👋 Welcome to RewardFlex

Your employer provides you with the RewardFlex platform, a simple and intuitive tool to manage your cafeteria plan fully autonomously. With RewardFlex, you can:

consult your available budget,
explore the benefits offered,
make your choices according to your needs,
easily track and manage your requests.

1. Getting started with RewardFlex

When a new cafeteria plan period begins, you receive an invitation email.

Click on the link contained in the email.
Create your credentials and set a password.
On your first login, sign online:
the cafeteria plan policy,
the addendum to your employment contract.
Once these steps are validated, you access your RewardFlex interface to:
visualise your budget,
browse the benefits catalogue,
prepare your choices,
submit your requests to your employer.

2. What is a cafeteria plan?

A cafeteria plan is a flexible remuneration system that lets you personalise part of your salary package. Concretely, within a framework defined by your employer, you can convert certain elements of your remuneration (bonus, premiums, extra-legal benefits…) into benefits adapted to your needs: bike, multimedia, health insurance, additional leave days, pension savings, etc. 👉 Participation is optional: you can keep your initial remuneration or transform part of it into benefits.

3. How does RewardFlex work?

On the platform, you can manage your budget in full transparency:

consult your balance in real time,
visualise the impact of your choices,
upload your supporting documents,
receive your reimbursements via your payslip.

Budget management details

Build-up: your budget is defined by your employer.
Distribution: it is often spread out monthly.
Carry-over: unused amounts are added to the following ones.
Automatic deductions: each chosen benefit directly reduces your balance.
Reimbursements: your validated personal expenses are reimbursed via payroll.

4. Available benefits

Here is the list of the most common benefits accessible on RewardFlex.
Each benefit is presented along 3 axes: What is it?, How does it work? and What impact for the employee?

🚲 Bike (purchase or leasing)

What is it?
You can finance a bike via your cafeteria budget, either by leasing (long-term rental) or by direct purchase. Use can be professional and private. How does it work?

Leasing: contract concluded by your employer with a provider. The bike remains the employer's property for generally 36 months, with a purchase option possible at the end.
Purchase: the employer buys the bike and makes it available to you. The budget covers the acquisition cost and possibly maintenance. What impact for the employee?
You select your bike via RewardFlex (employer catalogue or supplier).
The employer manages the order and the payment.
The cost is deducted from your budget (monthly for the leasing, in one go for the purchase).
No social security contributions or tax if the bike is used at least partially for your home-to-work commute.

💻 Multimedia devices

What is it?
You can obtain a smartphone, a tablet or a laptop for mixed use (private and professional). How does it work?

The device is provided by the employer and remains its property for 2 to 3 years (depreciation period).
At the end, you can buy it back at its residual value. What impact for the employee?
You select your device via RewardFlex.
The employer orders and pays.
The total amount is deducted from your budget.
A lump-sum benefit in kind (BIK) is added to your payslip:
Smartphone: 3 €/month
Tablet: 3 €/month
Laptop: 6 €/month

🌴 Additional leave days

What is it?
Possibility to buy additional leave days on top of your usual entitlements. How does it work?

The number of available days is defined by the employer.
The price corresponds to one day of remuneration (salary + employer charges).
These days must be taken in the current year and comply with the internal planning rules. What impact for the employee?
You make the choice via RewardFlex.
Your leave counter is updated by the employer.
The amount is deducted from your budget.
The purchased days are subject to social security contributions and taxes (no tax optimisation).
The interest lies mainly in the flexibility offered.

🏥 Extension of the collective health insurance

What is it?
You can extend your existing collective health insurance to your loved ones (spouse, children…). How does it work?

You select the option via RewardFlex.
The employer manages the extension directly with the insurer. What impact for the employee?
No personal payment or supporting document to provide.
The amount is deducted from your budget.
No social security contributions.
The amount is, however, taxable (withholding tax).

💰 Reimbursement of individual pension savings

What is it?
Reimbursement of your personal contributions paid under an individual pension savings contract (3rd pillar). How does it work?

You submit a request via RewardFlex.
You upload the official tax certificate from your institution.
The reimbursement is based on the amounts actually paid in the previous year. What impact for the employee?
Reimbursement via the payslip.
No personal NSSO contribution.
Employer NSSO contribution of 8.86% applied.
Amount considered a taxable benefit (withholding tax).

💰 Reimbursement of the private internet connection

What is it?
You can have all or part of your private internet subscription reimbursed, required for your professional tools. How does it work?

You submit a request each month via RewardFlex.
You upload your supporting documents (invoices or operator certificates).
The reimbursement can be based on the actual cost or on a cap set by the employer. What impact for the employee?
Reimbursement via the payslip.
The amount is deducted from your budget.
A lump-sum BIK of 5 €/month is added.

📈 Conversion into Warrants

What is it?
Each year, you can convert part of your year-end bonus into warrants (short-term resellable stock options). How does it work?

The choice is made via a secure digital platform.
Monizze provides an integrated partnership in RewardFlex. What impact for the employee?
No social security contributions (neither employee nor employer).
One-off taxation applied at the time of the allocation.
Allows you to receive a more advantageous net income than a classic bonus.