Indirect compensation refers to financial compensation offered by employers beyond an employee’s basic salary, such as social benefits, additional benefits or certain working conditions.
What Are Some Examples of Indirect Compensation?
Some examples of indirect compensation include:
- Paid leave
- Fringe benefits
- Contributions to a pension plan
- Training or services offered to employees
- Group insurance
- Sick leave
- Life insurance
- Tuition reimbursements
- Company cars
- Mobile phone expense reimbursements
What Are the Benefits of Indirect Compensation?
Indirect compensation helps to:
- Motivate and retain employees
- Ease recruitment
- Increase employee commitment
- Create a strong employer brand
- Ensure the well-being of employees
Does Indirect Compensation Include Bonuses and Commissions?
Bonuses and commissions are not included in indirect compensation. Rather, they are part of direct employee remuneration, since they typically depend on the performance and experience of each employee.
Why Is Having Indirect Compensation Offers Important for Recruiting And Retaining Staff?
Indirect compensation is important for recruiting and retaining staff because it helps attract the most qualified candidates and demonstrates to all employees that they are important to the company’s success.
If employees feel valued and recognized by their employer, they will be more motivated and committed to their work, which will lead to better results for the company as a whole.
What Is the Difference Between Indirect Compensation and Direct Remuneration?
Indirect compensation refers to services or benefits offered to a company’s employees. Direct remuneration refers to sums of money received by employees in exchange for work performed.
Both types of remuneration are typically included in employees’ contracts of employment.