Eligible population, the stipend amount and cycle, covered and excluded spending categories, any vendor-specific rules, the receipt submission window, and how each category is taxed.

Those are the pieces the builder above walks through. The tax line matters more than people expect: in Compt, tax treatment is set per category and carries through to payroll from there, so the categories you pick are also a tax decision.

Yes, and you choose when the change takes effect: immediately, at the start of the next cycle, or on the first of the next month.

Eligibility can be set by location, department, employment type, level, or tenure, and any of those can change mid-cycle. On accrual-based stipends, balances prorate from the change forward rather than being rewritten retroactively.

Stipends can be paused for employees on maternity, paternity, or short-term disability leave, then reactivated when they return.

Employee records sync from your HR system daily by default, with hourly sync available, so status changes reach Compt without anyone updating a spreadsheet. Worth stating the intended behavior in the policy anyway, so employees know before it happens to them.

You set two windows per stipend: how many days before the period starts a purchase can be claimed, and how many days before the period ends submissions close.

Both are configurable per stipend rather than fixed platform-wide. Pick your numbers and put them in the policy, so late submissions follow a rule instead of getting handled case by case.

Nothing is rejected automatically. A person always makes the call.

You can set auto-approval rules by vendor or dollar threshold, and anything outside those rules goes to admin review, or to Compt's team if you'd rather we handle review for you. Compt's AI flags the status of each expense against your policy to speed that review up, which is why a detailed policy makes the flags more accurate. More on how this runs day to day on Compt's LSA product page.