{"id":1441,"date":"2026-06-09T10:55:11","date_gmt":"2026-06-09T07:55:11","guid":{"rendered":"https:\/\/beneflo.io\/?p=1441"},"modified":"2026-06-12T11:00:31","modified_gmt":"2026-06-12T08:00:31","slug":"statutory-vs-voluntary-employee-benefits-whats-the-difference-and-what-do-workers-actually-want","status":"publish","type":"post","link":"https:\/\/beneflo.io\/lt\/statutory-vs-voluntary-employee-benefits-whats-the-difference-and-what-do-workers-actually-want\/","title":{"rendered":"\u012estatymin\u0117s ir savanori\u0161kos darbuotoj\u0173 i\u0161mokos: kuo jos skiriasi ir ko i\u0161 tikr\u0173j\u0173 nori darbuotojai?"},"content":{"rendered":"<p class=\"wp-block-paragraph\">Kiekvienas darbuotoj\u0173 i\u0161mok\u0173 paketas sudarytas i\u0161 dviej\u0173 sluoksni\u0173. Pirmasis sluoksnis yra tai, k\u0105 \u012fstatymai \u012fpareigoja jus teikti. Antrasis yra viskas, k\u0105 j\u016bs pasirenkate prid\u0117ti prie to \u2013 ir tai vienintelis sluoksnis, kuris padeda jums pritraukti talent\u0173, nes kiekvienas konkurentas j\u016bs\u0173 rinkoje si\u016blo ir pirm\u0105j\u012f.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Vis d\u0117lto \u0161ie du dalykai nuolat painiojami, ir \u0161i painiava kainuoja brangiai. Darbdaviai per daug investuoja \u012f i\u0161mok\u0173, kurias darbuotojai laiko teisiniu pagrindu, komunikavim\u0105 ir per ma\u017eai investuoja \u012f savanori\u0161kas i\u0161mokas, kurios i\u0161 tikr\u0173j\u0173 skatina darbuotoj\u0173 i\u0161laikym\u0105. Tuo tarpu \u201eAlight\u201c atliktas Europos darbuotoj\u0173 tyrimas parod\u0117, kad tik trys i\u0161 de\u0161imties mano, jog j\u0173 darbdavys patenkina konkre\u010dius j\u0173 i\u0161mok\u0173 poreikius.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0160iame straipsnyje analizuojami skirtumai tarp \u012fstatym\u0173 numatyt\u0173 ir savanori\u0161k\u0173 i\u0161mok\u0173, kaip \u0161is atskyrimas veikia visoje Europoje ir, remiantis naujausiais darbo j\u0117gos tyrimais, ko darbuotojai i\u0161 tikr\u0173j\u0173 tikisi i\u0161 savanori\u0161ko lygmens.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Kas yra \u012fstatym\u0173 numatytos darbuotoj\u0173 i\u0161mokos?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u012estatymin\u0117s i\u0161mokos (dar vadinamos privalomomis i\u0161mokomis) \u2013 tai teis\u0117s, kurias darbdavys privalo suteikti pagal \u012fstatym\u0105. Jos apibr\u0117\u017eiamos nacionalin\u0117s teis\u0117s aktuose, daugiausia finansuojamos i\u0161 darbdavi\u0173 ir darbuotoj\u0173 socialini\u0173 \u012fmok\u0173 ir yra nederybin\u0117s: j\u0173 si\u016blymas n\u0117ra dosnumas, o atitikimas reikalavimams.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nors tikslus s\u0105ra\u0161as kiekvienoje \u0161alyje skiriasi, daugumoje Europos jurisdikcij\u0173 \u012fstatyminis lygmuo apima socialinio draudimo \u012fmokas, apiman\u010dias valstybin\u0119 pensij\u0105 ir nedarbo draudim\u0105, apmokamas kasmetines atostogas (ES darbo laiko direktyva nustato ma\u017eiausiai keturi\u0173 savai\u010di\u0173 laikotarp\u012f), apmokamas valstybines \u0161ventes, ligos ar ligos draudim\u0105, motinyst\u0117s, t\u0117vyst\u0117s ir vaiko prie\u017ei\u016bros atostogas bei nelaiming\u0173 atsitikim\u0173 darbe draudim\u0105. Daugelyje \u0161ali\u0173, priklausomai nuo jurisdikcijos, \u012fstatyminiai lygmenys apima privalomas profesines pensij\u0173 schemas, maitinimo kuponus, transporto i\u0161mokas arba 13-ojo m\u0117nesio atlyginimo reikalavimus.