The corporate welfare is a set of services offered to employees by companies, mainly medium-sized and large companies, in some cases also by smaller companies. These services are provided to employees for improve their quality of life and the quality of life of their families.

The aim of corporate welfare is to increase the overall wellbeing of a company's employees, not only in the workplace, and to make the bond between employee and company more balanced. Corporate Welfare therefore serves to improve the life of the employee and his family, but also to make the relationship between employee and company more lasting.
There's more: Corporate Welfare serves also the company to be more attractive to a potential employeeespecially when looking for professionals to be hired on a permanent or fixed-term basis (for an appropriate period of time). In job interviews HR managers often present the company's welfare plan to potential employees, so that they have the possibility of also deciding on the basis of the list of goods and services available in the plan itself, perhaps by comparing it with the plans proposed by competitors to the candidate.
This motivation has become very important in some areas, particularly following the chronic national shortage of professional figures in areas such as catering, hospitality, services and the third sector .

In general, corporate welfare can include "benefits', i.e. health-related benefits, caring for family members in difficulty, to the culture, a travel and leisure time, at wellness and to the sportsbut also the possibility of vouchers for purchases of goods deemed important. The possibilities for a company to implement a welfare plan for its employees are many, and the list or choice of available benefits depends on these possibilities for the employees themselves.There is more: Corporate Welfare serves also the company to be more attractive to a potential employeeespecially when looking for professionals to be hired on a permanent or fixed-term basis (for an appropriate period of time). In job interviews HR managers often present the company's welfare plan to potential employees, so that they have the possibility of also deciding on the basis of the list of goods and services available in the plan itself, perhaps by comparing it with the plans proposed by competitors to the candidate.
This motivation has become very important in some areas, particularly following the chronic national shortage of professional figures in areas such as catering, hospitality, services and the third sector .

A Corporate Welfare plan may provide the employee with benefits such as Fringe Benefitsand benefits indicated as Flexible Benefits. Let us see the difference together:

Flexible benefits (or flexible benefits) are a set of goods or services a company can offer its employees, in addition to the standard salary. These benefits are not subject to contributions or taxesincreasing workers' purchasing power and improving their quality of life: they are in fact complementary salaries that the company makes available to employees to improve their personal and family well-being.

Dei Flexible Benefits also include the services of Monticello SPA such as spa admissions, vouchers for wellness packages and experiences, and even package tours that include our spa and wellness services.
I flexible benefitsalso known as flexible benefits o flex benefitinclude a wide range of options.

1. Entrances to spas and wellness centresThey promote psycho-physical well-being. This category includes the services of Monticello SPA purchased with their own welfare credit
2. Holiday packagesallow employees to enjoy their free time
3. Experiencesallow employees to enjoy their free time
4. Admission to theatres and showsThey offer cultural opportunities.

5. Gym membershipsThey promote physical well-being.
6. More: cards for nominal value purchases on e-commerce portals

I fringe benefits are 'fringe benefits' added to and assimilated with the main remuneration of the employee. In other words, they are a form of remuneration in kind granted by the employer, which may consist either of a sum of money that appears on the pay slip together with the salary (but only in the case of utility reimbursement), or of goods and services.

The Fringe Benefits that may be present in a Company Welfare Plan and that an employee may take advantage of in 2024 are, among the most common, for example:

Meal vouchers i.e. fixed-amount means of payment which are given to employees in lieu of the company canteen. Digital meal vouchers bear the nominal value and the name of the employee receiving them, can also be paper-based, and are not convertible into cash, i.e. the employer cannot pay them in 'cash' to the employee. They are expendable for the purchase of both food and meals at participating establishments and supermarkets, and can be supplemented with cash by the person spending them.

Vouchers: fringe benefits may also be paid to employees by means of vouchers. In these cases, the recognition of goods or the provision of services, even repeatedly over time, by the employer takes place through the issue of legitimisation documents (paper or electronic), containing a nominal value, i.e. they carry a set figure indicating their economic value. It means that vouchers bear the name of the employee receiving them, and are equivalent to a payment in a pay envelope.

They are to be considered 'Fringe benefits' also the following:

Company carwhich is granted to the employee 'for mixed use', i.e. both for work and personal use;

Company telephone, if also used for personal purposes.

Bills: are also considered as 'fringe benefits 2024' for employees the householdssuch as electricity, water and gas bills of properties owned by the employee, his spouse or family members.

Mortgage and rent In 2024, employees who receive fringe benefits can use the credit to claim reimbursement of interest expenses on their first home mortgage and first home rental costs.

Property leased, used or loanedi.e. real estate assigned to employees on lease, use or gratuitous loan in order to carry out their work more easily than the company's job description.

Loans personal facilitated, Scholarships and school fees.

In short, fringe benefits are a form of remuneration in kind, whereas flexible benefits are additional services that improve employee welfare without taxation.

