Alleo provides full guidance through a dedicated Customer Success & Support team. From onboarding to daily operations, you’ll receive hands-on support at every stage. Every employer is assigned a dedicated Customer Success Manager to ensure a smooth and successful launch. Our Support Team is also available to handle operational questions and assist employees directly.

Nadat je hebt besloten dat jouw organisatie in zee gaat met Alleo vinden de volgende stappen plaats. Dit proces kan enigszins verschillen afhankelijk van de producten die je afneemt als werkgevers:

1. Implementatie
- Definiëren van de product scope en beleid
- Integratie setup
- Communicatieplanning
- Salarisverwerking
- Review van Alleo platform setup

2. Lancering van het Alleo platform naar de organisatie

3. Monitoring & optimalisatie

The time investment depends on your company’s size and the number of Alleo modules used. Typically, the following teams are involved: HR/People, Internal Communications, and Payroll/Finance.

Expect an average of 20 to 40 hours spread over the implementation phase, involving various departments. This may vary depending on scope and setup. Want a tailored time estimate? Reach out to your Alleo contact.

Yes! The Alleo platform includes a dedicated section to showcase your existing employee benefits. This way, all benefits-related content lives in one easy-to-access location.

You can also link follow-up actions, such as:

- Redirecting to an employee handbook for more information

- Linking to third-party providers you already work with

- Triggering a direct email to your HR/People team

As an employer, you’ll receive just one monthly invoice from Alleo covering all employee purchases on the marketplace. You’ll also receive a separate invoice for your annual platform licence. Here’s how both work:

- Licence Invoice: Annual prepayment for access to the Alleo platform. Pricing is based on the number of employees with access. If additional employees join mid-contract, extra licence fees are calculated pro rata.

- Budget Invoice: Covers employee spending. For salary exchange budgets, invoicing is done monthly in arrears. For employer-funded budgets, the allocated budget is invoiced in advance. If pre-paid budgets are not used (e.g. when an employee leaves), the unused portion is fully refunded to the employer.

You only pay for what is actually used.

Alleo creates an account for every eligible employee using basic details like first name, last name, and email address (private or work). Ideally, this data is pulled automatically via HR or payroll system integration. These integrations also ensure that new joiners and leavers are processed automatically.

We currently integrate with systems like NMBRS, AFAS, Loket, Personio, BambooHR, and HiBob. View the full list of integrations here. Using another system? Let us know, we may already be working on it.

As an employer, you also get access to the Alleo Portal. This online dashboard allows you to:

- Add or deactivate employees

- Allocate or adjust budgets

- Monitor platform usage and engagement

Alleo is fully compliant with the General Data Protection Regulation (GDPR). We use strict security protocols to ensure data privacy and protection. Our systems are designed to meet the highest standards of data handling and confidentiality. Want more information? View our data processing agreement.

With Alleo’s flexible benefits module, your employees get access to a wide range of perks through the Alleo benefits marketplace, including gym memberships, meal kits, childcare services and personal development.

As an employer, you provide a personal budget that employees can use to spend in this marketplace. This budget can be:

- A net contribution (an extra on top of salary), or

- Funded through a gross/net salary exchange with tax advantages for both employee and employer.

Important: To enable access to subscription-based benefits (like gyms or meditation apps), a fixed monthly budget is required — starting from just £10 per employee per month.

You can offer the benefits budget in two ways: either as a net contribution or through a gross/net salary exchange. In both cases, the amount is deducted from the discretionary margin of the work-related costs scheme (WKR).

However, if you choose the exchange option, there are no additional budget costs for you as an employer. In fact, it leads to an average employer saving of 20%, as no employer social contributions are paid on the exchanged amount.

Alleo allows for targeted exemptions, such as personal development expenses, which are treated as regular business expenses outside of WKR regulations. It enables budget allocation specifically for personal development, ensuring clear accounting by separating these expenditures in billing.