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u017dmogi\u0161k\u0173j\u0173 i\u0161tekli\u0173 po\u017ei\u016briu, \u012fstatymines lengvatas apibr\u0117\u017eia du dalykai. Pirma, jos nematomos, kai jos suteikiamos, ir katastrofi\u0161kos, kai j\u0173 n\u0117ra \u2013 n\u0117 vienas darbuotojas neprisijungia prie \u012fmon\u0117s, nes ji si\u016blo teisi\u0161kai privalomas atostogas, ta\u010diau nesilaikymas u\u017etraukia baudas, atgalines i\u0161mokas ir \u017eal\u0105 reputacijai. Antra, paskirstytose komandose jos dauginasi: \u012fmon\u0117, turinti darbuotoj\u0173 penkiose \u0161alyse, turi laikytis penki\u0173 skirting\u0173 \u012fstatymini\u0173 taisykli\u0173, kuri\u0173 kiekviena turi savo \u012fmok\u0173 tarifus, atostog\u0173 teises ir pateikimo reikalavimus.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Kas yra savanori\u0161kos darbuotoj\u0173 i\u0161mokos?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Savanori\u0161kos i\u0161mokos (dar vadinamos papildomomis, diskrecin\u0117mis arba papildomomis i\u0161mokomis) \u2013 tai viskas, k\u0105 darbdavys si\u016blo vir\u0161ydamas \u012fstatymin\u012f minimum\u0105. Tai konkurencinis lygmuo \u2013 paketo dalis, kuri skiriasi tarp j\u016bs\u0173 ir \u012fmon\u0117s, bandan\u010dios samdyti j\u016bs\u0173 programuotojus.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u012eprastos savanori\u0161kos i\u0161mokos Europoje apima papildom\u0105 sveikatos draudim\u0105 ir dant\u0173 prie\u017ei\u016br\u0105, sveikatingumo ir fizinio pasirengimo biud\u017eet\u0105, psichikos sveikatos palaikymo ir terapijos i\u0161mokas, mokymosi ir tobul\u0117jimo biud\u017eet\u0105, papildomas atostog\u0173 dienas vir\u0161 \u012fstatyminio minimumo, nuotolinio darbo ir darbo i\u0161 nam\u0173 i\u0161mokas, maitinimo ir mobilumo i\u0161mokas, kai jos n\u0117ra privalomos, papildomas pensij\u0173 \u012fmokas ir gyvenimo b\u016bdo privilegijas \u2013 nuo vaik\u0173 prie\u017ei\u016bros paramos iki namini\u0173 gyv\u016bn\u0117li\u0173 draudimo.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Savanoryst\u0117s erdv\u0117s \u012fvairov\u0117 smarkiai i\u0161augo: SHRM i\u0161mok\u0173 tyrime 2024 m. buvo stebimos 216 skirting\u0173 i\u0161mok\u0173 r\u016b\u0161i\u0173, per vienerius metus \u2013 23% daugiau. \u0160is augimas atspindi real\u0173 pokyt\u012f \u2013 darbdaviai nebesirenka i\u0161 trumpo standartinio meniu, o sudaro vis labiau individualizuotus paketus.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u012estatyminis ir savanori\u0161kas: pagrindiniai skirtumai trumpai<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Skirtumas susiveda \u012f penkis matmenis. <br><br><strong>Teisinis statusas:<\/strong> \u012estatymin\u0117s i\u0161mokos yra privalomos pagal \u012fstatym\u0105; savanori\u0161kos i\u0161mokos yra darbdavio nuo\u017ei\u016bra. <strong>Paskirtis:<\/strong> \u012estatymin\u0117s i\u0161mokos suteikia socialin\u0117s apsaugos tinkl\u0105; savanori\u0161kos i\u0161mokos pritraukia, i\u0161laiko ir motyvuoja. <strong>Diferenciacija:<\/strong> \u012estatymin\u0117s i\u0161mokos yra vienodos visiems rinkos konkurentams; konkuruoja savanori\u0161kos i\u0161mokos. <br><strong>S\u0105naud\u0173 strukt\u016bra:<\/strong> Privalomosios i\u0161laidos nustatomos reglamentais (socialini\u0173 \u012fmok\u0173 tarifai, minimalios i\u0161mokos); savanori\u0161kos i\u0161laidos yra kontroliuojamas biud\u017eeto sprendimas. <br><strong>Suvokimas:<\/strong> darbuotoj\u0173 \u012fstatym\u0173 numatytas i\u0161mokas laiko teise, o savanori\u0161kas i\u0161mokas \u2013 signalu, kaip darbdavys jas vertina.