Why Aslan

Compared against categories, not competitors

Naming a rival and scoring it out of ten would be easy and worthless. The useful comparison is against the alternatives you are actually weighing: more salary, a discount portal, a recognition tool, an earned-wage app, or the stack you already run.

Comparison

Eight dimensions that decide the outcome

Aslan compared against alternative categories across eight dimensions
Dimension	Aslan	A pay rise	Discount portal	Standalone recognition	Standalone earned-wage access	Fragmented stack
Everyday employee value	Points on all spend, including overseas	Net of tax and NI, absorbed within weeks	Only at participating retailers	Only when an award is issued	None — access, not value	Varies by provider
Frequency of engagement	Aslan states employees use it 30+ times a month on average	Once a year	Occasional	Event-driven	Only when needed	Annual enrolment
Pay flexibility	On-demand pay within employer-set limits, free to the employee	None	None	None	Yes — often with a fee	Rarely
Recognition	Employer-funded and peer-to-peer, instant	None	None	Yes — standalone platform cost	None	Separate tool
Benefits access	Existing suite hosted in the same app	Unchanged	Separate portal	Separate portal	Separate app	Multiple logins
Tax efficiency	Gifting often tax-free under Trivial Benefits; sacrifice reduces NIC	Fully taxed and NI'd on both sides	Not applicable	Usually grossed up unless exempt	Not applicable	Mixed
Employer cost of delivering £100 net	Aslan states £100 costs £180–250 through payroll; gifting within the exemption costs face value	£180–250 per Aslan's published figure	Low cost, low value	Grossed-up cost unless exempt	Not a value transfer	Multiple platform fees
System fragmentation	One card, one app, one supplier relationship	None added	One more portal	One more portal	One more app	The problem itself

Aslan-column statements are drawn from Aslan's published site copy. Alternative-category statements describe how those categories generally work and are not claims about any named provider. Tax treatment depends on meeting the relevant HMRC conditions in each case.

Buyer lens

The same comparison, argued for your stakeholder

Viewing as

What matters to Finance / CFO

Recurring cost reduction with a statutory basis and a short payback.

Employer NIC reduction at a statutory 15%
Cost per £1 of employee value delivered
Payroll economics versus a pay-rise alternative
Delivery risk and reversibility

Implementation

What actually happens, using only what Aslan has published

Aslan publishes no standard onboarding timeline, so this journey carries customer evidence instead of invented durations.

1
Discovery
Aslan scopes the package against your workforce. Pricing is not published — it is set on enquiry and described as modular and scalable from 25 to 25,000 employees.
"Whether your team is 25 or 25,000, Aslan is built to scale with you, with a modular product suite that fits your business."
Source
2
Configuration
Modules, employer-funded budgets and the responsible on-demand pay limits are configured to your policy.
"With responsible limits set by our clients…"
Source
3
Payroll and pension setup
Salary sacrifice is enabled as a managed service. Published customer evidence indicates existing pension providers and payroll software are retained.
"TalentMapper did not have to change from their Nest pension or update their payroll software."
Source
4
Employee launch
Cards and app access are issued to the workforce. DRS launched in January 2025 with no change to the existing payroll process.
"No change to the existing payroll process and the benefits were available almost instantly."
Source
5
Activation
Published activation evidence is company-specific: over 60% of TalentMapper's team signed up and activated their card within days of launch.
"High engagement with over 60% of their team signing up and activating their Aslan card within days of launch."
Source
6
Ongoing engagement
Reporting is downloadable and can be split across pay calendars. Aslan does not publish a standard onboarding timeline, so we do not state one.
"It was helpful to be able to split the files between our different pay calendars."
Source

Scrutiny

Questions your stakeholders may ask

Answered from published sources, or answered honestly with 'Aslan does not publish this'.

Where we will not go

We would rather show a smaller number you can defend

No invented benchmarks, no correlation dressed as causation, no ROI forced into existence by an unknowable denominator. That restraint is the point.

Build your case

Compared against categories, not competitors

Discovery

Configuration

Payroll and pension setup

Employee launch

Activation

Ongoing engagement

Who actually operates the card and payments?

What does it cost?

Do employees need to change bank account?

How much effort is this for HR?

What data does Aslan hold and how is it protected?

Is there a published onboarding timeline?

Roarwards™ & the Aslan CardWhat reward rate do employees earn?

Roarwards™ & the Aslan CardDoes spend abroad still earn?

Roarwards™ & the Aslan CardWhere can points be redeemed?

Reward & RecognitionIs recognition always tax-free?

Reward & RecognitionCan we keep our own recognition criteria?

Tax-efficient Employee GiftingDoes every gift qualify for the exemption?

Tax-efficient Employee GiftingWhat happens above £50?

Pension Salary SacrificeDo we need to change pension provider?

Pension Salary SacrificeWho is not suitable for sacrifice?

Pension Salary SacrificeIs the saving guaranteed?

On-Demand PayIs this lending or credit?

On-Demand PayDo employees pay a fee?

On-Demand PayWho controls how much can be drawn?

Set & Spend BudgetingDoes the employee have to move their whole salary?

Payroll SavingsWhat do employees actually accumulate?

Benefits HostingDo we have to move our providers?

Benefits HostingWill utilisation actually rise?

Financial EducationIs there a pension tracing service?

We would rather show a smaller number you can defend