Variable pay systems are excellent tools for motivating, rewarding and retaining your employees. Properly designed, they can also boost your company's results by aligning variable pay criteria or targets with the company's interests. 

Cependant, face à la pression (para-)fiscale qui pèse sur les revenus du travail, un bonus en espèces dont le coût salarial s’élève à 1.000 EUR aboutit généralement à un montant net de l’ordre de 318 EUR dans la poche du membre du personnel. 

Many employers are therefore looking for (para)tax-efficient alternatives to motivate and reward their teams. These include warrants, non-recurring benefits linked to results (bonus CCT no. 90), profit-sharing bonuses and financial participation plans (shares or share options). 

This presentation will explore the different forms of remuneration, their tax treatment, their social security treatment and their essential conditions, by analysing them from a strategic angle depending on your objectives: individual or collective performance, building loyalty or financial participation.

PROGRAMME

This seminar will address the following questions in particular. 

·        The importance of variable pay in remuneration policy

·        Cash bonuses

·        Non-recurring benefits linked to results (bonus CCT no. 90)

·        Profit premiums

·        Financial participation plans

·        Warrants

·        Comparison in figures

·        What variable pay strategy should be adopted?

·        What about the new measures envisaged under the new government agreement? 

SPEAKERS

Nadège TOUSSAINT, Lawyer, Senior Associate, Claeys & Engels 

Justin LENNERTZ, Lawyer, Claeys & Engels

PARTICIPATION  

Free for Beci members & Claeys & Engels clients (No show fee: €50) 

Price: €350 excl. VAT for all others