New profit premium wildly successful: more than 50,000 employees pick up reap

vacature.com More and more employers are adding to the salary of their employees a piece of variable pay. From the beloningsonderzoek of Vlerick Business School and vacature.com it appears that almost half of the employees an individual and/or collective bonus. The renewed profit premium seems to be the trend to strengthen.

it Is a boerenjaar or not? For employees on variable remuneration, it is always to wait and see. Depending on their own results, those of the team and/or the company, they deserve one years more, other years less. Bonus systems around, there are all kinds of sizes and shapes. At one employer, you get stock options, in the other you can choose between money, a tablet or an additional deposit in the additional pension. Also, the amounts vary. One employee will be on a yearly basis several hundreds of euros on top of the fixed remuneration, which together collect, the other several thousand euros.

Tip : Compare your wages with other profiles from your sector.

profit premium, especially in small businesses

A reward system that is clearly on the rise, profit-sharing (see box). While in 2017, only 54 companies, their employees did participate in the profits, there were in 2018 suddenly 738. The sudden breakthrough has everything to do with the reform that Finance minister Alexander De Croo in 2017 will revert. The profit premium – is the name of the system of participation in profits from 1 January 2018 – is much easier to know than its predecessor, the profit participation. “As an employer at the end of a profitable year to all his employees the same amount or the same percentage of the salary, then it is sufficient to include this in the minutes of the General Meeting to mention”, says Isabelle Cornelis, consultant at hr service provider SD Worx.

The amount that workers on average receive, is 920,54 euro.

in All, employers in 2018, for 92.5 million euros to winstpremies awarded. An estimated 50,000 employees would have their piece of the action have meegepikt. It would be especially to workers from smaller businesses. Analysis of SD Worx, that the wages of about a third of the Belgian companies calculates, shows that more than half of the employers that the system of profit-sharing, less than ten employees. The amount that workers on average receive, is 920,54 euro. “Will 13,07 percent to social security and 7% to the taxes,” says Cornelis. “Net to keep workers so 744,21 euro. That is more than what they when an individual brutobonus would leave.”

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All employees benefit

Uitzendgroep and hr services provider Randstad was one of the 738 employers in 2018 with the new bonus system started to work. “We have always been a strong emphasis on the collective laid”, explains Luc Steensels, Compensation & Benefits Director. “Collaboration is in our opinion one of the keys of success. The profit premium is an excellent instrument to which efforts to reward you.” Colleague Geert Vanherwegen confirms: “Similar advocacy is one of our principles. We do not find it normal that our employees are aware of the success of the group benefit. I estimate that an average consultant last year through the profit premium of 1,500 euros gross extra in your pocket has stitches.”

We find it not more than normal that our employees are aware of the success of the group benefit.

Geert Vanherwegen

Also that other collective premium, the wage bonus collective labour agreement 90 (see box), continue to Steensels and Vanherwegen use. “Each year, we set a number of competitive, market-oriented goals. Be obtained, then generates a part of the extra efficiency to the employees back. The evaluation is made at the wage bonus so in a different way than the profit premium. Not the growth and the yield are decisive, but the targets. Our employees know that if Performance Pay.” In 2018, took the group that objectives for the first time in years and gave the employees no wage bonus cao 90 paid. “That is, of course, disappointing, but that's part of the variable remuneration. As an employee, you should be aware that one year is better than the other.” Randstad works not only with collective goals, but also individually give employees targets, albeit to a limited extent. The collective takes precedence over the individual.

evident in the growing popularity of the collective bonuses, there are more companies that such a reasoning. The wage bonus cao 90, that is now eleven years old, convinces each year more employers. From the figures that the newspaper The Time minister of Work, Kris Peeters, opvroeg, found that companies last year to 725 million euros to collective performance-related bonuses are paid, ten percent more than in 2017. The advent of the profit premium has not, therefore, to a shift lead.

Engagement is worth

That a significant number of employees in Flanders, variable reward, was also in the recent beloningsonderzoek of vacature.com and Vlerick Business School to the top. 45 percent of the 3,600 employees in the study gave to a variable pay to be received. That were not only managers (72%) and experts (50%), but also blue-collar workers (25%) and executive employees (37%). Workers are more likely to have a collective instead of an individual bonus, the experts and the managers is just the opposite. Of the latter group is also more likely to be a combination of individual and collective criteria. For executive employees (34%) and labourers (14%) is that a lot less.

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