{"id":6449,"date":"2023-09-25T14:33:55","date_gmt":"2023-09-25T12:33:55","guid":{"rendered":"https:\/\/www.hrcapital.it\/observatory\/welfare-aziendale-le-imprese-italiane-credono-nello-strumento-ma-solo-le-grandi-aziende-sviluppano-politiche-strutturate\/"},"modified":"2023-09-26T19:51:28","modified_gmt":"2023-09-26T17:51:28","slug":"corporate-welfare-italian-companies-believe-in-the-instrument-but-only-large-companies-develop-structured-policies","status":"publish","type":"post","link":"https:\/\/www.hrcapital.it\/en\/observatory\/corporate-welfare-italian-companies-believe-in-the-instrument-but-only-large-companies-develop-structured-policies\/","title":{"rendered":"Corporate welfare: Italian companies believe in the instrument but only large companies develop structured policies"},"content":{"rendered":"\n

According to research by HR Capital, the lack of specific regulations and incentive policies are the main factors of uncertainty<\/em>.<\/p>\n\n\n\n

Despite the absence of a proper regulatory definition of corporate welfare from a labour law perspective, in Italy the instrument continues to stand out as one of the most relevant<\/strong> in the labour world, although some areas of uncertainty still remain that require the legislator to make a further effort and introduce specific regulatory provisions.<\/p>\n\n\n\n

This was revealed by research by HR Capital<\/strong> – a subsidiary of De Luca & Partners and a leader in outsourced personnel management and administration services – on the dissemination and use of corporate welfare by Italian companies.<\/p>\n\n\n\n

In a general context where corporate welfare is substantially regulated by tax literature<\/strong> and identified as a set of goods and services<\/strong> provided by companies to employees to improve their private and working life, the HR Capital study shows that – among the companies advised by the firm – 25%<\/strong> of the companies that have developed an optimal corporate welfare policy – with the introduction, for example, of direct support for families, work-life balance, training, professional updating and pension provision – are large<\/strong> structured companies<\/strong>.<\/p>\n\n\n\n

The remaining 75%<\/strong> of the sample, on the other hand, includes small and medium-sized companies<\/strong> that yet have to establish adequate policies or that do not introduce support policies because they are held back by the possible additional costs<\/strong> to be borne and by the lack of knowledge <\/strong>of the welfare instruments available, thereby simply offering more flexible products or services with a more immediate impact, such as meal vouchers or petrol coupons.<\/p>\n\n\n\n

“The picture given by HR Capital’s study shows that the issue of corporate welfare still has several problems to be resolved,”<\/em> emphasises Leonardo Zaffiri, CEO of HR Capital<\/strong>.”First of all, a certain and well-established legal definition is still lacking: reference is often made solely to fiscal aspects to identify corporate welfare, yet its common meaning is – in actual fact – much broader and all-inclusive, encompassing non-monetary initiatives and services to support and meet the personal and social needs of workers, <\/em>developing their well-being in the most diverse fields, from health care to child care, from access to credit to leisure time\u201d.<\/em><\/em><\/p>\n\n\n\n

While the labour-law definition<\/strong> of corporate welfare is crucial to the progressive development of this instrument, its dissemination<\/strong> – made even wider after the pandemic moment – also opens up scenarios that are currently being identified, according to Leonardo Zaffiri<\/strong>: “The legislator has intervened on several occasions, though mainly by incentivising the combination of corporate welfare and performance bonuses, introducing measures to facilitate employers with <\/em>tax and contribution benefits. However, in structural terms, <\/em>further steps must be taken to promote specific regulatory provisions both concerning the economic field – for example, by setting up a system of concessions to support employers’ choices – and to incentivise the development of more effective, flexible and sustainable corporate welfare programmes, such as the digitisation of welfare platform management systems\u201d. <\/em><\/em><\/p>\n\n\n\n

Rassegna release<\/p>\n\n\n\n

AdnKronos\/LabItalia
Italia Oggi Sette<\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

According to research by HR Capital, the lack of specific regulations and incentive policies are the main factors of uncertainty. 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