Corporate Cards
Controlled spending across a team
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Cards issued
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Individual limits
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Consolidated statement
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Integration with expense
Find your card
What Our Plans Cover
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Cards issued to nominated employee...
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Individual limits and category res...
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Consolidated statement and reporti...
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Integration with expense and accou...
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Rewards on eligible business spend...
Who Can Consider This Plan?
- A registered business with demonstrable turnover
- Business vintage as specified by the issuer
- Satisfactory banking conduct
- Credit assessment of the business and, frequently, the promoters
- GST registration and filing compliance, where applicable
What May Not Be Covered?
- Personal spending by employees, which policy should prohibit
- Categories blocked under the programme configuration
- Spending above individual or programme limits
- Rewards on cash withdrawals
- Any benefit if balances revolve
Always check the policy wording before you commit.
Why Choose Wealth & Covers?
- Expert advice to choose the right plan
- Plans from leading credit cards companies
- Hassle-free process and documentation
- End-to-end support, including claim assistance
- Dedicated relationship manager
- Expert Guidance Personalised advice from experienced credit cards professionals.
- End-to-End Support From choosing the right plan to claim assistance, we are with you always.
- Claims Assistance Hassle-free claim support to ensure you get what you deserve.
- Transparent Process Clear information, easy documentation and a hassle-free experience.
Overview
A corporate card programme issues cards to employees under a facility held by the company, with spending limits, category controls and consolidated reporting set centrally.
The problem it solves is control rather than rewards. Employees spending on personal cards and claiming reimbursement creates delayed visibility, a reconciliation burden, and cash flow sitting with staff who then wait to be repaid. A corporate card removes all three.
The structural decision is liability. Under corporate liability the company is responsible for the balance; under individual liability the employee is, and claims reimbursement. Corporate liability gives cleaner control and reporting; individual liability limits the company's direct exposure. Most programmes settle on one deliberately rather than by default.
Who should consider it
Companies with employees incurring regular business expenses. Businesses whose reimbursement process has become a burden. Organisations wanting spending visibility before the month closes rather than after.
Benefits
- Spending limits and category controls set centrally
- Consolidated reporting across all cardholders
- Employees stop funding business expenses personally
- Integration with accounting systems reduces reconciliation work
- Clean separation of business and personal spending
- Rewards accruing to the company rather than to individuals
What is included, and what is not
Read the right-hand column first. It is the one that tends to surprise people later.
Included
- Cards issued to nominated employees
- Individual limits and category restrictions
- Consolidated statement and reporting
- Integration with expense and accounting systems
- Rewards on eligible business spending
Not included
- Personal spending by employees, which policy should prohibit
- Categories blocked under the programme configuration
- Spending above individual or programme limits
- Rewards on cash withdrawals
- Any benefit if balances revolve
Terms vary between providers and between plans from the same provider. The offer document you receive is what governs — we will walk you through it before you commit.
How it works with us
- 1 We start with the control problem, not the rewards Who spends, on what, with what limits and what approval. Separation of business and personal spending is the first benefit.
- 2 Card structure matched to how the business operates Individual liability, corporate liability or a mix. That decision affects reconciliation, credit reporting and control.
- 3 Integration with the accounting system checked A feed into your books saves more time than any reward rate returns. It is worth prioritising.
- 4 Application with business documentation Financials, registration and banking. Prepared once, properly, for the whole programme.
- 5 Policy set and cards issued Limits, categories and approval rules configured before distribution, so the controls exist from day one.
Important considerations
The things a brochure tends to leave out. Read these before you decide.
- Decide the liability structure deliberately. Corporate liability gives cleaner control and reporting; individual liability limits direct company exposure but keeps the reimbursement process alive.
- Prioritise accounting integration over reward rates. The time saved on reconciliation is worth more than a percentage point of cashback for most businesses.
- Set category controls before issuing cards. Retrofitting policy onto cards already in circulation is considerably harder.
- Write a clear expense policy and circulate it with the cards. Most misuse is ambiguity rather than dishonesty.
- Review limits periodically. Limits set at issuance become either constraints or exposures as roles change.
Documents required
- Business registration — incorporation, partnership deed or proprietorship proof
- PAN of the business and of the authorised signatories
- GST registration certificate
- Last two years of financial statements
- Bank statements for the last six to twelve months
- Board resolution or authorisation, where applicable
- KYC of cardholders and authorised signatories
Frequently Asked Questions
What problem does a corporate card actually solve?
Control and visibility. Employees spending personally and claiming reimbursement means delayed visibility, a reconciliation burden and staff funding company expenses from their own money. A corporate card removes all three, which is worth more than the rewards.
Corporate liability or individual liability?
Corporate liability makes the company responsible for the balance and gives cleaner control and reporting. Individual liability keeps the employee responsible and the reimbursement process alive, but limits direct company exposure. Choose deliberately rather than accepting the default.
How important is accounting integration?
More important than the reward rate for most businesses. An automated feed into your books removes hours of reconciliation each month, which is worth considerably more than a percentage point of cashback on the same spending.
How do we prevent misuse?
Category controls and per-cardholder limits configured before issuance, plus a written expense policy circulated with the cards. Most misuse is ambiguity rather than dishonesty, and a clear policy resolves most of it.
Who gets the rewards?
Under corporate liability, the company. Under individual liability it depends on the programme structure. It is worth settling explicitly, because ambiguity about reward ownership creates friction later.
Want a shortlist instead of a catalogue?
Tell us the situation and an advisor comes back with two or three options that actually fit — and names what each one gives up.