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Aslan
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Reward & Recognition

Appreciation employees can feel the same day.

“Reward & Recognition with Aslan turns appreciation into something employees can feel the same day. From employer-funded gifting to peer-to-peer shout-outs, every reward arrives as Roarward™ points, usable anywhere, instantly, and often tax-free.”

Aslan, aslan.io/solutions

The problem

Recognition budgets are often spent on vouchers nobody wants, months after the moment, and grossed up through payroll at significant cost.

What Aslan does

Employer-funded gifting and peer-to-peer recognition delivered instantly as Roarward™ points.

How it works

  1. 1Set a recognition budget and the managers or peers who can award.
  2. 2Awards are issued as points and land immediately.
  3. 3Employees redeem however they choose, with no voucher lock-in.
  4. 4Activity is reportable by team, value and frequency.

Employee experience

  • Recognition arrives the same day, not next quarter.
  • The reward is spendable on anything, not one retailer.
  • Peer shout-outs are visible and social.

Employer experience

  • One budget, many recognition moments, measurable reach.
  • Often tax-free where the Trivial Benefits conditions are met.
  • Replaces fragmented voucher purchasing.

How we treat the financial impact

We model how far the same budget goes, how many recognition moments it funds and how much more net value lands with employees than a grossed-up cash equivalent.

For your selected buyer lens: Budget efficiency improves without the budget increasing.

Viewing as

The model

Recognition impact model

Reward & recognition impact model

Your inputs

Your input
£
Your input
£
Your input
Your input
£

Used in the consolidation case, not counted as a saving here.

Your opportunity

With your existing budget of £120,000, at £50 per reward…

2,400recognition moments a year

Moments per employee

2.0

Workforce reach

100%

Cost per recognition

£50.00

Net value landing with employees, from the same budget

Delivered as taxable cash

£86,400

After income tax and employee NIC at the marginal rate.

Delivered as points, within the exemption

£120,000

Full face value, where the conditions are met.

Reach and frequency are engagement outcomes, not cash savings, and are reported separately from hard £.

Moments and reach assume the budget is fully distributed at your stated average reward. Participation by managers and employees is behavioural and not guaranteed by any platform.

Why it matters

Recognition fails on latency and relevance far more often than on budget. Aslan's model delivers the award the same day as points the employee redeems however they like. The number worth arguing in front of a reward committee is not the budget — it is how many people it reaches and how much of it survives deduction.

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: Tax-efficient Employee Gifting