we choose to be locked in a payroll savings account for five years. Participation is mandatory in companies with more than 50 employees.
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Incentive 2021 : what’s on the table for SMEs
Incentive is optional. This mechanism makes it possible to allocate a sum of money to employees based on the economic performance of the company. Just like participation, the employee can decide to immediately benefit from this sum – which will have effects on his taxation (see below) – or to place it in a salary savings account.
What are the options for investing in a payroll savings account ?
Employees who opt for an investment in a payroll savings account will not be able to benefit from the amount placed as they see fit. It will only be available after a certain period of time. There are two types of payroll savings plans :
corporate savings plans (PEE) and inter-company savings plans (IEP) : the sums injected into these plans are unavailable for five years, except in the case of early withdrawal allowed on the occasion of an event such as a marriage, death or birth (read below), retirement savings plans (PERCO, PERCOI and PER) : the sums placed in these accounts are blocked until the retirement of the employee, except in cases of authorized early retirement. The sums injected into either of these plans are exempt from income tax, and are only subject to the CSG, the CRDS and the social package. As a reminder, the Perco is no longer marketed since October 1, 2020, and has been replaced by the PER (Retirement Savings Plan). How do you make payments on your salary savings ?
An employee who benefits from an incentive or participation and who decides to leave the money on a payroll savings plan can also make voluntary payments on these plans. In this case, the company can also contribute to the employee’s savings by paying additional sums on these plans : this is the abundance of the company .
There is no obligation on the employer to do so, as abundance is not mandatory. The amount of the company’s abundance on savings plans may be freely fixed by the employer but may not exceed, for EIP and EIP, three times the amounts paid by the employee as part of a voluntary payment. Ditto for the PER
How and when to unlock his salary savings ?
