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Aslan

Executive summary

The case, on one page

Written to survive a finance review: savings and employee value kept apart, every figure classified, every caveat printed rather than footnoted away.

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Your organisation — Aslan business case

1,200 employees · £34,000 average salary · £40,800,000 annual payroll · Not specified

Tax year 2025/26

Aslan content verified September 2026

Prepared for the Finance / CFO lens

Hard employer savings

£263,622

Cash that stays in the business, annually.

Employee value delivered

£336,474

Value landing with your people, not employer saving.

Strategic opportunity

£317,520

Illustrative scenarios — never counted as savings.

  • Hard £ savings£264k
  • Employee value£336k
  • Strategic opportunity£318k

Where the value comes from

  • Pension salary sacrifice£286,678
  • Tax-efficient gifting£191,667
  • Reward & recognition£33,600
  • Roarwards / Aslan Card£83,160
  • On-demand pay£1,920
  • Benefits hosting£3,072
Hard savings + employee value£600,096

Modules you switched off are excluded entirely. Set & Spend and financial education appear with no monetary value because we have chosen not to monetise a wellbeing outcome we cannot evidence.

Payback — only if you supply a cost

Aslan does not publish pricing, so we refuse to invent a denominator. Enter the quoted annual platform cost and the payback appears.

Your input
£

No cost entered, so no ROI is shown. That is deliberate.

The statutory anchor

The largest defensible saving is employer National Insurance on pension salary sacrifice, calculated at the statutory 15% secondary rate for 2025/26.

Employer NI saved

Government / statutory

£186,964

Employee NI saved

Government / statutory

£99,714

Recommended starting point

No priorities selected, so this is the default sequence: start with the statutory saving, then build employee value.

    Published proof

    Aslan verified

    DRS Alternative Legal Solutions

    DRS launched Aslan in January 2025 with no change to the existing payroll process, and the benefits were available almost instantly. Half the team is active on the app and a third spend on the rewards card month-on-month.

    • Employees actively using Aslan

      50%

    • Spending on the card month-on-month

      A third

    • Better off through points alone

      £50 each, last year

    See all published proof

    Caveats we want in the board pack

    • Salary sacrifice savings assume 85% take-up among the 88% of employees in the scheme, and that no employee is taken below the National Minimum Wage.
    • Gifting is only tax-free where the HMRC Trivial Benefits conditions are met, including the £50 per-gift limit.
    • The Roarwards reward rate of 3% is an illustrative input — Aslan publishes no headline rate. Replace it with your contracted figure before circulating.
    • Retention: at 18% turnover you lose about 216 people a year, and one percentage point of improvement would be worth £144,000. This is a scenario, not a forecast, and is excluded from savings.
    • Calculations use workforce averages. Validate against real payroll records before final sign-off.
    Full sources and assumptions register

    The next three steps

    1. 1

      Validate the inputs

      Swap workforce averages for real payroll extracts and confirm scheme membership with your pension provider.

    2. 2

      Get a quoted price

      Aslan prices on enquiry. A quoted annual cost turns this from a value model into a payback case.

    3. 3

      Agree the pilot population

      Pick the group, the modules and the success measures before launch, so the review is evidence-led.

    Book a demo with Aslan

    Questions to expect, and the honest answer

    Who actually operates the card and payments?
    Aslan is a trading name of Otta Ltd, registered in England and Wales (company number 11377564). Payment processing services are provided by Tribe Payments Ltd (company number 05959188), described as a PCI-DSS Level 1 certified payments processor.
    What does it cost?
    Aslan does not publish a price list, tiers or per-employee fee. Pricing is set on enquiry against a modular product suite. Any cost assumption in a business case must come from your own quote — we have deliberately left cost out of the ROI unless you enter it.
    Do employees need to change bank account?
    No. Employees allocate a portion of pay to Aslan; their existing banking arrangements remain in place.
    How much effort is this for HR?
    Published customer evidence is qualitative: Thomson Tyndall describe 'minimal input from us either at inception or on an ongoing basis'. We have not attached an hours figure to that claim.
    What data does Aslan hold and how is it protected?
    Aslan states it is registered with the ICO (reference ZA459677) and that payment processing runs through a PCI-DSS Level 1 certified processor. Detailed security documentation should be requested during procurement.
    Is there a published onboarding timeline?
    No. Customer case studies describe benefits being 'available almost instantly' and activation 'within days of launch', but Aslan publishes no standard implementation timeline. We will not invent one.