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The company is one of the main factors of change in the social fabric and, through the development of corporate welfare, represents a main actor in the growth of collective well-being. Businesses are…
Corporate welfare is understood as the set of benefits and services provided by the company to its employees in order to improve their private and working lives, starting from support for family income, study, parenting, health protection, up to proposals for time and commercial benefits.
We are talking about a type of integrative welfare, therefore distinct from the public and state one, whose logic is based on collective benefits with clear and priority purposes of supporting income, family life and the balance between work and family needs.
The reference regulatory framework is based on the following pillars:
The national social and economic context is characterized by low economic growth and a continuous reduction in spending on services in GDP, which causes an increase in inequalities and a slowdown in development.
Italy has one of the highest total unemployment rates in the EU (8.1%), preceded only by Spain and Greece, which generates, together with other factors, an increase in requests for social security and protection. These requests are no longer fully and promptly responded to by public welfare, both in terms of types of benefits and in terms of their amount.
We are therefore moving towards overcoming the statist conception of welfare and a mixed system with the participation of the State, entrepreneurs, trade unions and third sector organisations.
The importance of corporate welfare for the community and the company itself
Improving the overall well-being of employees therefore becomes an objective of companies: it has been demonstrated that an increase in the general well-being of workers and the company climate corresponds to a direct increase in company productivity and an improvement in internal relations.
Companies operate in an ecosystem, within which they relate to a set of stakeholders (e.g. customers, suppliers, collaborators), and therefore have a social responsibility towards them. The objective for the company is therefore not only the generation of profit for its shareholders, but the distribution of wealth, culture, services and democracy.
87% of the world's workers are unmotivated and perceive work as something separate from life; this makes it essential to introduce a welfare plan capable of paying attention to the well-being of workers, providing adequate responses to their different needs: from the creation of a work environment characterized by low levels of stress, mutual trust, high degree of worker involvement, good relationships with colleagues and superiors, good work-life balance, job security and attractive salary level, up to other aspects such as the opportunity to travel, flexible working models, additional benefits, employee support programmes.the family.
Corporate welfare is to all intents and purposes a tool for engagement, employee loyalty, involvement in the company's objectives and attraction of new and young talent.
Not only large companies, but also small and medium-sized ones are progressively developing great sensitivity on the matter. In particular, the Italian SME sector presents ample margins for future growth in terms of planning and implementation of projects for the well-being of its employees: only a few use welfare plans, therefore benefiting only to a minimal extent from the opportunities that tax legislation offers.
From the survey of the Fondazione Studi Consulenti del Lavoro, in collaboration with Sodexo Benefits & Rewards Services Italia, on the spread of corporate welfare among small and medium-sized businesses and on its development prospects in the coming years, it emerges that the pandemic and inflation have led to an increase in companies' interest.
The request for corporate welfare tailored to SMEs is that it be lean, agile and flexible, but above all economically sustainable for a small company.
The design of a Corporate Welfare Plan requires diversified skills that cannot be traced back to the figure of the entrepreneur alone, therefore not only of a corporate nature, but also in labour law and tax matters. The professionals in these areas stimulate and accompany the entrepreneur in the management of human resources and in the construction of the welfare plan.
Further help is offered by technology, more precisely by corporate welfare platforms that help make the development and management of welfare plans easier, through automated procedures and numerous services to improve the quality of life and purchasing power of employees and their families. Among the numerous advantages that derive from using the platform, the main one concerns savings in terms of time and costs, therefore the optimization of efforts for the company, the consultant and the employee.
Companies of any size and geographic location can thus create successful corporate welfare plans limiting the organizational and management impacts on their resources.
Do not hesitate to contact our consultants for further information regarding corporate welfare.
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The financial maneuver has landed in Parliament: first stop Palazzo Madama. The official text of the 2024 Budget Bill has 109 articles and among the solutions envisaged there are various measures to…
After the authorization of the President of the Republic Sergio Mattarella, the 2024 Budget Law
The Bill introduces various innovations for those who own properties or rent a house
The measure extends until 31 December 2024 the special regime introduced by Legislative Decree Sostegni bis (Legislative Decree 73/2021, converted by law 106/2021), i.e. the guarantee measures for the request for financing, intended for young couples, single-parent families with minor children, tenants of IACP accommodation and young people under the age of 36.
The benefit is for the benefit of individuals with Isee not exceeding 40 thousand euro
The Bill provides for an increase in the Guarantee Fund
From 31 October 2023, all the deadlines prescribed by the legislation on the "first home" benefit which had been suspended as a result of the Covid-19 epidemic will start again:
1) the buyer of a "first home" house" must transfer his residence, within 18 months from the date of the purchase deed, to the Municipality where the house subject to the subsidized purchase is located;
2) if the buyer of a "first home", at the time of purchase, was the owner of another house, previously purchased with the "first home" subsidy, he must sell the latter within one year from the deed of the new purchase;
3) the seller of a house purchased with the subsidy and then sold before five years must buy another home within one year in order not to suffer the forfeiture of the tax benefit obtained at the time of purchase;
4) in previous cases of mid-year repurchase the taxpayer also accrues a tax credit.
The bill raises the replacement rate from 21 to 26% in the case of destination for short-term rentals plus more than one apartment for each tax period. This rate applies to fees deriving from rental contracts for residential properties lasting no more than 30 days, outside of the exercise of business activities, which exercise the option for the application of the flat rate tax regime (Legislative Decree 23/2011). The rule in question:
The withholding tax made by real estate intermediaries / entities that manage online portals, in the event of collection / intervention in the payment of the fees / fees relating to the aforementioned contracts, remains unchanged at 21%.
With the modification of paragraph 5 of the aforementioned art. 4, it is established that the withholding tax is considered to be made as an advance payment:
or
From 2024, capital gains on the sale of the property on which 110% redevelopment interventions have been carried out (Superbonus), within ten years from the end of the works, will be taxed at 26%. In the calculation of the taxable base to be taxed, for the first five years, the renovation costs cannot be deducted from the capital gain and will be deductible at 50% for the following five years.
Properties acquired by inheritance and those used as a first home are excluded.
Furthermore, it should be noted that the Superbonus from 90% in 2023 will further decrease to 70% in 2024; it remains at 110% until the end of 2023 only for single-family homes and condominiums with works started in 2022.
After the President's communications, the Bill was assigned to the Budget Commission in its reporting capacity and to the other Commissions in its consultative capacity. Based on the calendar, the Commissions that examine the text in a consultative session will be able to present their opinions by 10 November.
The maneuver is expected in the Senate on 27 November and, after approval at Palazzo Madama, the text will be examined by the Chamber with the same procedure.
If the definitive green light from parliament arrives by the end of the year, the planned changes would come into force from January 2024.
As happens every year, the discussion in the Senate and the Chamber will bring news, corrections and additions to the text, on which the EU opinion expected by the end of November will also have weight.
So, we will have to wait for the details of the measures that will come into force to become official.
Out of a total of 3.6 million homes rented by individuals, 2.7 million landlords chose the flat tax; however, with the aforementioned increase in the rate to 26% one could consider giving up the flat rate tax and choosing ordinary taxation.
The choice derives from the evaluation of three factors:
For example, for 1,000 euros of rent the flat tax of 21% is convenient.
