A Long-Underestimated Scheme
Often seen as the preserve of large corporations, employee savings plans are in fact a major opportunity for small and medium-sized enterprises (SMEs). They help motivate and retain employees, redistribute part of the company’s performance, and provide significant tax benefits.
With the new “value-sharing” reform, companies with 11 to 49 employees are now encouraged to implement an employee savings plan by 2025. Good news: there are simple, accessible, and tailored solutions available—even for organizations without a dedicated HR department.
Benefits for Employers and Employees
For the employer
- Retain talent and reduce turnover.
- Optimize payroll costs thanks to social contribution exemptions.
- Strengthen the image of a responsible and attractive company.
- Meet regulatory requirements while creating value.
For the employee
- Receive tax-free bonuses.
- Access medium- and long-term savings opportunities.
- Finance personal projects in a favorable framework.
- Contribute directly to the company’s results.
Real-Life SME Case Studies
Case #1: Simplified Profit-Sharing in a Service SME (15 employees)
- Objective: reward achievement of quarterly sales targets.
- Implementation: profit-sharing agreement based on revenue + 100% employer matching on the company savings plan (PEE).
- Results: average annual bonus of €800, 92% employee enrollment in the PEE, 30% turnover reduction within one year.
Case #2: Flat-Rate Profit-Sharing in a Manufacturing Company (40 employees)
- Challenge: retain operators in a region with labor shortages.
- Solution: flat-rate €600 profit-sharing bonus for all employees + implementation of a collective retirement savings plan (PERO).
- Results: high satisfaction with bonuses, 68% of employees saving through the PER, stronger employer attractiveness during recruitment.
Case #3: Combined Agreement in a Consulting Firm (20 employees)
- Objective: engage both executives and employees in annual results.
- Mechanism: profit-sharing + differentiated employer matching (up to 300% for executives), also covering part-time employees through an online platform.
- Results: high conversion of bonuses into savings, reduced pressure on fixed salary increases, stronger team cohesion.
Keys to a Successful Implementation
- Internal diagnosis: identify performance drivers and employee expectations.
- Simplified agreement: rely on templates adapted for SMEs.
- Choice of plan: PEE, PER Collectif, or a combination of both.
- Clear HR communication: explain the advantages in a simple, educational way.
- Specialized support: ensure compliance and smooth deployment.
The Role of Specialized Support
Even simplified, these schemes must comply with a strict regulatory framework. Partnering with a specialized broker such as MIA Assurances ensures:
- a customized HR diagnosis,
- drafting of tailored agreements,
- smooth implementation in coordination with the accountant,
- an intuitive employee platform.
The Perspective of MIA Assurances
At MIA Assurances, we are convinced that employee savings represent a strategic lever for SMEs. We provide end-to-end support for business leaders: from design and implementation to the promotion of these schemes.
🎯 Our mission: to transform a regulatory obligation into a true tool for performance, engagement, and HR attractiveness.
Key Takeaways
- Employee savings plans are simple, flexible, and cost-effective—even for small businesses.
- Tailored schemes exist for every context, even without an internal HR department.
- With the right support, an SME can turn this mechanism into a lasting competitive advantage.
- MIA Assurances supports you at every step to build effective and secure solutions.