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Taip pat yra pilkoji zona, kuri\u0105 verta \u017einoti: vienoje \u0161alyje \u012fstatymais nustatytos, o kitoje \u2013 savanori\u0161kos i\u0161mokos. Maisto kuponai, transporto subsidijos, papildomos pensijos ir privatus sveikatos draudimas apima visas perk\u0117limo kategorijas, priklausomai nuo jurisdikcijos \u2013 tai didelis painiavos (ir atitikties rizikos) \u0161altinis \u012fmon\u0117ms, samdan\u010dioms darbuotojus u\u017esienyje.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Ko i\u0161 tikr\u0173j\u0173 nori darbuotojai?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u0160tai \u010dia tyrimas tampa \u012fdomus \u2013 tai, ko darbuotojai tikisi i\u0161 savanori\u0161ko sluoksnio, ne visada atitinka tai, k\u0105 sukuria darbdaviai.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Lankstumas pranoksta naujum\u0105.<\/strong> \u201eRandstad\u201c atliktas \u201eWorkmonitor\u201c tyrimas parod\u0117, kad 311 300 darbuotoj\u0173 paliko darb\u0105 d\u0117l lankstumo stokos. Naujausiose Europos apklausose lankstumas \u2013 darbo valand\u0173, vietos ir pa\u010di\u0173 i\u0161mok\u0173 panaudojimo prasme \u2013 nuolat yra prana\u0161esnis u\u017e beveik bet koki\u0105 konkre\u010di\u0105 privilegij\u0105. I\u0161vada: lankstus i\u0161mok\u0173 biud\u017eetas, kur\u012f darbuotojai gali patys valdyti, yra geresnis nei fiksuotas personalo skyriaus pasirinktas i\u0161mok\u0173 s\u0105ra\u0161as.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Finansinis saugumas yra svarbiausia.<\/strong> 2026 m. atliktoje darbuotoj\u0173 apklausoje Vokietijoje, Pranc\u016bzijoje, Ispanijoje, Jungtin\u0117je Karalyst\u0117je ir Italijoje 53% respondentai \u012fvardijo didesn\u012f atlyginim\u0105 kaip svarbiausi\u0105 prioritet\u0105, po jo sek\u0117 streso ma\u017einimas (37%) ir darbo bei asmeninio gyvenimo pusiausvyra (34%). Kalbant apie i\u0161mok\u0173 strategij\u0105, tai nerei\u0161kia, kad privilegijos yra beprasm\u0117s \u2013 tai rei\u0161kia, kad finansin\u0117s gerov\u0117s i\u0161mokos (papildomos pensijos, draudimas, finansinio planavimo parama) ir i\u0161mokos, turin\u010dios ai\u0161ki\u0105 pinigin\u0119 vert\u0119, yra labiau suprantamos nei abstrakt\u016bs dalykai.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Personalizavimas yra spraga.<\/strong> \u201eAlight\u201c i\u0161vad\u0105 verta pakartoti: tik apie 30% Europos darbuotoj\u0173 mano, kad j\u0173 darbdavio i\u0161mokos atitinka j\u0173 realius poreikius. Patys poreikiai labai skiriasi priklausomai nuo gyvenimo etapo \u2013 t\u0117vai vertina vaik\u0173 prie\u017ei\u016br\u0105 ir \u0161eimos draudim\u0105, jaunesni darbuotojai teikia pirmenyb\u0119 mokymosi biud\u017eetui ir psichin\u0117s sveikatos palaikymui, vyresni darbuotojai link\u0119 \u012f pensij\u0173 ir sveikatos prie\u017ei\u016bros i\u0161mokas. Vienas fiksuotas paketas strukt\u016bri\u0161kai negali patenkinti vis\u0173 trij\u0173 grupi\u0173 vienu metu.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Disk\u0173 naudojimo supratimas.