Does this scorecard rank EV salary sacrifice providers?

No. It tests whether an employer has a sufficiently complete requirement and evidence base to compare established providers. It does not score, endorse or recommend a named provider.

Can it be used for an incumbent or second-supplier review?

Yes. Use the same prompts to test an incumbent renewal, a provider change or the operating case for a second supplier. The underlying commercial, payroll, risk, governance and implementation questions still apply.

What does a high readiness score mean?

It means the employer has more of the evidence needed for structured market testing and a defensible decision. It does not mean that the current programme or any provider is low risk.

Are the answers submitted to Fagan & Company?

No. The scorecard runs in your browser and does not submit the selected answers. You can print or save the page locally if you want a working copy.

Does this replace legal, tax, payroll or regulated insurance advice?

No. It is a commercial and operational scoping tool. Formal advice remains with appropriately appointed specialists in each discipline.

Free employer decision tool

EV salary sacrifice provider selection scorecard

Test whether your requirements and evidence are ready for a defensible incumbent review, provider selection or second-supplier decision.

Start the scorecard Read the selection guide

Independent · Supplier agnostic · No registration

Score the employer's readiness, not the provider's marketing

Provider selection should start with the employer's workforce, commercial requirements, policies, payroll, risk appetite and operating model. Use the 24 prompts below to identify where evidence is ready and where the brief still needs work.

This is not a consumer broker comparison and the tool does not rank or endorse named organisations. Any market exercise should be limited to established FN50 leasing companies and reputable salary sacrifice providers that can evidence the required capability.

If you are building a longlist, compare the reviewed public scope and outstanding evidence in our UK salary sacrifice provider guides.

1. Assess today's evidence

Choose not defined, partly evidenced or ready for every prompt. Score what you could demonstrate now, not what is planned.

2. Use the gaps as the brief

The lowest-scoring categories are the areas to resolve before a request for information, renewal or market exercise.

3. Keep the working copy

Answers remain in this browser session and are not submitted. Print or save the page locally if you want to share it internally.

Employer and employee economics

Test the whole proposition, not one vehicle illustration or headline saving.

1.A like-for-like whole-life cost model separates vehicle, funding, service, protection, employer contribution and tax assumptions.

2.Workforce profile, eligibility, expected take-up and sensitivity scenarios are agreed by HR and finance.

3.OEM discounts, rebates, commissions and other commercial benefits are transparent, controlled and auditable.

Contract and employment model

Make the complete document set consistent before employees rely on it.

1.Master supply terms, order documents, employment addendum and scheme policy have been mapped as one document set.

2.Employer, provider, employee and third-party responsibilities are explicit, including where one document takes precedence.

3.Eligibility, pricing, policy and service changes require defined approval, notice and employee communication.

Risk and protection

Trace foreseeable employee and vehicle events through every relevant term.

1.Early termination, redundancy, resignation, long-term absence, family leave, death, write-off and theft are each addressed.

2.Protection limits, exclusions, evidence requirements, claims process and decision times are understood and comparable.

3.Residual employer and employee exposures have named owners, controls and an agreed acceptance route.

Vehicle supply and proposition

Check whether the promised proposition can be supplied consistently at scale.

1.Vehicle access, order bank, stock, lead times and substitution rules are evidenced rather than assumed.

2.OEM discount, campaign, allocation and price-protection terms are clear, governed and reflected in employee pricing.

3.Delivery, charging support, in-life service, downtime and end-of-contract processes have measurable standards.

Payroll, data and administration

Design for reconciliation, exceptions and audit evidence, not only the happy path.

1.Election, payroll instruction, Benefit-in-Kind reporting and leaver data flows have owners, timings and controls.

2.Data ownership, access, retention, portability, security and incident responsibilities are contractually clear.

3.Reconciliation, corrections, exceptions and audit evidence can be produced without relying on manual workarounds.

Employee journey and activation

Assess whether eligible employees can understand, trust and use the benefit.

1.Eligibility, illustrations, package inclusions, tax assumptions and employee commitments are presented clearly and consistently.

2.Launch and sustained activation plans have audiences, channels, accountable owners and measurable outcomes.

3.Support, vulnerable-customer considerations, complaints and escalation journeys are defined from the employee's perspective.

Service and governance

Make performance visible and give the employer practical routes to intervene.

1.Service levels, key performance indicators and management information cover employee, commercial, operational and risk outcomes.

2.Governance forums have the right attendees, decision rights, evidence and a regular operating rhythm.

3.Escalation, remediation, service credits, improvement plans and exit assistance are usable in practice.

Implementation capability

Turn the selected proposition into a controlled, employee-ready launch.

1.The mobilisation plan identifies accountable owners, dependencies, critical path, decisions and realistic resourcing.

2.Payroll, data, ordering, support and communications testing have evidence-based readiness and acceptance criteria.

3.Cutover, employee communications, early-life support and post-launch review are planned with measurable thresholds.

Provider selection scorecard FAQs

How to use the tool and what the result does, and does not, mean.

Turn the scorecard into a defensible employer decision

Share the programme stage, incumbent model, workforce and decision timetable. We will propose the smallest useful independent scope.

Discuss provider selection Review an existing programme