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What is Fringe Benefits Management?

4 min read


Have you ever heard the term fringe benefits? It’s a phrase business owners and management toss around in professional spaces. But what are fringe benefits, and how are they different from other employee benefits?

Fringe benefits are an extra form of compensation given by an employer. These benefits are not included in the regular salary or wages. They are perks that the employer provides to their employees. These benefits are designed to enhance the overall compensation package and provide additional value to the employee.

The types of extra benefits employers can provide to employees can vary. Examples of fringe benefits include health and life insurance, dental and vision coverage, retirement savings, stock options, financial bonuses, vacation and sick days, holidays, discounted prices, and educational assistance.

Fringe benefits can be offered on a voluntary or mandatory basis, depending on the type of benefit and the employer’s policies. In many cases, the cost of fringe benefits is shared between the employer and the employee, although the employer may fully fund some benefits.

Fringe benefits can help employers attract and retain talent, improve employee morale and job satisfaction, and promote positive company culture. Additionally, certain fringe benefits, such as health insurance and retirement plans, may be required by law, depending on the size and type of the employer.

What is a fringe benefits management company?

A fringe benefits management company, or FBMC, is an organization that specializes in managing and administering employee benefits programs for other companies. These companies can range in size from small businesses to large corporations, and they may have a variety of benefits programs in place, such as health insurance, retirement plans, and other voluntary benefits.

Fringe benefits management companies typically work with employers to design, implement, and administer employee benefits programs that meet the needs of both employers and employees. This can involve helping employers select suitable benefits packages, negotiating with insurance providers, managing enrollment and eligibility, handling claims and billing, and providing employee support and education.

Outsourcing their benefits management to a third-party provider can help employers. It can save them time and resources, reduce administrative burden, and guarantee compliance with complex regulations and laws regarding employee benefits. Additionally, fringe benefits management companies can often provide access to better benefits packages and lower costs through their expertise and economies of scale.

Overall, a fringe benefits management company aims to help employers provide competitive and comprehensive benefits packages to their employees while streamlining the administrative process and reducing costs.

What is the difference between a PEO and a fringe benefits management company?

If you’re thinking FBMCs sound a lot like PEOs, you’re in good company. But these two service providers aren’t completely interchangeable.

A PEO and a fringe benefits management company are two types of HR outsourcing firms. They both provide services to employers. However, there are some key differences between the two:

Employer relationship:

A PEO becomes the employer of record for its clients’ employees for payroll, tax, and benefits purposes. This means that the PEO assumes certain employer responsibilities, such as managing payroll, filing taxes, and providing benefits. On the other hand, a fringe benefits management company is not an employer of record and does not assume these employer responsibilities.

Service offerings:

PEOs typically offer a wide range of HR services, including payroll, benefits administration, compliance, and risk management. On the other hand, fringe benefits management companies specialize in managing and administering employee benefits programs, such as health insurance, retirement plans, and other voluntary benefits.

Legal responsibilities:

As the employer of record, a PEO assumes specific legal responsibilities for its clients’ employees, such as compliance with labor laws and regulations. Fringe benefits management companies do not assume these legal responsibilities, as they are not the employer of record.

In summary, while both PEOs and fringe benefits management companies provide HR outsourcing services, the main difference is that PEOs assume employer responsibilities. In contrast, fringe benefits management companies specialize in managing employee benefits programs.

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