<\/strong> \u201ePayroll Integrations\u201c atliktas tyrimas parod\u0117, kad 73% darbuotoj\u0173 nori daugiau su\u017einoti apie savo privilegijas. Savanori\u0161ka privilegija, kurios niekas nesupranta, yra biud\u017eetas, i\u0161leid\u017eiamas siekiant nulinio darbuotoj\u0173 i\u0161laikymo efekto, tod\u0117l bendravimas ir lengvas pri\u0117jimas prie jos yra tokie pat svarb\u016bs, kaip ir pati privilegija.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Vis\u0173 keturi\u0173 tyrim\u0173 rezultatai yra vienodi: darbuotojai nenori daugiau i\u0161mok\u0173, jie nori <em>j\u0173<\/em> privalumai. Pasirinkimas, ai\u0161kumas ir naudojimo paprastumas nusveria kiek\u012f.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">K\u0105 tai rei\u0161kia j\u016bs\u0173 i\u0161mok\u0173 strategijai<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u012estatyminio lygmens tikslas yra efektyvumas: visi\u0161kas atitikimas reikalavimams kiekvienoje \u0161alyje, kurioje dirbate, su kuo ma\u017eesn\u0117mis administracin\u0117mis i\u0161laidomis. Niekas ne\u012fgyja talent\u0173 d\u0117l \u012fstatym\u0173 numatyt\u0173 lengvat\u0173, ta\u010diau galite prarasti daug \u017emogi\u0161k\u0173j\u0173 i\u0161tekli\u0173 laiko jas netinkamai administruodami skirtingose jurisdikcijose.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Kalbant apie savanori\u0161kumo lygmen\u012f, tyrimas rodo ai\u0161k\u0173 model\u012f: lanks\u010dios, biud\u017eetu pagr\u012fstos i\u0161mokos, o ne fiksuoti privilegij\u0173 s\u0105ra\u0161ai. Kiekvienam darbuotojui suteikite i\u0161mok\u0105, kuri\u0105 jis gal\u0117t\u0173 i\u0161leisti tam, kas atitinka jo gyvenimo b\u016bd\u0105 \u2013 fiziniam aktyvumui, mokymuisi, gerovei, \u0161eimai \u2013 laikydamasis j\u016bs\u0173 nustatyt\u0173 taisykli\u0173. Tai i\u0161sprend\u017eia suasmeninimo problem\u0105 never\u010diant personalo skyriaus kurti atskiro paketo kiekvienai demografinei grupei, u\u017etikrina i\u0161laid\u0173 nusp\u0117jamum\u0105 ir \u017eenkliai padidina suvokiam\u0105 vert\u0119, nes kiekvienas euras skiriamas darbuotojo pasirinktai veiklai.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ir abiem sluoksniams: i\u0161matuokite panaudojim\u0105. Nepanaudota nauda yra s\u0105naudos be gr\u0105\u017eos. Naudojimo duomenys rodo, kur toliau tur\u0117t\u0173 jud\u0117ti biud\u017eetas.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Esm\u0117<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u012estatymin\u0117s i\u0161mokos yra pagrindas \u2013 privalomos, reglamentuojamos ir vienodos kiekvienam darbdaviui j\u016bs\u0173 rinkoje. Savanori\u0161kos i\u0161mokos yra skiriamasis bruo\u017eas, o tyrimai vienareik\u0161mi\u0161kai rodo, kas ten veikia: lankstumas, pritaikymas suasmeninimui, finansinis aktualumas ir ai\u0161ki komunikacija. <br>\u012emon\u0117s, kurios savanori\u0161k\u0105 lygmen\u012f traktuoja kaip lankst\u0173 biud\u017eet\u0105, o ne fiksuot\u0105 privilegij\u0173 s\u0105ra\u0161\u0105, yra tos, kurios suma\u017eina atotr\u016bk\u012f tarp to, k\u0105 si\u016blo darbdaviai, ir to, ko i\u0161 tikr\u0173j\u0173 nori darbuotojai.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\"><em>\u201eBeneflo\u201c savanori\u0161k\u0105 lygmen\u012f paver\u010dia nesud\u0117tingu: lankst\u016bs i\u0161mok\u0173 biud\u017eetai, pritaikyti kiekvienam darbuotojui su \u201eVisa\u201c kortel\u0117mis, su automatizuotu administravimu, sukurtu paskirstytoms komandoms visoje Europoje.<\/em><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">DUK<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Kuo skiriasi \u012fstatym\u0173 numatytos ir savanori\u0161kos i\u0161mokos?