Overview
The latest developments in RewardFlex
Bike leasing
The full integration of Lease a Bike now makes it possible to launch and manage bike leasings more quickly and easily.
IT & Multimedia
Thanks to the integration with Coolblue, IT purchases go through RewardFlex, without you having to manage the order or its follow-up.
Warrants
Collaborators can now select their warrants directly in RewardFlex.
What is coming soon
Internet & mobile subscriptions
From 2026, you will be able to offer your collaborators internet and mobile subscriptions (with or without data).
Bike leasing
Next year, we will expand our bike leasing offer with new suppliers, in order to provide you with more options and a wider network.
Mobility budget
New options will be integrated into the Mobility Budget, notably:
the pedestrian allowance;
the bicycle allowance for home–work commuting.
Social partner integrations
The integrations with payroll and social security partners will be extended.
AI support
Starting next year, RewardFlex will integrate new AI features, including a dedicated chatbot to support employers and collaborators on a daily basis.
Net impact
From 2026, each choice offered to the collaborator will be accompanied by an estimate of its net impact, allowing them to immediately understand the effects of each option before confirming their selection.
Internet & telephony
A clear, complete and 100% compliant alternative to Internet\@home in RewardFlex The Telecom option replaces the former Internet\@home benefit and allows the employer to make a telecom subscription available to its collaborators. The benefit now comes in three formulas: Internet, Telephony and Combined packs.
What is this about?
With the Telecom option, collaborators can use their RewardFlex budget to finance a telecom subscription taken out in the employer's name. Unlike the former system, this is no longer a reimbursement of a private subscription, but rather a subscription made entirely available by the employer. Possible subscription types:
Internet
Telephony
Combined formulas
Why this change?
The former model allowed collaborators to use their flexible budget to finance their private internet subscription. The framework has therefore been strengthened:
👉 the subscription must now be made available by the employer, with application of the existing social and tax lump sums. This change guarantees:
maximum legal security,
a stable framework,
a greatly simplified administration.
How does it work?
1. Activation by the employer
The employer contacts their telecom supplier to obtain an offer suited to the formulas they wish to propose (internet, telephony or packs).
On the basis of this offer, they choose which types of subscriptions will be available to their collaborators.
They then activate the Telecom option in RewardFlex for the relevant groups and configure there, per group, the selected formulas and their monthly costs.
2. Process for the employee
When a collaborator selects a subscription, RewardFlex:
automatically displays the applicable lump sum (internet, telephony, pack),
calculates the budget consumption,
applies the legal social and tax rules. The collaborator then selects only the start date.\ All other parameters: type of subscription, operator, monthly or annual cost are preconfigured by the employer when creating the packages. Once confirmed, the subscription becomes active.
3. Monthly administration
For each active subscription:
the legal lump sum is applied automatically,
the amount appears in the monthly payroll export,
as well as the benefit in kind (BIK / ATN / VAA) linked to the subscription.
the RewardFlex budget is adjusted automatically. In case of out-of-bundle: In case of exceeding the monthly Telecom budget, the collaborator simply covers the additional amount, according to what was agreed with the employer. RewardFlex does not manage these amounts: the regularization is done outside the platform.
4. End of contract or modification
At the end of the contract or in case of a change, two scenarios are possible, depending on what the telecom supplier allows and what was agreed with the employer:
The employee wishes to take over the subscription → the takeover is done directly with the operator (outside RewardFlex).
The subscription is stopped → you stop the financing in RewardFlex; the charging stops automatically. The practical management of the subscription (cancellation, takeover, transfer…) is always done directly with the operator.
Follow-up and management by the employer
the active subscriptions,
the type of subscription,
the charged cost,
Key points to remember
✅ A complete offer: fixed internet, mobile internet, telephony and packs
✅ No more private reimbursement: subscription in the employer's name
✅ Automatic deduction from the RewardFlex budget
✅ Clear follow-up of the subscriptions in RewardFlex
RewardFlex moves to the eWallet
Everything to know about the new virtual wallet
👋 Objective:
To guide you in understanding and using the new RewardFlex eWallet, introduced in August 2025, and to enable you to master the implications of this change.
