Per Christensen - Life Science Recruitment’s Post

Is Taxing Employee Benefits the Answer to France’s Economic Challenges? A proposed 8% tax on previously exempt employee benefits—such as meal vouchers, mobility support, and vacation allowances—has sparked debate. While the government aims to boost revenue, this move risks undermining businesses, employees, and France’s competitiveness. Why This Matters Employee benefits aren’t loopholes; they’re tools for motivation, retention, and supporting purchasing power amid record inflation. Taxing them could lead to: Weaker businesses: Companies, especially SMEs, may cut benefits to manage costs, reducing their ability to attract and retain talent. Reduced purchasing power: Millions of employees could lose vital support, deepening financial strain. Eroded competitiveness: France, already among the highest-taxed nations, risks further discouraging investment and innovation. A Misstep for Economic Recovery Penalizing companies that reward their teams doesn’t inspire confidence or growth. It stifles the social intelligence and solidarity that benefits foster within workplaces. Instead of taxing tools that support employees, we should explore policies that empower businesses and workers alike. Let’s Rethink This How can France balance fiscal needs with economic vitality? What alternatives could support both businesses and employees without adding burdens? Share your thoughts—let’s start a conversation about building a stronger, fairer economy.

  Danish companies have gained easier access to foreign labour, as long as they are paid collectively agreed wages. This is the content of a new Danish business agreement that the government will implement on 1 January 2026. The social partners are delighted. Story by Marie Preisler. https://bit.ly/4o4jF02 Confederation of Danish Employers Fagbevægelsens Hovedorganisation

Eurostat’s 2024 salary data shows how differently Europe rewards work — and how national policies influence real earnings. 💶 The figures come from Eurostat’s 2024 data on gross annual earnings — salaries before income tax and social security deductions. 1️⃣ High pay doesn’t always mean high comfort. Switzerland, Denmark, and Luxembourg lead the list — though in each, a share of that impressive pay is offset by high taxes or steep living costs. 2️⃣ Southern Europe trades salary for lifestyle — and wins on cost. Spain, Italy, and Malta sit in the middle range, but they’ve become appealing for professionals seeking a balance between income and lifestyle. Lower costs and a growing share of remote or internationally employed workers add flexibility to these markets. 3️⃣ Ireland and the Netherlands show how smart policy attracts higher-paying jobs. Ireland’s corporate tax structure and the Netherlands’ 30% ruling for foreign specialists have helped both countries draw global tech and finance employers — indirectly pushing average gross salaries upward through international competition for talent. 4️⃣ Eastern Europe’s wage gap is narrowing — selectively. Poland and Czechia now host growing numbers of R&D and tech roles, with wage growth driven by upskilling and foreign investment rather than just manufacturing. Growth is steady, even if averages remain below the EU’s richest states. 5️⃣ Eurostat also tracks non-European economies like the U.S. and Japan. The United States sits close to Europe’s upper range, reflecting strong productivity and high-value industries. Japan, meanwhile, remains more moderate — showing how long-term employment models and social balance can deliver stability over sharp wage jumps. 👉 How do these averages compare to what you see in your country or field? 👍 Like, 🔗 share, and ▶️ follow for more career tips and job advice! #Salary #Switzerland #Luxembourg #Ireland #Denmark #Germany #Netherlands #UK #USA #Belgium #France #Spain #Italy #Career #CareerGrowth #Poland #USA #Japan

🐦⬛ One working hour in Denmark costs as much as three in Poland. Sounds like a catchy slogan from a 90s commercial? Not quite. It’s the economic reality of 2024. 📊 According to Eurostat, labour costs in Poland rose by 13.6% last year. It’s one of the steepest increases in the entire European Union. Inflation, wage pressure and a tightening labour market all played their part. Yet, even with that impressive growth, Poland still sits comfortably in the lower quartile of EU labour costs. Let’s look at the numbers: 🇵🇱 Poland: €17.30 per hour 🇩🇰 Denmark: €50.10 🇸🇪 Sweden: €38.90 🇩🇪 Germany: €43.40 Even after such rapid wage growth, Poland’s hourly cost remains around 40% below the EU average. In practical terms, what a Danish company pays for one hour of labour at home still buys roughly three hours of labour in Poland. It’s a fascinating paradox. On the one hand, wages are rising fast. Faster than productivity in some sectors and faster than most of Europe. That’s the inevitable price of a maturing economy and growing expectations. On the other hand, Poland remains one of the most cost-competitive labour markets in the Union. And arguably the only one that combines affordability with EU-level standards and macroeconomic stability. This dynamic raises a bigger question: how long can this gap last? As Poland’s wages climb towards the European average, the country is shifting from a “low-cost location” to a mid-cost, high-value economy. For companies tracking long-term competitiveness, that shift is crucial to understand. But for now, the arithmetic is clear. Even with double-digit growth, Poland’s labour cost advantage remains significant. And it continues to reshape the cost maps of European production and services. No miracle economics. Just the numbers talking.

