Offer employee benefits with Epassi.

Our most important principle is that employers won’t pay for unnecessary costs. If benefits are left untouched, their value will be reduced at invoicing. Additionally, Epassi requires little administration.We have two service packages available: Epassi Go and Epassi Plus.Epassi Go for companies with less than 20 employeesEpassi Go is a lightweight solution for small companies. Epassi Flex is omitted. For Epassi go, we’ll charge the service fee based on the uploaded benefit value: Lunch 2,5%, Sport and culture 5%, Wellbeing 5%, Commuting 5%The service fee is no less than €10/benefit/employee/calendar year in sport, culture, wellbeing, and commuting benefits. The VAT 25,5 % will be added to the service fees.If you like, you can provide the benefits in several installments during the year. We’ll charge each upload separately.You’ll get Epassi Go into use by registering at the online service and uploading the employees’ benefits. The service fee can be paid right away at the online bank or with an invoice. The benefits will be made available as soon as the payment has been received. They can be used till the end of the calendar year. Epassi Plus for companies with more than 20 employeesEpassi Plus is a versatile and flexible solution for bigger companies. Compared to Epassi Go, Epassi Plus offers more options and more diverse user statistics and reports. Also, Epassi Plus companies can synchronize their HR systems with Epassi to automatically update the employee information. We’ll fix the Epassi Plus pricing individually according to your company’s needs. The most common pricing logic is based on the service fee charged by the uploaded benefit value – just like in Epassi Go. We’ll send invoices several times a year, so you don’t need to tie up your company’s capital unnecessarily.The uploaded benefits will be available for employees right after the implementation of Epassi. In most cases, they can be used till the end of the calendar year.

If the benefit is shared with less than 20 employees, we recommend the fast, prepaid Epassi Go service. You can enable it immediately and upload the balance to your employees on our online service.If you have more than 20 employees, we recommend that you contact our sales, then we will go through the operation of Epassi and together we will tailor the contract that best meets the needs of your company. Once the employee information has been registered, we will activate the benefits at the agreed time. You can easily manage benefits on your own pages, and our reports provide real-time information on how benefits are used. We also provide various communication materials to support the introduction of Epassi. Our customer service covers at all stages of implementation.

Sport, culture and wellbeing benefits must be offered to all employees in equal amounts in accordance to the conditions of tax exemption.Lunch and commuting benefits can be decided per employee or divided into different groups.

In taxation, a fringe or an employee benefit refers to compensation paid to an employee in some other form as money. In other words, employee benefits are services or goods organized and paid by an employer. The value of these benefits is added to a person’s wage income.When it comes to lunch benefit, an employee can use it at minimum €8,60 and maximum €13,90 per meal. There is a €400 annual maximum confirmed by the tax administration for the sport and culture benefits. An equivalent sum in the wellbeing benefit is €600. The commuting benefit is non-taxable until €3 400 per year.You can offer a lunch benefit as a fringe benefit (bonus), when it’s a kind of a pay rise ear-marked to the personal meals. Note that it’s more profitable to offer a pay rise as a lunch benefit than in salary, as the taxable share of the benefit is only 75 %. Both the employer payments and the income tax concern this share only.If you want to provide the lunch benefit as a payroll deduction, the tax value (75 %) is cut from the employee’s salary. Therefore, he/she will be paying 25 % of the lunch benefit.Read more about taxation here.

Yes, you can. Nevertheless, as the costs are based on the actual usage of benefits, there won’t be any wastage of employees not using them. Therefore most employers decide not to have deductibles at all. If you wish to have them, we’ll enter the deductible information to each Epassi benefit.The deductibles can be paid in two ways:1) The share will be cut from the employee's salary. For this, you’ll get the user statistics in the Epassi online service.2) The employees pay the deductibles by themselves with their Epassi OmaRaha balance. Once they have topped up some OmaRaha to their account, the benefits will become available. So you don’t need to worry about deductibles at all. Paying the deductible with OmaRaha is especially popular with Epassi Lunch, where the employee’s share is 75 % of the benefit’s daily value (minimum €8,60).

We are happy to help with all Epassi related questions. You can contact us, whether in the online service or via email (aftersales@epassi.fi). You can also reach us by phone (0200 69 000).

For security reasons, only employers can make changes to employees’ phone numbers. You can update the number by logging in to the Epassi online service with the company user name.

We can add the work contract expiry date to a person’s Epassi information. The expiry date will be the last day the benefits can be used. After that, the Epassi system will automatically remove the person from the company’s active employees list.Epassi saves employees’ information for five years, according to the tax government’s instructions. If the work contract has already expired, the benefit availability can be cut immediately by clicking the “Remove employee” link at the Epassi online service. Such employees will nevertheless be included in the usage reports.

You may decide if the new employees will receive benefits for the whole year or not. If a new person is registered to Epassi with no particular activating date, the system will automatically calculate the value of the benefits related to the months left that year. I.e., an employee added to Epassi in April will get the benefits for nine months altogether. On the contrary, if the activating date will be changed to January 1st, he/she will receive the benefits for 12 months altogether.

You may decide if the part-time employees’ benefits are calculated with the working hours or not. If you want to synchronize the benefits with the working hours, we’ll register their working hours’ percentage (i.e., 50 %) to their Epassi information. Then, the system will calculate the benefit value automatically. If you want to separate the part-time employees in the Epassi system, please contact our customer service.

You may decide if fixed-term employees receive the same benefits as permanent employees or not. If you wish, the benefits can be calculated with the length of their work contract. In this case, the activating and the deactivating dates will be added to their Epassi information, and the system calculates the benefit automatically for the period. If the working contract is extended, we can naturally fix the dates, too.

You should check if the employee information is up-to-date: the ones not working in the company have been removed and new ones registered to the Epassi system.If your company has an Epassi Plus contract, the employees added to the system will receive their benefits automatically. Instead, if your company has an Epassi Go contract, you must take care of uploading the benefits by yourself.

Log in to the Epassi online service with your company’s user name and click “Invoices.” There, you can have a closer look.