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Aslan
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On-Demand Pay

Access earned pay, within limits you set.

“Employees can take control and choose when and how they get paid, for free. With responsible limits set by our clients, on-demand pay allows employees to experience their pay in an engaging, flexible and rewarding way.”

Aslan, aslan.io/solutions

The problem

Payroll advances are handled manually, inconsistently and usually by someone senior. Employees between paydays turn to expensive credit.

What Aslan does

Employees draw on pay they have already earned, free, within employer-set responsible limits, reflected on the payslip.

How it works

  1. 1The employer sets the accessible proportion of earned pay.
  2. 2Employees request access in-app; funds are available immediately.
  3. 3Usage is reflected in the payslip at the normal pay run.
  4. 4Reporting splits across multiple pay calendars.

Employee experience

  • Access to earned pay without a fee.
  • Clear visibility of what remains available.
  • An alternative to short-term credit between paydays.

Employer experience

  • Ad-hoc advance requests move out of HR and finance inboxes.
  • Controls and limits are set centrally.
  • No change to the underlying pay cycle.

How we treat the financial impact

We deliberately do not claim hard ROI here. The only employer saving modelled is the administration of payroll advances you tell us you currently process. Everything else is wellbeing and flexibility impact.

For your selected buyer lens: Modelled conservatively — administration only, no invented ROI.

Viewing as

The model

On-demand pay impact model

On-demand pay impact model

Your inputs

Your input
Illustrative assumption
%
Your input
Illustrative assumption
£

Your opportunity

Employees supported

240

At your stated adoption rate

Administration saved

£1,920

60 hours a year, at £32/hour

Manual advances replaced

144

Cost to the employee

£0

Kept deliberately out of the hard number

  • Employee borrowing costs avoided — real for some individuals, unknowable in aggregate without data you do not have.
  • Absence, retention or productivity effects — plausible, unproven, and not something a Finance Director should be asked to accept.
Not monetised by design

Why it matters

Aslan describes on-demand pay as employees choosing when and how they get paid, for free, within responsible limits set by the employer, with usage reflected in the payslip. The honest employer case here is operational: manual advances stop consuming payroll and management time. The employee case is wellbeing, and we report it as such.

Proof

Published customer evidence

DRS Alternative Legal Solutions

Legal services · 75 employees

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.

Read the published case study

Scrutiny

Questions your stakeholders will ask

Add this to the full business case

Your inputs carry across every model. Finish in the executive summary and print it.

Executive summaryNext: Set & Spend Budgeting