🐦⬛ One working hour in Denmark costs as much as three in Poland. Sounds like a catchy slogan from a 90s commercial? Not quite. It’s the economic reality of 2024. 📊 According to Eurostat, labour costs in Poland rose by 13.6% last year. It’s one of the steepest increases in the entire European Union. Inflation, wage pressure and a tightening labour market all played their part. Yet, even with that impressive growth, Poland still sits comfortably in the lower quartile of EU labour costs. Let’s look at the numbers: 🇵🇱 Poland: €17.30 per hour 🇩🇰 Denmark: €50.10 🇸🇪 Sweden: €38.90 🇩🇪 Germany: €43.40 Even after such rapid wage growth, Poland’s hourly cost remains around 40% below the EU average. In practical terms, what a Danish company pays for one hour of labour at home still buys roughly three hours of labour in Poland. It’s a fascinating paradox. On the one hand, wages are rising fast. Faster than productivity in some sectors and faster than most of Europe. That’s the inevitable price of a maturing economy and growing expectations. On the other hand, Poland remains one of the most cost-competitive labour markets in the Union. And arguably the only one that combines affordability with EU-level standards and macroeconomic stability. This dynamic raises a bigger question: how long can this gap last? As Poland’s wages climb towards the European average, the country is shifting from a “low-cost location” to a mid-cost, high-value economy. For companies tracking long-term competitiveness, that shift is crucial to understand. But for now, the arithmetic is clear. Even with double-digit growth, Poland’s labour cost advantage remains significant. And it continues to reshape the cost maps of European production and services. No miracle economics. Just the numbers talking.

$16.79-Luxembourg’s real minimum wage is #2 worldwide. Is this the edge for attracting top teams? Let’s break it down: → Luxembourg: $16.79 (PPP-adjusted) → Only Germany sits higher: $17.15 → France, UK, Netherlands, Australia next in line → No U.S. state reaches this level after cost of living If you look closer, U.S. states like DC or Connecticut pay more than others-but after adjustment, the federal minimum ($7.25) is nowhere close. Here’s what this means for hiring: • Higher statutory wage = stronger buying power • Expat teams see fair pay and quality of life • Local companies match up against top markets • Better talent pipelines, more skilled workers For comparison: ↳ Australia sits near the top, but Luxembourg leads EU unity ↳ France, Netherlands stay strong but don’t break the top two (Makes you think-how much does wage policy shape a country’s business outlook?) Luxembourg stands out-not just for high finance, but as a living wage leader. The key: → Attracting teams needs more than a brand-real salaries count → Wage strength means better competition for talent across borders → Signals to investors and skilled workers: Luxembourg pays, and pays well How do you see wage levels shaping the talent game in Europe? Will Luxembourg’s position hold as new trends emerge?

📢 The October edition of Andersen European Employment Insights newsletter is now available! Prepared by Andersen experts across Europe, this issue covers the latest developments in employment law, regulations, and court rulings in 19 countries. Leila Mstoian, Partner and Youssra Andaloussi, Senior Associate expound the abolition of the long-standing SWT early retirement scheme, now restricted to medically justified cases, and the confirmation of a 0% wage norm for 2025–2026. 🌍 Highlights from the October issue: 🔹 Albania: New draft law advances Albanian whistleblower protection. 🔹 Germany: Unlawful termination during probation period after commitment to continued employment. 🔹 Greece: Digital Employment Card, that enables accurate recording of working hours directly in a digital system. These cards help combat undeclared work and increase worker protection. 🔹 Ireland: An employee may notify their employer they do not consent to retire at the mandatory retirement age provided for in their contract, and they wish to work to the State Pension Age. 🔹 Malta: New rules entitle job applicants and employees to request clear information on salaries and comparable pay levels. 🔹 Portugal: Portugal updates its ordinance on administrative employees’ working conditions, raising minimum monthly wages retroactively to March 2025. 🔹 …and many more insights from across Europe. 👉 Read the full edition https://lnkd.in/eAaJ6ruC #EuropeanEmploymentInsights #EmploymentLaw #AndersenEurope #EmploymentAndLaborLaw #Newsletter

