TL;DR
Most EV salary sacrifice schemes unintentionally exclude employees who can’t charge at home. Paua Solo fixes this by giving all drivers tax-efficient access to public charging, making EV benefits fair, inclusive and compliant. It strengthens ESG outcomes, simplifies HR admin and ensures every employee can participate in the transition to cleaner, greener mobility.
Building an Inclusive EV Policy: The Role of Paua Solo in Salary Sacrifice Schemes
How fairness, sustainability, and corporate responsibility come together on one charge card
Electric vehicles are no longer just a fleet management question - they’re a people and purpose question.
Every organisation with an EV salary sacrifice scheme has made a clear statement: we care about cleaner air, lower emissions, and helping employees make the switch.
But the best sustainability strategies aren’t just about technology - they’re about fairness.
That’s where Paua Solo comes in.
It ensures your EV policy isn’t just sustainable for the planet, but inclusive and responsible for your people.
1. Why inclusivity matters in EV policy
For years, workplace EV initiatives have unintentionally favoured one group: homeowners with driveways.
That leaves out a big proportion of employees - renters, flat-dwellers, younger staff - who have no reliable way to install a home charger.
Around 44% of UK households fall into that category.
They pay more per kilowatt-hour, spend more time finding charge points, and have fewer options to benefit from employer schemes.
If your EV policy doesn’t solve for them, it’s not inclusive.
That’s the equity gap Paua Solo closes.
2. The gap between intention and impact
Many employers already see EV salary sacrifice as a progressive benefit - lower emissions, lower tax bills, higher engagement.
But there’s a difference between an EV policy that’s available to everyone and one that’s accessible to everyone.
Without public charging, the benefit can unintentionally exclude up to half of your workforce.
Without tax efficiency, it penalises those already paying the most for energy.
Without simplicity, it deters those who need clarity to join.
Inclusivity isn’t just a moral good - it’s the operational logic that makes sustainability actually work.
3. Paua Solo: inclusion made operational
Paua Solo builds fairness into your EV policy automatically.
Here’s how:
- Employees choose a fixed public charging allowance (e.g. £25, £50, £75 or £100) when they order their EV
- That allowance is deducted from gross pay before tax and National Insurance.
- Paua applies the allowance to their charge card, valid at 69,000+ public connectors across 50+ UK networks
- Any unused balance rolls over; any excess use is charged directly to their debit card.
The outcome:
- Drivers without home chargers finally have affordable, tax-efficient charging.
- HR and payroll teams gain a clean, compliant deduction model.
- Employers deliver a fairer benefit with zero extra admin.
4. Fairness as a measurable outcome
Most organisations now report on diversity, equity and inclusion (DEI) as part of their annual ESG disclosures.
EV policy is rarely seen as part of that story - but it should be.
By offering public charging through Paua Solo, employers can demonstrate:
- Equal access to green benefits across all demographics.
- Financial fairness through pre-tax salary deductions.
- Geographic inclusivity, reaching staff in urban and rented housing environments.
This is what inclusion looks like in practice - not just in policy.
5. Sustainability and fairness are two sides of the same coin
True sustainability doesn’t stop at carbon. It extends to how equitably the benefits of the green transition are shared.
Every employee who can switch to an EV reduces your organisation’s emissions footprint. Every one who can’t is a lost opportunity.
By bridging that gap, Paua Solo directly supports your Scope 3 reduction goals while reinforcing your social value commitments.
It’s sustainability you can count - in tonnes of CO₂ and in fairness delivered.
6. The governance advantage: built-in compliance
Fairness and compliance might sound like separate issues - but in salary sacrifice, they’re linked.
Paua Solo’s pre-tax (gross-pay) model is HMRC-aligned, contractually defined, and fully auditable.
Each allowance is:
- Agreed upfront between employee and employer.
- Deducted before tax and NI.
- Matched precisely to a defined benefit (public charging).
That means your inclusive benefit is also a compliant one.
You can show auditors, regulators and investors that your scheme is fair and financially sound.
7. Making inclusion simple for HR teams
Great ideas often fail on admin. But Paua Solo’s beauty lies in its simplicity.
- One deduction on payroll (fixed and pre-tax).
- One monthly invoice for all charging.
- One dashboard for usage, VAT and ESG reporting.
No receipts, no reimbursements, no new software required.
HR and payroll teams can deliver an inclusive, sustainable benefit without adding workload.
That’s rare - and powerful.
8. Aligning with corporate responsibility goals
Corporate responsibility isn’t just about policies - it’s about proof.
Paua Solo supports several key frameworks employers already report against:
It’s the kind of integration that makes HR and sustainability teams look coordinated - because they are.
9. The ripple effect on culture
Fair policies create fair cultures.
When employees see that the business has thought about their realities - not just the easy majority - it builds trust and pride.
A warehouse worker in a rented flat and a director in a detached house can both access the same EV benefit.
That’s the message of inclusion employees actually notice.
And when people feel included, they engage more - with their work, their company, and the journey to net zero.
10. Turning policy into progress
Many employers already have the EV salary sacrifice framework in place. They just need to make it fairer.
Adding Paua Solo requires no overhaul - just a small addition that has a big impact:
- Plug public charging into your existing scheme.
- Offer clear monthly allowances.
- Communicate the fairness story.
From that moment, your policy shifts from available to accessible, from green to just.
11. A fair EV policy is a stronger employer brand
Sustainability is now an employee value proposition.
Job seekers want to know not just that a company is going green, but that it’s doing so responsibly.
When your benefits reflect that ethos - supporting inclusivity, transparency and impact - it strengthens your reputation as a responsible employer.
Paua Solo helps make that visible.
It’s a small operational choice that sends a big cultural signal:
“We believe in cleaner, fairer mobility for all.”
12. The final charge: inclusivity that drives change
The EV transition is inevitable. The question is whether it will be equal.
By embedding Paua Solo in your salary sacrifice scheme, you ensure that your company’s sustainability journey doesn’t leave anyone behind.
You get a benefit that’s:
- Environmentally responsible - driving measurable carbon reduction.
- Socially equitable - making EVs affordable for every employee.
- Governance-friendly - clean, auditable, and HMRC-compliant.
Fairness and sustainability aren’t competing priorities - they’re the same story told two ways.
And with Paua Solo, that story has a charge card attached.
Paua Solo: the inclusive choice for responsible employers.
Paua Solo is the EV charge card solution for public charging in your salary sacrifice scheme. Contact Paua to learn how EV drivers can save up to 62% on public EV charging through salary sacrifice. Get cheaper, tax-efficient EV charging with Paua.
*This content is for general information only and does not constitute tax advice.
