HR teams don’t need another complicated dashboard. They need time to do the things that matter. With Soldo, you set the spending rules, the system applies them, ensuring every purchase adheres to your policy.
HR and finance work from the same live view.
Admin begins to disappear.
Employees using this approach report a 50% reduction in time spent on expenses, with some saving up to two working days a month by giving employees direct access to pre-approved money.
The hidden cost of manual admin
If you talk to any HR leader about where the hours go, the story is familiar.
Approvals often get stuck in email folders, so employees end up covering costs from their own pocket. Receipts are stuffed away (or misplaced) only to resurface at the end of the month when it’s too late. Remote teams feel it most, because everyday purchases are more frequent and dispersed. New starters feel it from the very beginning. The result is a drip of avoidable friction.
It’s hard to champion people-first policies when the way people pay still feels like a favour rather than a right.
Automate the payment flow
The easiest way to remove this friction is by putting spend policies in the payment. Map your rules to people, teams and categories, then let the card carry those rules.
Employees capture the receipt in the Soldo app, and the payment is matched to the transaction data, resulting in fewer exceptions and cleaner data.
HR reduces one-off requests, and finance stops chasing.
A first day that fits
Onboarding is the shop window to your employee’s experience. A new starter who has to front a train fare and wait a week learns something negative about your processes.
When access starts from the first day and automatically switches off when someone leaves, HR avoids IT tickets and finance requests.
Remote teams without the runaround
Distributed work magnifies small frictions. Home office items, travel, wellbeing allowances, and ad hoc tools create a stream of low-value purchases that are increasingly challenging and complex to manage.
By giving every employee a virtual or physical card linked to a wallet (i.e. ring-fenced budgets) with limits and automatic top-ups, managers enable and see full spending.
Employees stop guessing whether something’s allowed because the card knows the rules. The impact is modest in the moment, but significant across a quarter.
Why this matters to HR and finance
This is where goals align. HR needs a fair way for people to pay that does not drown the team in questions and claims. Finance needs policy compliance that is automatic and audit-ready.
A process that runs at the point of payment does both by turning spending into clean data without a sequence of forms. It provides managers with simple controls, allowing employees to focus on their work.
