By granting childcare vouchers, the current activities at work will not be disturbed because employees having small children will resume their duties much faster and the erosion of the knowledge and experience capital will be thus avoided. Employees choose to resume their activity at work and receive childcare vouchers instead of the parental leave for children. In this way, you encourage the return to work of employees with small children, under the best financial conditions.
- Reduction of the employees’ unavailability
- Saving the time and money spent for training the personnel who would temporarily takeover the duties of the parent who took the leave
- Fiscal advantages: deductibility from the calculation of the tax on profit (16%) and exemption from the payment of social duties owed by employees (16.5%) and of the social duties owed by employers (23%)
Employees may freely spend their childcare vouchers in public or private nurseries, as well as in educational units specialized in childcare and education for children under 2 years, respectively 3 years of age in case of disabled children.