A well-designed benefits plan is one of the reasons why people decide to stay. We design it with you and manage it with Aporta, our own platform for flexible remuneration and social benefits.
We created Aporta in 2019 so that flexible remuneration and employee benefits stop being paperwork. You set the plan; Aporta handles the providers, automates the processes and provides ongoing support. And each person chooses their benefits in the app, whenever it suits them.
30%
of each person's gross salary can go towards tax-efficient services: healthcare, transport, meals, childcare or training.
No increase in payroll costsEach person puts part of their gross salary towards tax-efficient services and gains purchasing power.
The benefits financed by the company, managed in the same place as the rest of the plan.
Staff travel abroad: trip report, documentation and company approval.
Exclusive advantages and discounts for employees.
An employee benefits plan is the set of benefits a company offers its staff in addition to salary: health insurance, life and accident cover, retirement provision and flexible remuneration, among others. Well designed, it is one of the most effective ways to retain talent, because it increases each person's purchasing power without raising payroll costs.
At JORI we design it with the company, select the insurance policies that make it up from the market and manage it with Aporta, the flexible remuneration and employee benefits platform we created in 2019.
When the market bids for a profile, the difference is rarely closed by increasing the fixed salary. A package that covers health, welfare, and family weighs in the decision to stay and cannot be matched with a counteroffer.
With flexible remuneration, part of the gross salary is allocated to services with tax advantages. The person gains purchasing power and the company does not increase its cost.
Transport, meals, childcare, training or health insurance: each employee tailors their plan to their stage of life, and the benefit is no longer the same for everyone.
A benefit nobody understands retains nobody. With Aporta, each employee checks and manages their benefits in one place, and the company sees what is used and what needs adjusting.
HR teams that need to retain key profiles and give staff a reason to stay that is not just salary.
Those looking to improve total compensation without increasing the wage bill, taking advantage of the tax treatment of each benefit.
Companies that are hiring at a steady pace and need a consistent plan that is easy to explain and administer.
Organisations with offices or subsidiaries in different locations that want the same plan, managed from a single point.
Each plan is designed according to the workforce, the agreement, and the company's remuneration policy: not all benefits make sense in every case.
A benefits plan retains when the workforce understands and uses it. That's why we design it with you and continue to support it once implemented.
Ages, family situation, workplaces, collective agreement and current benefits. What keeps a technical team is not what keeps a sales team.
We combine company-funded benefits with flexible remuneration, with the right tax and employment fit, and select the insurance policies that make it up from the market.
We set the plan up on the platform and connect the providers. Each employee accesses their catalogue and chooses what suits them.
We explain the plan to the workforce, resolve their doubts, and review it with you to adjust what is not used.
Six generations and more than 130 years devoted to insurance.
In flexible remuneration, the employee voluntarily allocates part of their gross salary to certain services with a tax advantage, and the cost to the company does not change. Social benefits are financed by the company, in addition to the salary. A good plan usually combines both.
Benefits in kind cannot exceed 30% of gross salary. Within that limit, each service has its own tax treatment: health insurance, for example, is exempt from personal income tax up to €500 a year per insured person.
Not in payroll costs: the amount comes out of the gross salary the employee already earns and chooses to put towards services. What it does require is managing enrolments, providers and payroll every month, and that is what Aporta takes care of.
A benefit that the person uses and values weighs in the decision to stay, and is not easily matched by a counteroffer that only increases the fixed salary. It works better when each employee can choose and when the plan is well explained.
No. Flexible remuneration is voluntary: each person decides whether to sign up and for which services. Employee benefits can be extended to the whole workforce or to groups defined by objective criteria.
Not necessarily. We review what you have contracted and integrate it into the plan; we only propose changes when they improve conditions or cover.
The €500 exemption and payment with gross salary are cumulative. The result surprises most financial departments.
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