Depending on the reimbursement history of the company to the employee the bike allowance, the public transport reimbursement, the employer organized carpool reimbursement and the provision of a company bike can be on top or within the legal mobility budget. When is this the case?
If an employee has one of the above allowances 3 months before the request of his/her legal mobility budget, the employee can have the allowance on top of the mobility budget. This employee will get therefore by example a legal mobility budget and a bike allowance. The employer is not obliged to give these allowances on top of the mobility budget. It is thus the choice of the employer if this is allowed or not.
If an employee didn't receive the allowance 3 months before the request of his/her legal mobility budget, the employee can only get these allowances within the mobility budget. This means that the mobility budget can be used to pay for these commute. The legal mobility budget of the employee will thus by example be used to get his bike allowance.
At the moment our product can only allow one of the two above mentioned options within one company. The employer needs to decide if every employee gets their allowances within or on top of the legal mobility budget. This taking into account te above mentioned rules. So the employer can only decide to give the allowance on top, if every employee is eligible for this.
The determination of the size of the mobility budget normally takes these trips, and thus costs, into account. If this is not the case, these costs can be reimbursed outside of the mobility budget. This means that if you drive with your own car to a client, the fuel costs of this trip can be reimbursed on top of the mobility budget.