We design corporate social welfare structures that allow companies to optimize the taxation of employee compensation, retain key talent and plan for the future of their managers and employees.
We offer tailor-made solutions to integrate savings, protection and planning within the business strategy, improving talent retention and generational succession and separation processes.
We assist companies and management teams in the creation of efficient structures that combine financial and tax planning:
We structure programs adapted to the situation of each organization, through insurance products.
They allow the company to implement long-term savings systems linked to executives or strategic groups.
What they contribute:
Tax and regulatory approach:
They can be configured as corporate social welfare systems in accordance with the following Law 27/2014 on Corporate Income Tax and the Personal Income Tax Law (Law 35/2006).allowing, under certain requirements, the deductibility of premiums for the company and the deferral of taxation for the beneficiary until the time of receipt.
Deferred compensation instruments aimed at generating long-term capital.
What they contribute:
Fiscal approach:
The benefits are taxed as income from work in Personal Income Tax (Law 35/2006) at the time of collection, allowing efficient planning through tax deferral.
They protect the company against the economic impact derived from the loss or incapacity of key professionals.
What they contribute:
Fiscal approach:
Premiums may be considered as a tax-deductible expense for corporate income tax purposes, provided that they meet the criteria of correlation with income and allocation to the activity.
Structuring of insurance solutions to facilitate the transfer of business assets.
Includes:
Fiscal and legal approach:
It makes it possible to anticipate the transfer of wealth and optimize its impact on Inheritance and Gift Tax, in addition to providing liquidity to meet the tax obligations arising from the inheritance.
Solutions designed for reorganization processes or progressive exit of employees.
What they contribute:
Fiscal approach:
They allow the collection to be structured in the form of income or capital, facilitating tax optimization for the beneficiary depending on the time and form of receipt.
Corporate social welfare encompasses the set of insurance solutions that allow companies to complement the protection, savings and planning of their managers and key employees.
It is a strategic tool that integrates:
At Peris we design each program in a personalized way, taking into account the management structure, business objectives and the company’s compensation policy.
Reinforces the company’s value proposition for strategic profiles.
Efficient structuring in accordance with current tax regulations.
Allows building long-term savings aligned with business objectives.
Reduces the economic impact of contingencies on key people.
It complements traditional remuneration with differential solutions.
Each structure is adapted to the reality of the company.
Each program is individually designed according to the company’s structure and objectives.
It enables the integration of financial planning into the business strategy, improves talent retention and optimizes compensation taxation.
No. More and more SMEs and family businesses are implementing these systems to professionalize their benefits policy.
Based on an analysis of the company structure, its remuneration policy and financial objectives, tailor-made solutions are designed.
Depending on their nature, these instruments are supervised by the National Securities Market Commission and the Directorate General of Insurance and Pension Funds.
Investment, cash management and financial planning
Strategies aimed at optimizing corporate liquidity and improving financial efficiency.
Wealth, investment and life-savings planning tailored to each profile and financial objective.
Legal information
You can consult the corresponding legal and regulatory information in the following links:
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