Employee benefits

compensation and employee benefits are ” the remuneration that a business provides to the employee for the services they render to the org”. It helps the employees stay motivated to achieve more and achieve fast. the perquisites, benefits and service credit for benefits as provided under any and all employee retirement income and welfare benefit policies, plans, programs or arrangements in which the Executive is entitled to participate, including, without limitation, any stock option, performance share, performance unit, stock purchase, stock appreciation, savings, pension, supplemental executive retirement, or other retirement income or welfare benefit, deferred compensation, incentive compensation, group or other life, health, medical/hospital or other insurance (whether funded by actual insurance or self-insured by the Company or a Subsidiary), disability, salary continuation, expense reimbursement and other employee benefit policies that may exist as of a Change in Control or any successor policies, plans or arrangements that provide substantially similar perquisites or benefits. This Plan maintained, adopted, sponsored, contributed or required to be contributed to by the Company or any entity with which the Company is considered a single employer , officer or director of the Company or any of the Company Subsidiaries or any beneficiary or dependent thereof or under which the Company or any Company Affiliate would reasonably be expected to have any material liability. following are the main types:

Point of discussion

Benefits at work

The types of employee benefits an organization provides carry weight in today’s employment market. Compensation on its own is not enough to engage employees and attract job seekers who now expect more comprehensive rewards for their work. HR practitioners need to be aware of the various benefit possibilities and determine which ones their organization should consider adopting. there are two types of benefits that are provided to the employees. i.e. Legally required benefits that will be provided to the employee as per Law and discretionary benefits that are not mandatory by law total employer depends on the employer’s discretion In addition to benefits, most employers will provide perks. It’s common for perks and benefits to be viewed as the same, but there is a distinction between the two. While benefits are a form of compensation, perks are not factored into pay.

Perks serve as incentives or extra rewards that make an employer more appealing to work for. These can include enticements such as gym memberships, free lunch or snacks at work, or company-sponsored tickets to concerts and sporting events.

Legally required benefits

  • Employee salary
  • Heath Benefits
  • Leaves
  • Life Insurance
  • Retirement Benefits
  • Working Hourse
  • Over Time
  • Bonus
  • WPPF
  • WWF

Discretionary Benefits

  • Allowances
  • Company assets
  • Company activities
  • Food packages
  • Rental Facilities
  • Convince facilities
  • Lifestyle benefits
  • Insentives | Offers
  • Loan facility
  • Ohter benefits (Dental/Facial, ets )

Importance of employee benefits

Most organizations will need to provide certain employee benefits to comply with legal regulations, but offering the bare minimum is not enough. When employers have a strong employee benefits package, it translates into the following advantages:

  • Attracting talent: While two jobs may have the same salary, they can vary greatly benefit-wise. Your benefits package can make your organization stand out as an employer. For example, 88% of job seekers consider health, dental, and vision insurance benefits, as well as flexible hours, in their job search. Candidates will weigh the value of benefits along with base salary to see which job puts them in the best financial position.
  • Improving employee retention: Employee benefit offerings vary with each organization, and some will suit workers’ needs better than others. When their needs are met, employees are more likely to remain with the employer. As a result, companies rated highly on compensation and benefits experience 56% lower employee turnover.
  • Fostering inclusion at work: The right selection of benefits can help you promote inclusion in the workplace by showcasing your dedication to catering to the different needs and circumstances of your employees. Some examples of inclusive benefits are parental leave for all parents, floating holidays, domestic partner benefits, and flexible scheduling.
  • Promoting a healthy workforce: Many employee benefits support health and well-being. Access to medical care and wellness or enrichment programs helps employees take better care of themselves. Healthy, happy employees are more productive and less likely to miss work. 
  • Increasing employee satisfaction and loyalty: Benefits are an investment in employees. When people believe their employer values and appreciates them, they experience more fulfillment. Employees who are content with their benefits are 70% more likely to be loyal to their employer. They’re also two times more likely to be satisfied with their jobs.
  • Job satisfaction:
  • Company culture:
  • Improve Team work:
  • Improve work-life balance:
  • save cost and time:
  • Boost employee morals:

Emplolyee legal financial benefits.