💰 1. What is the eWallet?
The eWallet is a virtual wallet associated with the employee in RewardFlex, which replaces the logic of provisioning and direct bank reimbursement. Before:
Employers had to pre-fund the budgets. Each month the employer received a single invoice whose amount corresponded both to the platform usage price and to the amount of the budgets to be provisioned on the platform for each employee.
Depending on the use made by the employee, certain reimbursements were managed via bank transfers directly to their account. Now:
The budgets are allocated virtually, without needlessly tying up your cash flow.
The reimbursements that must be made to the employees are processed via the payslip.
💰 2. What are the advantages of the eWallet?
Benefits for the employer Explanations 💰 Optimize your cash flow: no longer block funds for unused budgets. 🧾 more transparent invoicing Only the RewardFlex subscription is invoiced monthly. 📉 Less administrative burden certain reimbursements must legally go through the payslip. This new model avoids duplication and will facilitate follow-up.
❓ 3. What concretely changes?
End of the pre-funding of budgets that sometimes remain unused. This allows the company to no longer needlessly tie up cash flow on budgets that employees do not always use. This frees up financial resources that can be invested elsewhere and facilitates the management of the company's cash flow.
Management via the payslip, in compliance with legal expectations and more practical for HR. The use that employees make of the mobility budget or the cafeteria plan requires in certain cases that the information also be included on certain legal documents (payslip, form 281.1…). The direct reimbursement to the employee sometimes involved, for the same use, a double handling (reimbursement of the employee on one side + encoding of the information with the social secretariat on the other). This was not ideal and increased the burden for HR managers.
With the eWallet, we ensure that for each benefit we always follow the most logical path. That is to say the financing or reimbursement method that will be the simplest for the employee, that will reduce the administrative burden of HR as much as possible and that guarantees compliance with the legal constraints.
In this sense and in order to facilitate communication with the social secretariat, we have completely revised our payroll export file. It centralizes all the information that must be transmitted to the social secretariat.
discover our fact sheet: Payroll Export – How to generate and transmit the reimbursements to your social secretariat
A single monthly invoice for the RewardFlex subscription that no longer includes anything other than the platform usage costs. No more confusion between the platform costs and the amount of the budgets loaded into the platform. This ensures better transparency and a simplified follow-up.
💰 4. Types of benefits available and financing/reimbursement method
A. Mobility Budget
MOBILITY BUDGET Payment method Reimbursement of rent or mortgage (pillar 2) Reimbursement via the employee's payslip Public transport (pillar 2) Reimbursement via the employee's payslip or third-party payer system with mandate for Monizze Cash (pillar 3) Payment via the employee's payslip Shared mobility (pillar 2) Reimbursement via the employee's payslip Car leasing (pillar 1) Paid directly by the employer to its supplier Bikes (pillar 2) Bike leasing or purchase by the employer: paid directly by the employer to its supplier, purchase of the bike by the employee: Reimbursement via the employee's payslip
B. Cafeteria Plan
Available benefits Payment method Reimbursement of individual pension savings Reimbursement via the employee's payslip Warrants (Q4 2025) Payment via the employee's payslip Extensions of collective insurance (September 2025) No reimbursement necessary Extra-legal leave days No reimbursement necessary IT devices (mobile phone, tablet…) Reimbursement via the employee's payslip Bikes Paid directly by the employer
📝 5. Implication for employers
No longer need to provide the employees' IBAN number
Centralization of reimbursements directly on the payslip.
Better visibility and traceability.
📝 6. Implication for employees
Employees receive the reimbursement of expenses linked to the use of the mobility budget or the cafeteria plan directly via their payslips.
More clarity and better follow-up of the use of their budgets
Centralized information at the end of the year on their legal documents (form 281.1)
Replay of the information session
Relive our RewardFlex information session
🛟 Support:
For any question, contact: [email protected]