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Factorial

Employee Benefits

€220k in new revenue in five months after I made benefits a product of its own, then scaled it to four more categories

01.2025 / 04.2025 · Product Design

Factorial Benefits on a phone: the list of benefits with health insurance and its yearly budget.

The problem

In Spain, companies can give employees pre-tax money for meals and transport. Most small businesses skipped it. HR handled vouchers and refunds by hand every month, and employees saw the money in their payroll a month after they spent it.

A card of its own

Adding benefits to the live expense card meant risky changes to a product people depended on. With engineering and legal, I made benefits a separate card instead: its own programme on Stripe, approved merchants only, limits and a budget per employee.

FlowThe HR flow of the first version, from finding the product to adding funds, managing cards and reviewing supplements.
Where HR first meets the product: what each benefit covers and one button to ask for it.
HR opens one benefits account per legal entity and adds funds to it.
In the app, employees see the balance of each benefit and their last payments.
The card lives in the app and in Apple Pay.

Four more categories

Then the same product had to cover benefits that don't run on a card. Health insurance came first: companies could add the policy they already had. Childcare ran through Roiwards, training used Factorial's course catalogue paid before tax, and wellness ran on Wellhub.

ComponentOne card per benefit, the same shape for all six.
The HR catalogue: every benefit with its status and its next action.
Health insurance: HR adds the policy the company already has, and employees see what they pay and add family members.
Childcare in four steps: pick the child, then how and when the nursery gets paid.
Training can be paid from salary, before tax.
Wellness runs on Wellhub. Employees see the plan inside Factorial and finish in Wellhub's app.

One spending tab

Under every benefit, the same spending tab collects each euro. HR exports it once a month for payroll.

Every benefit per employee in one table, ready to export. Names blurred.

Result

New revenue

€220k

in the first five months

▲from €0, a new product

Before vs after

HR admin work

−40%

in the first month

▼vs vouchers by hand

Before vs after

Employees using the card

25%

in the first three months

▲from 0 at launch

Before vs after

New benefit categories

4

live in Spain in under six months

▲on top of meals and transport

Before vs after

Before vs after: the numbers moved after launch, but no A/B test isolates the design. Source: Factorial data, 2025.

Team and role

I designed the card and then the four new categories: research with HR managers and employees in Spain, Portugal and Italy, the flows for each partner and the HR spending view.

Engineering and Legal
Set up the benefits card as its own payment programme through Stripe.
Compliance
Reviewed flows during wireframing and approved the plain-language rules.
Partners
Roiwards for childcare, Wellhub for wellness.

What I learned

Honest read

Bring compliance in early

Much of our speed came from showing flows to compliance while they were still wireframes.

Partners are design work

Each provider had its own brand, tone and redirect rules. Fitting them inside Factorial without breaking their contracts was a design problem.

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