Employee rewards your teams actually redeem

Why it matters

What makes employee rewards work

Recognition works when it is timely, specific and valued. A reward that arrives weeks after the achievement, or that nobody wants, does little. Employees should be able to choose something meaningful to them, soon after they earn it.

Running rewards through one platform also gives HR visibility: who is being recognised, how often, and what the budget is achieving across teams and locations.

Reward Max provides the catalogue, delivery and reporting, so recognition programs don't depend on someone ordering vouchers by hand.

What you can give

Rewards for every occasion

One catalogue, one balance.

Best practice

Designing a recognition program

Reward soon after the moment. The closer the reward is to the achievement, the more it means.

Let employees choose. A broad catalogue with personalised recommendations works better than one reward for everyone.

Mind tax on employee rewards. Gifts and rewards to employees follow perquisite rules for salary income, which differ from the TDS rules for business rewards to partners. Confirm treatment with your finance and tax advisers.

• Reward close to the achievement
• Offer choice
• Personalise with AI
• Check tax treatment with finance

Designing it

Designing an employee rewards program

Decide what you want to recognise — sales results, service milestones, long service, peer recognition — and how often. Frequent, smaller recognition tends to feel more personal than an annual award alone.

Give employees choice. A catalogue of 10,000+ rewards across 30+ categories, from gift cards to experiences, lets each person pick something they value, and Profile AI suggests rewards based on preferences and history.

A branded storefront with your logo and colours makes the program feel like part of your company culture rather than a third-party perk.

• Recognise often, not just annually
• Let employees choose their reward
• Brand the experience
• Make the rules clear

Running it

Running employee rewards smoothly

Agree budgets by team or department, and give managers a simple way to send rewards — points, codes or links by email, SMS or WhatsApp.

Employee rewards are generally taxed as salary perquisites rather than under the business-benefit TDS rule; confirm treatment with your tax adviser and payroll team before launch.

Use analytics to see participation by team and redemption patterns, and adjust the program where recognition isn't reaching everyone.