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The current scenario: changing needs

Corporate welfare has now surpassed the dimension of mere "additional benefit." Today it is a real ecosystem that the company provides to concretely improve the quality of working and personal life of its employees.

Our vision

The world of work is undergoing profound change, and traditional models are showing their limitations.

There is a critical gap today between what organizations offer and what people really want:

The paradox of satisfaction

Only 54 percent of Italian employees say they are satisfied with their welfare offerings, although 77 percent of companies are convinced otherwise.

Unexpressed resources

Thirty-five percent of employees do not use the benefits available to them, perceiving them as distant or irrelevant to their daily lives.

The need for tailored solutions

68% of workers require highly personalized, non-standardized services.

The need for reliable guidance

Seventy-five percent of people would like to receive more information and structured guidance to deal with problems and difficulties related to specific social needs.

Simplify to enhance.

Corporate welfare needed deep simplification, which was essential to enable people to take a leading role in caring for their own well-being.

Our promise is to break down bureaucratic obstacles so that every individual learns to actively live their own well-being, in every nuance of everyday life.

It takes years of experience and study and a forward-looking point of view to transform an inherently complex subject into an accessible, personalized and intuitive ecosystem.

For us, a welfare plan is never merely a list of services, but the engine of mindful wellness.

We promote a virtuous circle between people, companies and society: an environment in which it becomes natural to take care of oneself and one's loved ones, finding the right balance between professional challenges and private life.

This positive and tangible impact is what we call the Epassi effect.

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Satisfied users compared to an Italian average standing still at 54%.
This figure is confirmed by the semi-annual satisfaction audits conducted by Epassi customer care.

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Welfare budget utilization versus a 35% of Italian employees who habitually do not use their benefits.
Our platforms zero out waste, ensuring almost total absorption of allocated resources.

            
                Shared benefits for the whole ecosystem
              
            The success of a welfare plan is measured by the value it manages to generate for all involved. We have structured Epassi's services to simultaneously meet the needs of employees, business objectives and the operational needs of HR management.

Benefits for people

Adherence to real needs

We bring welfare provision closer to the concrete needs of everyday life.

Information and outreach

We guide users to help them fully understand the value of what is available to them.

Orientation

We develop awareness in people toward their needs and related solutions.

Involvement

We create an active listening channel that makes people feel understood and valued.

Benefits for companies

Investment efficiency

Weexponentially increasethe effective utilization of allocated benefits.

Productivity and retention

We generate measurable increases in work engagement and talent retention.

Employer Branding

We strengthen the company's culture and attractiveness, positioning it as an organization that actually cares about its people.

Tax optimization

We ensure a significant reduction in the tax wedge, turning business costs into net purchasing power.

Benefits for HR.

Reducing the bureaucratic burden

Automation of administrative processes, from reimbursements to registry management.

Role evolution.

We free up valuable time to allow HR to get away from operations and focus on wellness strategies

Monitoring and reporting

Clear and constantly updated utilization data via analytical dashboards.

STANDARDS AND REGULATIONS: CLARITY THAT GIVES SECURITY.

An ever-changing regulatory framework.

Corporate welfare is built on solid legal foundations, which guarantee important benefits but at the same time require precision and constant updating.

We translate regulatory complexity into strategic opportunities, moving with absolute certainty among key legislative sources.

The TUIR (Consolidated Income Tax Act).

It is the heart of tax welfare. It regulates, specifically in Article 51, what income does not constitute employment income. These can therefore be provided by the company to employees with total exemption from contribution and tax charges.

The Stability Law

The turnaround in 2016 introduced the possibility for employees to convert their performance bonus into welfare services, and also expanded the scope of benefits that can be included in company regulations and contracts. Subsequent Budget Laws have further extended these possibilities.

Other sources

We constantly monitor circulars, resolutions and interpellations of the Internal Revenue Service, key tools that interpret and define the enforcement aspects of existing laws.

CORPORATE REGULATIONS

A welfare plan can arise from various sources and internal agreements. We support companies in implementing:

Contractual Welfare

Several national collective bargaining agreements (CCNLs)-such as those for metalworkers, telecommunications or goldsmiths/jewelers-now introduce mandatory corporate welfare measures that the company is required to provide to its employees.

Welfare On Top

It is welfare provided entirely voluntarily by the company through specific internal regulations. It can be intended for the entire corporate population or replace previous forms of rewards.

Performance Award (PdR)

Under second-level union or company agreements, PDRs benefit from subsidized taxation. Converting the bonus into welfare goods and services totally resets the tax wedge, maximizing value for the employee.