They are certainly entitled to welfare benefits two types of employees:

Workers permanent employees (and, under particular conditions, also fixed-term employees) in the force of a any companysmall, medium or large, that he decided unilaterally or in agreement with the trade unions present in the company (second-level bargaining) to set up a corporate welfare plan. In that case all employeesi.e. the generality of permanent employees and fixed-term employees falling under the eligibility criteria, is entitled to its share of welfare benefitsthe extent and method of use of which must be communicated directly by the company by e-mail or internal workflow or through union representatives.

I employees working in companies subject to the following CCNLs (National Labour Contracts, First Level Bargaining to 2024)

Metalworking sectorFedermeccanica, Assistal, Fim Cisl, Fiom Cgil, Uilm Uil;
Goldsmiths and silversmithsFederorafi, Fim Cisl, Fiom Cgil, Uilm Uil;
Employees of the film and audiovisual industry: Anica, Fistel Cisl, Slc Cgil, Uilcom Uil;
Public establishments, collective and commercial catering and tourism: Fipe, Anege, LegaCoop Produzione e Servizi, Federlavoro e Servizi Confcooperative, Agci, Filcams-Cgil, Fisascat-Cisl, Uiltucs-Uil (as an alternative to the Results Bonus);
SME Metalworkers (Confapi): Unionmeccanica, Confapi, Fim-Cisl, Fiom-Cgil, Uilm-Uil;
Communication and Innovative Services (Confapi): Unigec, Unimatica Confapi, Fistel Cisl, Slc Cgil, Uilcom;
Tourism (Confesercenti): Assoturismo, Assoviaggi, Fiepet, Fiba, Assohotel, Assocamping, Filcams-Cgil, Fisascat-Cisl, Uiltucs-Uil (as an alternative to the Results Bonus);
Polygraphs and Entertainment: Fieg, Asig, Slc-Cgil, Fistel-Cisl, Uilcom-Uil;
Ropeway transportAnef, Filt-Cgil, Fit-Cisl, Uiltrasporti-Uil, Savt trasporti;
Industrial development consortia and bodiesFicei; FP Cgil; FPS Cisl; Uil FPL; Findici;
Shipping agencies and shipbrokersFederagenti; Filt Cgil; Fit Cisl; UilTrasporti;
Insurance companies (ANIA): ANIA; First Cisl; Fisac CGIL; FNA; SNFIA; Uilca;
Garages and vehicle hireAniasa; Filt Cgil; Fit Cisl; UilTrasporti;
Early childhood and childhood services, schools and IMF member organisations: Fism; Flc Cgil; Cisl Scuola; Uil Scuola Rua; Snals Confsal;
Air transport industry: Assaereo; Assaeroporti; Assohandlers; Assocontrol; Federcat Ering; Simo Confindustria; Fairo; Evan Spa; Filt Cgil; Fit Cisl; UilTrasporti; Ugl Trasporto Aereo; Ugl TA; Unica;
Driving schools, nautical schools, automotive and nautical consultancies: Unasca; Confcommercio; Filt Cgil; Fit Cisl; UilTrasporti;
Companies and consortia concessionaires of motorways and tunnelsFederReti; Fise Acap; Filt Cgil; Fit Cisl; UilTrasporti; Sla Cisal; Ugl Viabilità e Logistica;

The spendable amount allocated by the company to each worker depends on how much the companyeither by union bargaining or autonomously, decides to make available to employeesi.e. of all permanent employees and fixed-term employees falling within the eligibility criteria.

For the Flexible Benefit Part that makes up a company's Welfare Plan the employee can spend the entire amount on goods and services which the company makes available to all eligible employees. The company can make available as additional remuneration, i.e. as Flexible Benefitfor its employees a maximum of 0.5% of its personnel costs (including fringe benefits).

For the Fringe Benefit Part that makes up a company's Welfare Plan there is, however, a limit imposed by law: since fringe benefits are assimilated to envelope wages, the government has a certain spending thresholdwhich changes every year and is decided in the Budget Law.
La Budget Law 2024 provided for the fringe benefits these new thresholds:
Maximum 1,000 euro for all employees.
Maximum 2,000 euro for employees with dependent children.

It is up to the company communicate to their employeesdirectly or through trade union representatives, how the Corporate Welfare Plan is composed, i.e. how much you can spend for employees, and how it is possible for employees to spend its corporate welfare credit.
Many companies implement their Corporate Welfare Plan using specific Welfare Platformsor of the sites that can only be accessed by employees of the company, using personal credentials issued by the company itself, and where they find their 'profile', which contains data needed to use the welfare credit (e.g. whether the employee has dependent children or not).

Within the own profile on these platformsemployees already find ready its welfare creditoften referred to as a 'wallet' or 'welfare account', i.e. the amount allocated to each employee already available to be spent in goods and services on the platform.

