How to make the most of your tax benefits! Here you will find definitions, benefits and the legal framework for non-cash bonuses, non-cash gifts, non-cash benefits, inflation bonuses and recreational allowances.
Increase motivation and satisfaction with a monthly benefits budget.
A non-cash benefit is a non-monetary additional remuneration in the form of goods or services that a company can grant its employees in recognition of their performance or to promote motivation. These benefits are designed to provide employees with practical or experiential benefits over and above their normal salary.
Non-cash benefits are often particularly popular with employees, as they represent personal recognition of their work and can increase commitment and job satisfaction. For employers, they offer the advantage that they are more tax-efficient than cash remuneration and can also strengthen company loyalty.
There is an important exemption limit, which is regulated in Section 8 (1) sentence 3 of the German Income Tax Act (EStG). This exemption limit is currently 50 euros per month. This means that benefits in kind that do not exceed this limit are exempt from tax and social security contributions. If this limit is exceeded, the entire amount is subject to tax and social security contributions.
Create incentives with additional benefits in kind.
A non-cash bonus is a form of additional remuneration that employers can offer their employees in the form of material goods or services instead of cash. Bonuses in kind are particularly attractive as they can often be structured in a tax-efficient manner and can offer benefits for both the company and the employee.
The non-cash bonus primarily enables companies to achieve tax efficiency, as the flat-rate taxation of 30% means that non-cash bonuses can be more tax-efficient than a corresponding cash payment. This allows companies to offer their employees a wide range of bonuses.
The bonus in kind can be taxed at a flat rate of 30% in accordance with Section 37b of the Income Tax Act (EStG). These bonuses are possible up to a value of EUR 10,000 per year and employee. It should be noted that benefits in kind are clearly separated from other salary components and are granted in addition to the salary already owed.
Celebrating private and professional events together.
A gift in kind is an additional benefit that goes beyond the remuneration of individual employees. Gifts in kind give companies the opportunity to offer gifts in the form of goods or services on personal or professional occasions.
Celebrating personal occasions such as birthdays can be celebrated in the same way as a professional milestone with a gift in kind. These gifts can strengthen loyalty to the company and contribute significantly to the appreciation of employees, which is why gifts in kind are an important factor in shaping corporate culture.
Gifts in kind to employees, for example on the occasion of birthdays or anniversaries, fall under the exemption limit of EUR 60 per occasion and are tax-free in accordance with Section 37b of the German Income Tax Act (EStG) if they are given in the interests of the company.
The little extra for relaxing on vacation.
The recuperation allowance is a support granted by employers that is specifically intended to finance recuperation leave or a cure for the employee and their family. This form of benefit is designed to promote the physical and mental well-being of employees.
The recuperation allowance makes a significant contribution to improving employee satisfaction and work performance. In contrast to traditional vacation pay, the recuperation allowance can also be taxed as a lump sum up to a certain amount and thus remain non-contributory.
According to Section 1 (1) sentences 1 and 2 of the Social Security Remuneration Ordinance (SvEV), recreational allowances are not subject to social security contributions under certain circumstances if they are granted in addition to wages or salary. In addition, a flat-rate wage tax of 25% is possible in accordance with § 40 para. 2 sentence 1 no. 3 EStG if certain conditions are met. A total of 156 euros per year is possible for the employee, 104 euros for their spouse and 52 euros for each child.