When employees are happy, HR doesn’t need a holiday (yet).
Wave goodbye to scattered systems: your benefits are finally all in one place.
Only pay for what's actually spent.
Unlock your employee benefits data and take control of your success.
Welcome to the place where it all comes together
Drive, track, manage, customise, all in one.
Customise your rules endlessly.
Authorised days, employer/employee split, daily limit: you’re in control.
Streamline the management of your benefits.
Pro-rated benefits for mid-year joiners, seamless management of extended leave, real-time balance updates, and so much more. <br>Our features take the hassle out of it all.
Work smarter, not harder
Automatic error detection, instant fixes, our integrated AI means less hassle, more productivity.
Easily integrate with all payroll and HRIS tools on the market.
Upload your data, streamline payroll codes, export reports automatically, and connect via API or SFTP, it’s management done right.
From benefits to engagement, it's a quick leap with our app.
Make the most of an app in every employee’s pocket: from the admin space, bring together all your providers and schedule your communications with push notifications.
Take it further.
Aim for excellence.
Frequently asked questions
The first step is to observe the actual practices of your employees: where do they come from? How do they get around? How often? This initial diagnosis will enable you to understand the needs, obstacles and levers for action specific to your organization.
Then it's time to define your priorities: encourage more sustainable mobility, simplify everyday travel, enhance your appeal or optimize your costs.
From there, you'll be able to draw up a clear plan of action, combining the devices best suited to your objectives and audiences.
And if you want to go further, our expert advisors can help you structure your mobility policy!
Each device has its own rules:
- Public transport: keep a copy of your season ticket.
- Sustainable mobility package: a sworn statement of use of an eligible mode of transport is sufficient, but some companies prefer to keep proof of expenditure.
- Transport bonus: no proof required.
- Kilometric allowances: proof of travel, number of kilometers traveled and vehicle registration document.
- Fuel card: expenses are directly supported by the centralized invoice provided by the card issuer.
The fuel card and the mileage allowance (IK) do not meet the same needs.
The fuel card is designed for companies with company vehicles. It allows you to centralize all fuel or electric recharging expenses, obtain a single invoice and simplify accounting and budget management, while enabling employees to avoid having to pay in advance.
Kilometric allowances apply to employees who use their personal vehicles for business purposes. They reimburse expenses incurred (wear and tear, fuel, maintenance) according to the tax scale.
In short: the fuel card simplifies fleet management, while IKs compensate for the use of a personal vehicle. Two different, sometimes complementary systems.
Yes, and it's even recommended! An effective mobility policy often relies on several complementary levers: public transport reimbursement, sustainable mobility package (FMD), transport bonus, mobility credit, etc. The important thing is to find the right balance according to the profiles of your employees and your objectives (CSR, attractiveness, purchasing power...). The important thing is to find the right balance according to your employees' profiles and your objectives (CSR, attractiveness, purchasing power, etc.).
In addition, the same employee can also combine certain tax-exempt schemes. The legally authorized combinations are :
- reimbursement of public transport costs and sustainable mobility package
- transport bonus and sustainable mobility package
- transport bonus and home-to-work mileage allowance
Yes, an employer can decide to modify the existing system (e.g., replace meal vouchers with a company restaurant, or vice versa). However, certain rules must be respected: employee representatives must be informed and consulted, relevant collective agreements must be adapted, and employees must be informed.
