Another late-night trawl through spreadsheets. Another Slack message from an employee who swears they submitted that client dinner receipt. Another £80 Uber with no explanation, three weeks after the trip.
Sound familiar?
If you’re in Finance, this isn’t just routine. It’s your everyday. And when the board wants answers on budgets, or HMRC wants to audit, the current mess of cards, claims, and policy grey areas leaves you exposed.
The real question isn’t just how your employees spend – it’s how much control and visibility your finance team has over that spend.
That’s where the choice between corporate cards and expense reimbursements becomes critical.
Let’s break down both and explore why smart UK finance teams are embracing a hybrid approach that saves time, reduces risk, and restores order.
Corporate Cards vs Expense Reimbursements: Two Models, One Big Decision
At the core, you have two models:
Corporate cards: Company-issued cards used for approved business expenses
Expense reimbursements: Employees pay out of pocket for work-related spend and claim the money back
Both have a place. But without the right structure, both can create friction for finance teams and employees alike.
Let’s look at how they compare.
What are Corporate Cards?
Corporate cards are company-issued cards employees use for work-related spend, from travel and client dinners to subscriptions and software.
On the surface, they seem like a dream: no more reimbursements, no more delays, no more employees dipping into personal funds.
But without the right controls? Things can unravel fast.
Receipts go missing
Expense categories get vague
Spend slips through without context.
Suddenly, your finance team is stuck reconciling incomplete data, delaying your month-end close, and eating into time you don’t have.
💡 Corporate cards aren’t risky. Unmanaged corporate cards are. The key is real-time visibility, automation, and guardrails baked in from day one.
Advantages of corporate cards
No out-of-pocket costs for employees: No more junior staff fronting £1,000 for flights and waiting a month to get it back. That’s a morale and retention boost on its own.
Real-time control & visibility: See spend the moment it happens. Set transaction limits, block categories, and freeze cards instantly. It’s proactive, not reactive.
Zero admin for claims: Expenses are auto-generated, receipts matched, and reporting streamlined. That’s hours saved each month.
Better audit trails: Every card is tied to a person, every transaction mapped — you always know who spent what, and why.
Disadvantages of corporate cards (without controls)
Misuse, overspending, and "oops" moments: Without spend controls, employees can easily exceed budgets, and worst of all? You don’t find out until the statement hits.
Compliance gaps (even with cards): HMRC still requires full receipts. And when cards feel “easier,” staff get lazier about submitting proof. You end up chasing them. Again.
Costs that creep: Annual card fees. FX charges. Unused cards still generating admin. It adds up.
This is where finance teams get stuck. Cards seem easy, until they aren’t.
What are Expense Reimbursements?
With expense reimbursements, employees pay out of pocket for work-related spend, submit a claim, and get reimbursed after approval.
It’s a familiar model – contained, controlled, and policy-driven. On paper, it offers full oversight: no money leaves until Finance signs off.
But in practice? It’s rarely that smooth.
Claims come in late
Large expenses get buried in inboxes
Employees are left waiting (and worrying)
Month-end data is incomplete
Reimbursements can work, but only if they’re fast, structured, and supported by modern tools.
Advantages of reimbursements
Tight control over cash: No money leaves the business until the expense is reviewed and approved. That’s finance-first control.
Built-in spend caution: Employees think twice when it’s their card. Fewer impulse buys. More scrutiny.
Simple for infrequent spenders: Perfect for that ops manager who only travels once a year. No need to issue a card.
Disadvantages of reimbursements
Employee burden = morale killer: You’re asking staff to float company costs. That creates stress, delays, and frustration, especially for junior or cash-tight employees.
Sluggish, manual admin: Chasing receipts. Reviewing spreadsheets. Approving line items. Multiply that by 20 employees, and your week’s gone.
Zero real-time visibility: You don’t know what’s been spent until it’s claimed, which could be weeks later. Forecasting becomes guesswork.
Policy compliance? Good luck: Without built-in rules, employees rely on memory or guesswork. And you’re left untangling the mess.
And worst of all? You’re the one chasing down the receipts.
So, Which Model Is Right for You? Ask These 5 Questions
Choosing between corporate cards, reimbursements, or a combination of both isn’t about preference – it’s about fit.
Here’s how to pressure-test your current expense process:
1. How frequently are employees spending?
Frequent spenders (e.g. sales, consultants) benefit from the speed and automation of corporate cards.
Infrequent or ad hoc spenders are often better served by reimbursements – no card required.
2. Do you have a strong expense policy and a team you trust to follow it?
With clear policies and pre-set card controls, cards can reduce admin and keep teams moving fast.
Still building process maturity or trust? Reimbursements with post-spend approvals offer tighter oversight.
3. How stretched is your finance team?
Short on bandwidth? Automated card workflows reduce manual checks and reconciliation time.
More time available? Reimbursements give deeper review, but they come with heavier admin.
4. How important is real-time visibility?
If you need to track budgets as spend happens, cards give you a live view and proactive control.
Reimbursements show up later, which means you’re always catching up.
5. Are HMRC compliance and audit-readiness non-negotiable?
Both methods require documentation, but a platform that automates receipt capture and record-keeping (for cards and claims) keeps your team compliant, without the paper trail panic.
Why More Finance Teams Are Choosing Both
For many UK businesses, it’s no longer cards vs reimbursements – it’s both.
Cards for regular, high-value spenders (sales, consultants, execs)
Reimbursements for mileage, occasional travel, or low-frequency staff
This isn’t indecision. It’s strategy.
Giving cards to regular spenders means better control and less admin. Keeping reimbursements for one-offs avoids card clutter and unnecessary risk. And with the right platform, both models flow into a single, centralised system.
This is where ExpenseIn fits right in.
ExpenseIn: A Flexible Solution Supporting Both Methods
If you're managing corporate cards in one tool and reimbursements in another, you're creating unnecessary work and risk.
ExpenseIn unifies both models in a single, finance-friendly platform:
Employees use smart expense cards to pay for approved expenses. Each transaction instantly creates a draft expense, prompting them to upload the receipt on the spot.
Out-of-pocket claims follow a fast, paperless approval process with custom workflows, policy enforcement, and digital receipt storage.
Finance teams get a single view of all spend, whether it’s card-based or reimbursed – no reconciling across tools, no chasing receipts at month-end.
You set the rules:
Daily limits
Merchant category blocks
Multi-step approvals
Real-time alerts
Need to scale? ExpenseIn’s top-up card model means you control a central balance, not dozens of card bills. It’s cashflow-friendly, audit-ready, and built for UK compliance – including VAT tracking, digital archiving, and HMRC mileage rates.
💡Whether you issue cards, reimburse claims, or do both, ExpenseIn gives you one reliable, flexible system to manage it all. Book a free demo today.
