01
We connect your HR software.
A read of headcount, departments and salaries.
You have to justify every euro of pay to the board.
The cost is a percentage of the increment that is distributed. If CPI does not rise, there is no invoice. Leadership sees the figure before approving it.
If this sounds like you, this page is for you
- Every new benefit opens a budget conversation.
- What is not measured is not approved.
- One more fixed cost is hard to defend.
What changes with Indextria
It does not replace a pay policy. It covers the gap between one review and the next.
No fixed fee
The 15% is calculated on what was actually distributed, when the month closes.
With a cap
You decide what percentage of the increment enters the pool. That is the ceiling.
With a figure for the committee
Participation, redemption and the month’s cost come out of the same panel.
How it goes live
Three steps, the same for any company.
02
You set the rule once.
What part of CPI enters, which challenges open it, and what it is redeemed on.
03
The team starts the following month.
No training, no new app, no passwords.
The reference figure
€9.00
What 0.30% CPI generates on a €3,000 gross salary, per person per month. Multiply it by your headcount and compare it with what it costs you to cover a leaver.
Three questions before you go on
- What does it cost?
- A 15% commission on the increment that is distributed. If a month has no pool, there is no commission.
- Can I set a cap?
- Yes. The percentage of the increment that enters the pool is the month’s ceiling. Absolute caps per company: to be confirmed in the product.
- How is it accounted for?
- As a variable social benefit, not as consolidated payroll. The accounting fit is still to be validated with advisers.
Twenty minutes and your own numbers.
We show you what it would look like at your company with the last twelve months of CPI. No commitment and nothing to install.