REMUNERATION SYSTEMS AS A SOCIAL SECURITY ELEMENT IN THE TSL SECTOR

Abstract

In the current economic environment, remuneration systems have become an important component of social security, particularly in the transport, forwarding and logistics (TSL) sector due to its specific working conditions. The aim of the article is to identify and compare remuneration practices disclosed by large TSL companies and assess their correspondence with the theoretical dimensions of income security and employment stability. The analysis covers financial and non-financial remuneration components, their predictability, transparency and fairness, as well as their potential impact on income stability, employee engagement and retention. The study reviews reports and information published between 2021 and 2026 by ten purposefully selected large TSL companies. The findings indicate recurring practices, including the combination of fixed and variable pay, widespread non-wage benefits, increasing attention to employee well-being and professional development, and an emphasis on remuneration fairness and competitiveness. These practices are largely consistent with the Total Re-wards concept and the theoretical dimensions of social security related to income predictability, employment stability and access to employee benefits. The article contributes to management and quality studies by linking compensation management with social security in the TSL sector and proposes a conceptual framework supporting the development of remuneration systems that enhance organisational efficiency and employee well-being. The use of secondary data and purposive selection of large international companies limits the generalisability of the findings, particularly to small and medium-sized enterprises.