Employees gain significant benefits, such as cost savings on gym memberships, which are about 10% cheaper than the market rates. Additionally, employees can use their pre-allocated budget to pay for these services, enjoying further gross/net tax advantages when opting for salary exchanges. This arrangement not only benefits employees but also results in savings for employers in terms of reduced employer contributions.
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Yes, you can still offer benefits outside the WKR space but would be subject to an 80% final tax. However, by structuring the benefits as a salary exchange, you reduce the effective tax burden due to savings on social contributions, reducing the end tax to about 62%.
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The Flexible Salary module enhances employee control over their salary components such as leave hours, holiday pay, and 13th month bonuses. This module visualises these components on the Alleo platform, allowing employees to make adjustments as needed.
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-Flexible Leave: Employees can buy and sell statutory leave hours. The source for purchasing is generally holiday pay or a 13th month salary, but it can also come from the gross salary. The rate at which an employee buys hours is the gross hourly wage. When leave is sold, the employee receives the value as additional gross salary.

-Flexible Holiday Pay: Employees can choose to have (part of) their holiday pay paid out monthly, or opt for a large one-time payment at a time when they need the extra.

-Flex Pension: Employees receive a monthly gross pension contribution. On the Alleo platform, the employee themselves decides whether this contribution is paid out as gross salary, or transferred by the employer to their Brand New Day personal pension savings account. Note: this is not a collective pension, but a third-pillar pension product. The employee does not have to pay income tax on the saved amount. They receive this back in their personal annual tax return.
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Offering Flexible Salary does not impact the WKR, making it an appealing option when WKR space is maxed out but further benefits are still desired. This flexibility allows the module to be offered without additional costs or budget implications.
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The flexible payment of holiday pay or a 13th-month bonus throughout the year has no tax implications. However, when an employee buys or sells leave hours, there may be tax consequences depending on the source.

It is advisable to use holiday pay as the source for purchasing leave. Normally, since employees can make changes to their remuneration, the basis for calculating holiday pay is adjusted accordingly. However, this does not apply to the portion of the budget derived from holiday pay, as holiday pay does not need to be calculated on holiday pay itself. Selling leave always results in a higher gross salary, which may have implications for any benefits (such as healthcare or housing allowances) that an employee receives.
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Yes, it certainly can! It does not matter whether the Flexible Benefits are offered via a net employer contribution or a gross/net salary exchange. On the Alleo platform, the sources (gross salary / holiday pay) in both modules are linked, ensuring an employee cannot spend more than they have available.
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The advantage for the employee is gaining greater control over existing salary components. Not every employee has the same needs at the same time; not everyone wants to go on holiday in the summer, and one year you might want to take a little more leave than the previous year.

In a nutshell, the processing works as follows:

- On a monthly basis, the employer provides the necessary employee data via an export to the Alleo Portal.

- Alleo processes the provided export and makes the amounts and balances available to the employees on the Alleo platform.

- The changes made by employees (payments / buying and selling leave) are processed monthly by the employer.

In addition to standard data such as name and email address, the following information is needed: Monthly accrual of Gross salary / holiday pay / 13th month (depending on the source) Flexible Leave: Gross hourly wage Balance of statutory leave hours Balance of non-statutory leave hours (optional).
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An Individual Choice Budget (IKB) or Personal Choice Budget (PKB) is a flexible budget that allows your employees to make their own choices in their employment conditions. This can be used for extra leave days, training, or a financial payout. In Alleo, you can easily assign an IKB/PKB. Our system is designed to allow you as an organisation to freely define a budget source (Holiday Pay, 13th month, or a combination) and link it to desired actions and spending targets.

For each action or spending target, you can add your own rules. Think about maximising the purchase of leave or exchanging a certain amount within the free space of the Wage Costs (Benefits in Kind) Scheme (WKR).

So, within Alleo, you can easily launch different variations of the IKB/PKB, tailored to the needs of your organisation and employees.

Yes, companies can offer the modern cafeteria model through Alleo. The Cafetaria Model allows employees to exchange (part of) their gross salary for other benefits, such as fitness memberships, a leased bicycle, or additional commuting allowances. This provides tax advantages for both employees and employers, with employees maximizing their net tax benefits by using their gross salary. Through Alleo's app, companies can easily implement this scheme, allowing employees to customize their benefits package in a flexible and modern way.