Meal allowance: support for employees who eat differently.
Finance atypical meal breaks with a fully customizable solution that adapts to the rules of your collective agreements.
More than 500 companies and institutions already place their trust in us
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collective agreements provide for meal allowances for employees.
A card accepted everywhere, in every restaurant and bakery in France
The most ethical offer on the market, with 0% commission deducted from merchants
A solution for managing meal allowances and supporting your HR policy
You have everything to gain
The + with Worklife
Our AI automatically detects errors when importing your file, so you can correct your data immediately.
Your employees too
The + with Worklife
Every euro spent by your employees supports the local economy, thanks to the 0% commission charged to merchants.
You have everything to gain
The + with Worklife
Our AI automatically detects errors when importing your file, so you can correct your data immediately.
Your employees too
The + with Worklife
Every euro spent by your employees supports the local economy, thanks to the 0% commission charged to merchants.
Mobility credit
Compare devices
- Bicycles (personal and rental)
- Motorized vehicles (scooters, monoroues, gyropods, etc.)
- Carpooling (driver or passenger)
- Self-service bicycles, scooters and scooters
- Low-emission car-sharing services
- Public transport (excluding season tickets)
- 600 per year per employee (after deduction of the transport allowance if combined with the latter)
- 900 per year per employee, after deduction of public transport costs
- 300 per year per employee for fuel costs
- 600 per year per employee for the cost of powering electric, plug-in hybrid or hydrogen-powered vehicles
- 7.40 for meals at the workplace due to specific organizational conditions or working hours
- 10.30 € allowance for meals away from company premises
- 21.10 if the meal is taken in a restaurant (e.g. business meal)
How do you choose the right
device?
Reimbursement of public transport costs over and above the compulsory portion
This system is particularly well suited to companies:
Located in urban areas with a dense, accessible transport network
To promote collective mobility
and thus reduce the carbon footprint of commuting
Wishing to go beyond compulsory legal coverage
to further support their employees' purchasing power.
Sustainable Commuting
This system is particularly well suited to companies:
Committed to CSR
and to encourage more sustainable modes of transport.
Based in urban or suburban areas,
where bicycles, scooters, car-sharing, etc. are relevant alternatives to the car.
With employees working odd hours,
for whom public transport is not always available.
Transport bonus
This system is particularly well suited to companies:
Located in areas not easily accessible by public transport,
where the car remains indispensable.
With employees working odd hours,
for whom public transport is not always available.
Wishing to provide tangible support for their employees' purchasing power
by contributing to their fuel or recharging costs
Mobility credit
This system is particularly well suited to companies:
Offering company cars,
but wishing to offer a more flexible and responsible alternative.
Wishing to reduce their vehicle fleet and the costs it entails
while maintaining an attractive benefit for their employees.
Frequently asked questions
Meal allowances are not required by law, but they may become mandatory if they are provided for in a collective bargaining agreement, employment contract, company agreement or if a custom has been established within the organization.
The meal allowance (also known as the "prime de panier" or "prime repas") is a sum paid by the employer to compensate for the catering costs of employees who are unable to eat at home or in a company canteen, due to their working conditions (travel, staggered working hours, night work, etc.). It is fully financed by the company, and is subject to strict criteria to qualify for social security exemptions.
Meal vouchers, on the other hand, are co-financed by the employer and the employee. They are also eligible for social security exemptions, but can be distributed more flexibly.
In principle, no: two benefits cannot be combined if they cover the same expense, but they can be combined if the schemes relate to different situations (e.g. meal allowances for days when the employee is away from home, and meal vouchers for days when the employee is at his or her usual place of work).
