Your staff will be able to see the benefits available to them once they log into their mobile app. It will be clearly displayed to them how much you, the employer, are contributing, and how much they, the employee, are contributing¹.
It is completely up to your company to define how much to contribute for employee benefits and, optionally, their dependants.
🇮🇪 Ireland - some further insights
🇮🇪 Ireland - some further insights
For Irish Health and Pension, Kota provides you with a Health Level Ranking and a Pension Benchmark Ranking, respectively. If you really want to manage benefits as an instrument to hire and lock talent, you can use these tools as additional guidance when creating these benefits packages. As you insert a contribution amount/percentage, you can discover if that is considered low, standard or competitive.
Here’s an example for Irish pension:
And this is how it looks like for health insurance:
Specifically for Irish health insurance, you can also check out on the right hand-side which plans would be covered with the contribution amount you’ve inserted, as well as all other available plans and their respective base prices. This should help you decide on the amount you'd like to offer to your employees.
Two important notes to consider about Irish health plans base prices:
These might vary slightly from the final premium from individual to individual, as the final price depends on personal characteristics. However, it gives you a fair reference to set your contribution.
These are gross prices, thus exclude TRS. That is, they represent the amount you'll have to charge your employees. Yet, Kota will only charge you the net amount. The remaining amount concerning TRS should be sent by you, from your employees' salary, to Revenue. Your employees can later claim this amount back from Revenue.
¹ UK Health is the only exception to this, as the premium is always fully paid by the employer, as agreed in the initial quoting process. For this benefit, employees are unable to see how much their employer is paying for.