Benefits at work

  • Assets benefit
  • OT benefits
    • Normal OT
    • Special OT
  • Working hourse
  • Flexable time
  • Skills development
  • Food ad beverages *Rashan*
  • Membership facility
  • IT support and software licencing


  • Leaves benefits
    • Annual leaves
    • Casual leaves
    • Sick leaves
    • Special leaves
    • work from home facility
    • Maternity leaves
    • Paternity leave
    • paid leaves
    • Hafl day leave
    • Floating holidays
  • Gift and activities
    • Festival /Birth day /Marrage gifts
    • indore /Out door activity

  • Allowances benefits
    • Mobile /laptop /Net packages
    • Byc/Car/House
    • Maintinace/Fuel
    • Night allowance
    • Shift allowance
    • Graduation allowance
    • Star of the month
    • Target insentives
  • Life style benefits
    • Mobility and office setup
    • Work life balance

To retain the employee and have them motivated the company facilitate the employees and provide them necessary assets to manage the work life balance, for the purpose the company provide transportation or pick and drop facility to the employees to maintain the time management and avoided any eruption in the operation. the company also facilitate with the employees to provide them Laptop for the smart work purposes and mobile devices for better communication with client customers, some company also facilitate the employees with their accommodation and commercial bill paid by the client company. The company trying provide coke and driver facility also facilitate the employees the smooth company operation purposes

  • Convince facility:
  • Laptop facility:
  • Mobile facility:
  • Accommodation facility:
  • Commercial bills facility:
  • Driver /Coke facility:

Financial benefits

  • Salary
  • Packages
  • Fuel allowances
  • Assets buyback policy
  • Bonus
  • WPPF
  • Incentives
  • Loan benefits
  • Tour

Group life insurance

  • Normal life insurance
  • Special life insurance
  • Natural life insurance
  • Accidental life insurance
  • Mortgage life insurance.
  • Survivorship life insurance.
  • Final expense life insurance.

Retirement benefits

  • life pension
  • beneficiary pension
  • EOBI pension
  • Dependent pension

Other Benefits

  • Burial and Funeral benefits
  • First ad medical benefits
  • Transportation benefits
  • Graduation allowance
  • seher o aftar allowance
  • night shift allowance
  • Food allowance
  • net packages
  • Leave in cash

Benefits Of Group Health Insurance

The Government law allows two types of health insurance the one is private health insurance and the other is Mandatory health insurance i.e. Health policies provided by health insurance companies like Adamjee Insurance, Jubilee Insurance, Askari Insurance state life insurance these policies are optional and provided by organizations it may be personal or dependent covered policy with different purchased policies i.e accidental, Natural, maternity treatments with following benefits

  • Cashless treatment:– Every employee of your company gets a health card to use for cashless treatment. Just show your card at a network hospital across the country and get the required treatment without paying any cash.
  • No Waiting Period:- No need to wait, your employee coverage begins from Day 1
  • Family coverage:- Provide safety cover to your employees’ families and offer health care support to their parents, spouses, and children
  • Pre-existing disease cover: Our group health policy includes the coverage of the diseases that the employee was suffering from before the policy was purchased.
  • Maternity: Make parenthood financially accommodating for your employees by extending coverage for pregnancy-related expenses.
  • Before and after hospitalization cover:-Group health insurance covers all the expenses that occur 30 days before and after the hospitalization of the employee.

ESSI:– The other is social security covered which is mandatory as per labor law applicable under the embed of the social security minimum wage capping.

OPD:- the company also allows OPD benefits to their employee, which is some of the actual amounts in the case of medical consulting, medications, and light treatment that may be claimed through insurance purchased policy claim or directly through the company HR or finance head. Some of the amount is the discretion and paying to the employee as per company policy.

Financial benefits

Group life insurance

Term Life Insurance

The basics:

  • Policy length: Common-level term periods include 5, 10, 15, 20 or 30 years
  • Cash value: No
  • Premiums: Level, annual renewable or decreasing
  • Death benefit: Fixed

How it works: Term life insurance insurance has a specific end date for the level term period, when rates stay the same. After this period you can renew the policy, but at higher rates each year. Choices of coverage lengths are generally 5, 10, 15, 25 or 30 years. It’s the cheapest way to buy life insurance because you’re buying only insurance coverage and not paying for cash value life insurance.

Who is it for: Term life insurance is ideal for people who want life insurance coverage for a specific debt or situation. For example, some people buy it to cover their working years as income replacement for their family in case they pass away. Some people buy term life to cover the years of a mortgage or other large debt.

Downside: If you still need coverage after the level term period expires, you could find the renewal rates to be unaffordable. And buying a new life insurance policy could be extremely pricey based on your age and any health conditions you’ve developed.


Skills development

Rapid technological developments make employees aware of how important skills development is. The University of Phoenix’s Career Optimism Index® discovered that 52% of American workers believe they are replaceable in their positions, and 68% say that more opportunities to upskill would keep them with their current employer.

Many workers look for employers that will support their continuing education endeavors. Benefits such as tuition funding, student loan assistance, or a budget for professional training and certifications do just that rement benefits

Skills development

Rapid technological developments make employees aware of how important skills development is. The University of Phoenix’s Career Optimism Index® discovered that 52% of American workers believe they are replaceable in their positions, and 68% say that more opportunities to upskill would keep them with their current employer.

Many workers look for employers that will support their continuing education endeavors. Benefits such as tuition funding, student loan assistance, or a budget for professional training and certifications do just that

Other Benefits