational health package.
The employer can determine how much benefit is offered (within the maximum amount) and whether it includes a potential deductible.
Dental benefit
The dental benefit is a staff benefit offered in the same way as a salary increase, which must be distributed collectively, conventionally, and reasonably. The benefit is tax-free for the employee and tax-deductible for the employer. Check the annual maximum tax-free amount of Edenred's dental benefit
The benefit's tax exemption requires that the benefit is organized by the employer and is agreed upon in an occupational health care agreement, bylaw or other similar documents. In addition, the employer must determine in advance the places where the targeted payment instrument can be used. Edenred enables this through a separate tool.
Regular dental care can be considered dental care that is part of maintaining work ability and treating illness. Dental treatment other than health or illness treatment is a fully taxable benefit for the employee (e.g. aesthetic dental treatment).
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