A corporate welfare platform is a portal designed to enable companies to provide the benefits and services under its Welfare Plan to the generality of its employees. On the Company Welfare Platforms employees can use their welfare credit under the Company Plan, also using their Welfare Account, if activated by the company in agreement with the trade unions.

Each platform has its own way of navigation, and different user experience, but they all have common traits that allow them to be used. In particular, Corporate Welfare Platforms must have

• Individual access for each employee, with personal credentials
• The employee's own profile contains salient data that can change the employee's 'fringe' spending thresholds (presence of dependent children and other such data)
• A dashboard or digital visualisation environment where employees can always see how much welfare credit they have available to spend, calculated on their personal situation;
• Some platforms indicate to the employee what share of his or her welfare credit can be spent on fringe benefits, according to the current year's regulations; they never indicate the spending limits of flexible benefits, because the only limits in that case are given by the amount the company decides to allocate to its employees, within 0.5% of the total amount of employee spending;
• They allow you to choose from a range of services available as Fringe or Flexible Benefits;
• Some platforms, recalling the timing of the welfare plan of the company to which they are linked, allow the employee to spend their welfare credit by November each year.
• Some platforms, referring to the timing of the annual national budget law, allow the employee to spend his or her welfare credit as from when the government in office decides on the spending thresholds for fringe benefits, usually together with the budget law at the beginning of each year (February - March of each year).

The main welfare platforms in Italy are Edenred (link to https://affiliati.edenred.it/ ), Aon One Flex, TimesWapp (link to https://www.timeswapp.it/Timeswapp/account/login/ ), Eudaimon (link to  https://eudaimon.my.site.com/welfare/EudLogin ), Beneficy (   https://www.beneficy.com/account/login) and Zwelfare by Teamsystem - Double You by Zucchetti, and Welfare Pellegrini (link to  https://www.welfarepellegrini.it/login ) There are, however, many widespread welfare platforms in some areas of the country, such as Sodexo, Day Welfare, Welfare Group and many others, also individually designed by the individual large companies that adopt them.

The goods and services of Monticello SPA available through Welfare can be found on the Double You platforms, Edenred (link to https://affiliati.edenred.it/ ), Aon One Flex, Eudaimon (link to  https://eudaimon.my.site.com/welfare/EudLogin ), Timeswapp (link to https://www.timeswapp.it/Timeswapp/account/login/ ) , Beneficy (   https://www.beneficy.com/account/login), Welfare Pellegrini (link to  https://www.welfarepellegrini.it/login ) and many other platforms.

You can purchase admissions and wellness packages on company welfare platforms: enter the welfare platform your company provides and, among the main platforms used by Italian companies, you will also find Monticello SPA products that can be purchased with welfare credit. From Daily Entrance etc...: discover all the services in the Wellness section of your Welfare Platform.

Some Platforms, recalling the times of the company's welfare plan to which they are linked, allow the employee to spend their welfare credit by November each year. In some cases, however, it is possible to spend one's welfare credit every day of the year, especially if it is of the Flexible type, i.e. an additional benefit over and above salary. It depends above all on the tax and fiscal fulfilments of the company promoting the Welfare Plan itself, which often takes time to calculate the tax deductions on company income, so it ends the disbursement to make the necessary calculations.

The welfare credit, i.e. the welfare benefits provided for its employees by the company within the Company Welfare Plan, must be spent within the spendability window provided for by the Plan itself, on which the employee's disbursements and availability to spend or use goods and services are also harmonised on the Welfare Platforms. If an employee does not make use of his or her welfare benefits within the spendthrift window provided by the Company Welfare Plan for the current year on the Welfare Platform (or even directly), may not recover or use them in the following year.

A company's Welfare Plan is designed to ensure a better lifestyle and greater well-being for the company's employees, and may involve direct or indirect actions by the company itself. Increasingly, companies are adopting benefits management platforms for their corporate welfare plans (fringe o flexible), but also discounting platforms: a way for employees to access marketplaces closed to the public where they can find particularly discounted goods, experiences and services.
The large choice of products, the large guaranteed discounts and the presence of exclusive products make these discount marketplaces an effective benefit that the company can grant to its employees by issuing them exclusive access credentials.
The products and services of Terme di Chianciano can also be found on the main welfare discount platforms.

You can find products from Monticello SPA on the AON One Exclusive discount platforms (link to https://aon.convenzioniaziendali.it/login ), Jointly ( link to https://jointly.convenzioniaziendali.it/login) , Pickabu' (  https://www.pickabu.com/public ) , Benefithub (link to https://www.benefithub.com/sign-in ), Jakala-Uplife (link to  https://uplife.convenzioniaziendali.it/login ), Coverflex (link to  https://my.coverflex.com/signin) and many others.