Extra-legal benefits have become strategic
In this context, supplementary social protection schemes are taking on renewed importance. Extra-legal benefits, also known as “Employee Benefits”, are an essential strategic lever for attracting, retaining and securing talent.
An interview with Christian Schönewolf, Business Developer Employee Benefits at Foyer Group, who outlines two key solutions: the supplementary pension scheme and supplementary health insurance.
Retirement planning: a solution today for tomorrow’s needs
Retirement may seem a long way off, but it is one of the major concerns for working people. In Luxembourg, the legal pension scheme is based on a principle of strong intergenerational solidarity. However, it faces structural challenges: an ageing population, longer life expectancy and more flexible career paths. These developments are gradually undermining the ability of the statutory pension to maintain living standards in retirement.
Faced with this reality, the supplementary pension scheme is emerging as a concrete response. It is no longer simply a benefit granted by the employer, but a genuine shared commitment. By implementing such a scheme, the company sends a strong message to its employees: their future matters and deserves to be anticipated.
For employers, the supplementary pension scheme enhances attractiveness and supports long-term retention. It also forms part of a coherent corporate social responsibility approach by providing structured and sustainable additional protection. From a tax perspective, employer contributions benefit from an advantageous framework, making it an efficient and well-managed solution.
For employees, it provides additional income that enables them to approach retirement with greater peace of mind. Depending on the structure, it may also include cover in the event of disability or death, as well as the option to make personal contributions within a favourable tax framework.
A key component of HR strategy
In Luxembourg, RCP has become an essential component of modern HR policies. However, its implementation requires careful consideration. Each company has its own culture, salary structure and specific challenges. The scheme must therefore be designed as a tool to align HR strategy, budgetary constraints and employee expectations.
At the crossroads of law, taxation and finance, the supplementary pension scheme requires expert support in order to transform this complexity into a coherent, compliant and sustainable tool.
A well-structured scheme is not a burden on the company, it is an investment in its stability
Supplementary health insurance: taking care of your employees everyday
While retirement concerns the future, health is an immediate concern. In this context, supplementary health insurance plays a central role in employee wellbeing and has become one of the pillars of a well-structured salary package.
It covers expenses not reimbursed under the legal system and provides additional, tangible and valued protection (free choice of hospital across Europe, alternative medicine, second medical opinion, etc.).
Beyond reimbursement, it strengthens employees’ sense of security and contributes to a more stable and reassuring working environment.
Responding responsibly to life’s challenges
Certain situations highlight the importance of robust protection. Cancer unfortunately affects many people of working age each year. When faced with such an ordeal, appropriate cover can make a real difference.
To address this need, Foyer has developed a specific cancer protection solution, unique on the Luxembourg market. This cover goes beyond the usual standards and provides employers with an additional tool to support employees affected by the disease.
Supporting teams during periods of vulnerability reflects a strong sense of social responsibility and helps to strengthen long-term trust within the organisation.
Group insurance: a mutually beneficial relationship
Group insurance is no longer a secondary benefit. It reflects a responsible, long-term vision for the company.
By investing in the social protection of their employees, employers strengthen their attractiveness and stability. Employees, in turn, gain security, recognition and clear prospects for the future.
This convergence of interests makes Employee Benefits a strategic pillar of modern organisations. In a demanding economic environment, they send a strong signal: that of an employer investing sustainably in its human capital.