The Ultimate in Salary Transparency: Would You Broadcast Your Pay? 😬 Imagine scrolling through the news and finding a complete list of your nation’s top earners and their taxes paid. In Finland, you don't have to imagine it - you just wait for "National Jealousy Day" (or more accurately, Envy Day), which usually falls around November 1st! This is the day when the Finnish Tax Administration makes basic tax data from the previous year public. News outlets race to publish lists of high-income earners, and people from journalists to curious neighbours can look up the taxable income and total taxes paid for almost any individual. It’s not an official holiday, but it’s a massive annual media event and a true testament to Finland’s long-standing commitment to transparency. Why the radical openness? 👇 For nearly a century, this practice has existed to: - Promote trust in public institutions. - Deter corruption and tax avoidance. - Facilitate public debate on income inequality and tax fairness. It’s an incredible tool for journalists and a key driver of pay equity, shining a light on gender and regional wage gaps. However, it also sparks plenty of social comparison and curiosity, giving the day its popular nickname, kateuspäivä ("envy day"). Renowned as the happiest people in the world they still get curious about their neighbours' salaries! The key takeaway: If the happiest nation on Earth can put their compensation details on full show for all the world to see, it shows a profound cultural commitment to radical transparency. The question for you: In the name of ultimate transparency, would you want your compensation details broadcast to your entire nation? 🤯 #ASX #CPO #AI #TotalRewards #Remuneration #Transparency #Benefits #Careers #interimexecutive #SalaryPlanning #PayEquity #HR #SalaryIncrease #WorkforcePlanning #PayTransparency #HumanResources #EmployeeRetention #WorldatWork #Executivesearch #Opentowork

💶 Why labour costs are so high in Belgium? If you’ve ever worked in Belgium, you know it’s one of the most complex (and expensive) payroll systems in Europe. Between employer social contributions, end-of-year bonuses, double holiday pay, meal vouchers, eco-cheques, mobility plans, indexation and legal benefits… the total cost of employment can easily reach 2 to 2.5 times the net salary. And that’s before adding any extra benefits. In a market where company cars, group pensions and private insurances have become standard, staying competitive as an employer often means going even further. Each additional benefit designed to attract or retain talent represents a significant extra cost on top of an already heavy payroll structure. What makes it so high? 1. High employer social charges (often 25–30% of gross salary) 2. Mandatory benefits such as the 13th month and double holiday pay 3. Automatic indexation, salaries that rise with inflation 4. Strong social protection, providing stability but limiting flexibility 5. Guaranteed salary during sick leave, up to one month fully paid by the employer For international companies, it can be surprising to see how much of HR strategy in Belgium revolves around optimizing total cost while maintaining employee engagement. From an HR perspective, it’s not only about managing costs, it’s about finding creative ways to stay attractive and fair in a market where the bar is already very high. 👉 And you, how do you manage payroll complexity and competitiveness where you work? #HumanResources #Payroll #Belgium #LabourCosts #HRStrategy #PeopleAndCulture #HospitalityIndustry #CompensationAndBenefits

New research from Remitly has revealed the countries that have a much higher average annual wage than the UK. THE COUNTRIES WITH THE HIGHEST ANNUAL SALARIES 1. Luxembourg (£71,042) 2. Iceland (£69,120) 3. USA (£63,343) 4. Belgium (£57,880) 5. Norway (£56,905 6. Austria (£56,268) 7. Netherlands (£55,492) 8. Denmark (£54,970) 9. Australia (£53,054) 10. Canada (£52,350) The experts looked at global data to find out where Britons could earn the most as digital nomads. And it turns out that Luxembourg is the best option for Brits looking to bump up their annual salary. The average annual wage in Luxembourg is £71,042. According to Remitly, more than £25,000 higher than the UK's (£45,555). One of the smallest countries in Europe, Luxembourg is bordered by France, Germany, and Belgium. While the country is known for its high prices, public transport is completely free, which means expats living there will at least be able to save on petrol. Iceland ranks second on the list with an average annual wage of £69,120 - more than £23,000 higher than the UK. #eu #remotetribe #digitalexpats #expats #digitalnomads #nomadlife