<\/strong> \u012estatymin\u0117s i\u0161mokos yra teisi\u0161kai privalomos i\u0161mokos, tokios kaip apmokamos kasmetin\u0117s atostogos, ligos i\u0161moka, vaiko prie\u017ei\u016bros atostogos ir socialinio draudimo \u012fmokos. Savanori\u0161kos i\u0161mokos yra bet kokios, kurias darbdavys si\u016blo be \u012fstatym\u0173 numatyto minimumo, pavyzd\u017eiui, sveikatingumo biud\u017eetas, papildomas sveikatos draudimas arba mokymosi i\u0161mokos.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Ar \u012fstatym\u0173 numatytos i\u0161mokos yra vienodos visoje Europoje?<\/strong> Ne. ES direktyvos nustato tam tikrus minimalius atostog\u0173 laikotarpius, pavyzd\u017eiui, keturias savaites apmokam\u0173 kasmetini\u0173 atostog\u0173, ta\u010diau \u012fmok\u0173 tarifai, ligos i\u0161mok\u0173 taisykl\u0117s, vaiko prie\u017ei\u016bros atostogos ir papildomos privalomos i\u0161mokos, pavyzd\u017eiui, maisto kuponai ar profesin\u0117s pensijos, skirtingose \u0161alyse labai skiriasi.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Kokias savanori\u0161kas privilegijas darbuotojai vertina labiausiai?<\/strong> Tyrimai nuolat atkreipia d\u0117mes\u012f \u012f lankstum\u0105, finansin\u0119 gerov\u0119, sveikatos ir gerov\u0117s palaikym\u0105 bei mokymosi galimybes \u2013 \u0161ie skirtumai labai skiriasi priklausomai nuo gyvenimo etapo. Lankst\u016bs i\u0161mok\u0173 biud\u017eetai, leid\u017eiantys darbuotojams rinktis, paprastai sukuria didesn\u0119 suvokiam\u0105 vert\u0119 nei fiksuoti privilegij\u0173 s\u0105ra\u0161ai.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Ar savanori\u0161kos i\u0161mokos pagerina darbuotoj\u0173 i\u0161laikym\u0105?<\/strong> Taip, kai jos atitinka darbuotoj\u0173 poreikius ir yra lengvai naudojamos. Tyrimai rodo, kad apie 31% darbuotoj\u0173 paliko darb\u0105 d\u0117l lankstumo stokos, o tik apie trys i\u0161 de\u0161imties Europos darbuotoj\u0173 mano, kad dabartin\u0117s j\u0173 i\u0161mokos atitinka j\u0173 poreikius \u2013 \u0161i\u0105 sprag\u0105 savanori\u0161kos i\u0161mokos yra skirtos u\u017epildyti.<\/p>","protected":false},"excerpt":{"rendered":"<p>Every employee benefits package is built from two layers. The first layer is what the law makes you provide. The second is everything you choose to add on top \u2014 and it&#8217;s the only layer that helps you win talent, because every competitor in your market is offering the first one too. Yet the two [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1442,"comment_status":"closed","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1441","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Statutory vs. Voluntary Employee Benefits: What&#039;s the Difference - and What Do Workers Actually Want? - Beneflo<\/title>\n<meta name=\"robots\" content=\"noindex, follow\" \/>\n<meta property=\"og:locale\" content=\"lt_LT\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Statutory vs. Voluntary Employee Benefits: What&#039;s the Difference - and What Do Workers Actually Want? - Beneflo\" \/>\n<meta property=\"og:description\" content=\"Every employee benefits package is built from two layers. The first layer is what the law makes you provide. The second is everything you choose to add on top \u2014 and it&#8217;s the only layer that helps you win talent, because every competitor in your market is offering the first one too. 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