Whistle published client guidance in January 2024 explaining how its rewards platform handled budgets, employee changes and payment reporting. The material addressed financial and people teams comparing providers for employee rewards and related company spending.

Budgets could be organized by department, location, project or manager and funded once or replenished on a schedule. Whistle said reporting covered budgets, transactions, learning and surveys, with data available to download or integrate into other systems.

The guidance distinguished rewards earned by an employee from funds still belonging to a company budget. Whistle said earned rewards did not expire and remained with employees when they left an organization. Company allocations, such as a wellness budget, could be given an expiry date so that unused amounts returned to the general company budget.

For workforce administration, the provider described connections to more than 80 HRIS systems to help automate the addition and removal of people. It said programs could also include people associated with a business outside its direct workforce, such as subcontractors and supply-chain partners.

Whistle described both its wider platform and an app integrated into Procore. Rewards could be delivered through an email or text link, allowing participants in the Procore workflow to receive them without downloading another app. The broader platform also included recognition, learning and survey functions.

The provider said clients received monthly reconciliation reports with employee-level payment summaries by type for their payroll teams to handle applicable withholding. It also described a dedicated client success manager, training resources and a knowledge centre. Pricing was available by quotation in the guidance, rather than through a published standard rate.