This feature adds to the range of benefits managed by Worklife: sustainable mobility package, luncheon vouchers, personal services, teleworking allowance, etc., helping companies to support their employees' purchasing power at lower cost.
Maintaining purchasing power: a must for compensation policies in the face of soaring fuel prices
Since the beginning of March 2022, the increase in fuel prices has been a constant difficulty for some employees who use their personal vehicle for work. According to the 2021 edition of the annual "Mobility and Business" barometer, 85% of working people in urban areas of less than 100,000 inhabitants use their vehicle regularly. However, the same study reveals that only 17% of working people benefit from mileage reimbursement and 38% would like to benefit from it. This demand is likely to increase in the current context.
Despite the exceptional "fuel discount" introduced by the government, the price at the pump is well above the €1.40 that was still the norm last year. In this context, the coverage of mileage allowances becomes an essential lever to participate in the defense of the purchasing power of employees, at a lower cost for the company.
Worklife's transport bonus: a lever for increasing employees' purchasing power at a lower cost to the company
The transport bonus provides an unprecedented gain in purchasing power for employees, at a lower cost to the company than a pay rise. Worklife offers companies the opportunity to set up a monthly allowance, calculated according to the mileage allowance scale, via a payment card for employees, and to benefit from total exemption from social security charges. This allowance can be supplemented with the sustainable mobility package, on the same Worklife payment card, to finance soft mobility such as cycling or carpooling. A way for the company to make its mobility plan more equitable by offering an advantage to employees who are far from public transport.
The Worklife smart card recognizes and controls the type of expenditure made by employees, and automatically directs it to the corresponding allowance. This technology also means savings for employers, who only pay for what employees actually spend.
Thanks to this new employee benefit scheme, companies will be able to limit the impact of rising fuel prices on their employees' purchasing power, be part of an inclusive and fair approach, and consequently gain in attractiveness!
