ANP
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Yuri Vugts
publisher Nieuwsuur
Ronja Hijmans
publisher Nieuwsuur
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Yuri Vugts
publisher Nieuwsuur
Ronja Hijmans
publisher Nieuwsuur
More expensive groceries and higher energy bills. The cry for compensation was and is loud. “Not everything can come from the government,” Finance Minister Sigrid Kaag said recently. With an energy cap and a generic discount on energy, the government is responsible for part of the compensation, but employers want to contribute too.
Some employers take it literally. For example, the family business Klok Holding, active in the real estate sector, has been paying all 530 employees a gross monthly allowance of 250 euros since this summer. “We are concerned about this force majeure situation. We feel that employees are under stress because they have faced higher costs at one time,” says director Ton van de Klok.
happiness at work
For the rest of the year, employees also receive this allowance. Wages will rise from January and then it will be assessed if the bonus remains. “We have been able to successfully run this family business at the speed of people, thanks to all of our employees. And then we think it’s important – where possible – to give something back. Ultimately this will benefit the happiness and motivation of the company. work, “says Van de Klok.
Employees still have to pay tax on the amounts. Employers struggle with the limited space they believe the government offers to house employees. Some employees have problems with allowances when they receive a bonus.
This is a thorn in the side of employers. “Months ago we discussed how we can give employees something extra once they are tax-free,” says a spokesperson for the employers’ organization VNO-NCW. “The fact is that of all that an employer gives his employee more, most remains on the tax arc. Net-net would be much more effective.”
Budgetcursus
In the Kasparov posting company they opt for a different approach. Any employee who wishes can benefit from budget training. “On the one hand, you have the ability to compensate blindly, but we think it’s primarily important that people become more aware of how you can manage money,” says director Sten Weingartner. “We want to offer a long-term solution.”
Financial advisor Jürgen de Jong believes that offsetting is not always the right way. “When you give people money, where does it go? If you offer a course on how to manage money, you also help them prevent problems in the future. This has a more structural character.”
Budgetcoach’s Stephanie Hesterman sees it too. “What we get from employees is that they really appreciate their employer making a commitment to the financial fitness of the staff. They see it as a sign of being a good employer.”
According to human resources lecturer Killian Wawoe (VU Amsterdam), employers are hesitant with all the options they have. “On the one hand they want to welcome their employees, but on the other they notice that not all employees suffer in the same way from an expiring energy contract. Will you compensate everyone? Or only the employees who are affected? high income, or in a fixed amount per employee? “
Another dilemma, according to Wawoe, concerns the increase in wages. “You don’t know what will happen with the energy crisis. It may be that next year will be less difficult, but then you may have hugely increased your salaries. If things go badly financially, you have very expensive staff.”
Feet package
In addition to salary or course fees, there are other ways to assist staff. Service organization Reinaerde wants to offer employees a discount on the purchase of solar panels next year in exchange for vacation days.
Director Wouter Satijn wants to keep his staff warm when the stove needs to be turned down. He gives his employees a foot pack with sustainable sheep’s wool socks, a blanket, a candle and hot chocolate. “It’s a small gesture, but it’s to indicate: guys, we are there for each other. This is very positive for the spirit in the workplace. “
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