Build your company expense policy. Fill, download, done.

Three reasons. (1) Tax compliance — the IRS Accountable Plan (US), HMRC (UK), ATO (AU), and equivalent authorities require documented policies for business expense reimbursements to be excluded from employee taxable income. Without one, reimbursements may be treated as taxable. (2) Audit defense — auditors evaluate policies, not just practices. A documented policy is the first thing they ask for. (3) Consistency — written policies prevent inconsistent enforcement that can lead to claims of unfair treatment. The policy you generate above covers all three needs.

Annually at minimum, with interim updates whenever (a) tax rates change in your operating jurisdictions (e.g., GST 2.0 in India was a major update for any company operating there), (b) your company expands to new jurisdictions, (c) approval workflows change due to organizational changes, or (d) audit findings reveal gaps. Most mid-market finance teams set a calendar reminder for early Q1 each year to review policies before tax season.

Per diem is a fixed daily allowance regardless of what employees actually spend — they keep any difference (or absorb any overage). Actual expense reimbursement covers receipted expenses up to a cap. Per diem simplifies administration (no receipt processing for daily meals) but may be more or less generous than actuals. Hybrid approaches (per diem for meals, actual for accommodation) are common. The wizard above lets you choose.

Two approaches. (1) Reference authoritative international rates — GSA per diem for US travel, HMRC scale rates for UK, ATO benchmarks for AU, and the IRS foreign per diem rates for other countries. (2) Custom rates by major destination — list specific allowances for cities your team frequently travels to (London, NYC, Singapore, Tokyo, Dubai, Mumbai, etc.). The wizard above includes both options. For multi-jurisdiction operations, also reference the destination country's tax recovery rules (VAT recovery for UK travel, GST recovery for India travel, etc.).

For US companies, the IRS Accountable Plan governs whether employee expense reimbursements are excluded from taxable income or counted as taxable wages. The three requirements are: (1) business connection (expenses must be ordinary and necessary business expenses), (2) substantiation (receipts and documentation submitted within a reasonable time, typically 60 days), (3) return of excess (any reimbursement exceeding substantiated expenses must be returned, typically within 120 days). If your policy doesn't satisfy all three, reimbursements may be treated as taxable income — which means payroll taxes on what was supposed to be a simple reimbursement. The generator above includes Accountable Plan compliance language when US is selected.

Mid-market norms for general business expenses: $50/£40/A$60/₹2,000 auto-approve, $100/£80/A$120/₹5,000 manager approval, $500/£400/A$600/₹25,000 senior approval. Industry-specific adjustments: tech/SaaS tends toward higher thresholds (more remote work, more software/conference spend), services (consulting, agencies) toward lower, construction/field-based businesses toward category-specific limits (mileage, supplies). The wizard's defaults are mid-market norms; adjust to fit your specific context.

Yes, partially. Remote-specific provisions to add: (1) Home office equipment policies (one-time purchase allowances vs. recurring), (2) Internet/phone reimbursement rules (typically a flat monthly stipend), (3) Co-working space allowances, (4) Travel-to-office reimbursement rules (for remote employees who occasionally come to HQ). The wizard above flags these when "Remote employees" is selected in workforce composition. Field workers (sales, drivers) need separate provisions for vehicle, mileage, and meal allowances.

When you select "Multiple jurisdictions" in Q2, the wizard generates a policy with sections specific to each jurisdiction's compliance requirements. The output policy has a primary jurisdiction (typically headquarters) plus appendices for each additional jurisdiction with the relevant tax authority rules, rates, and documentation requirements. For complex multi-entity setups (e.g., 5+ entities across 3+ countries), the generator handles the basics but you may need to customize further for inter-company allocations and transfer pricing.

Yes — the generated policy is a starting template, not a finished document. The Word and Markdown outputs are fully editable. The PDF output is for reference; for editing, use the Word version. Common edits: adding company-specific language, adjusting thresholds based on your specific approval matrix, adding industry-specific categories, embedding your company's branding more deeply. The wizard's job is to give you a 90% complete starting point so you don't write a policy from scratch.

Three differences. (1) Multi-jurisdiction native — REME's wizard supports US, UK, AU, IN, SG, UAE with jurisdiction-specific compliance clauses. Competitors (Moss, Ken from Finance, PolicyMeld, Spendesk) are typically EU/UK or US-focused. (2) Branded multi-format output — Word, PDF, and Markdown with logo embedding. Some competitors only output PDF. (3) Enforcement integration — REME is the only generator where the policy you create connects directly to a platform that enforces it. Other generators output static documents you have to enforce manually. Of course, if you're not on REME's platform, the generated policy still works as a standalone document — it just requires manual enforcement.