Last updated
Purpose: To acknowledge and reward the hard work, achievements, and contributions of all Kickass Online Ltd (‘KO’) employees, fostering a culture of appreciation, motivation, and high performance.
Scope: This policy applies to all KO employees. Commission entitlements apply specifically to roles where business development or sales activity forms part of the employee’s responsibilities, as specified in their contract of employment.
Recognition Programmes
KO operates a range of recognition programmes to acknowledge employee achievements, including formal awards, informal acknowledgments, shout-outs in team communications, and team celebrations. Recognition is given promptly and specifically, tied to the contribution being celebrated, not given generically.
Performance-Based Rewards
Bonuses, salary reviews, and promotions are based on individual and team performance, assessed against agreed objectives. Performance criteria will be communicated clearly at the start of each review period. All monetary rewards are discretionary unless otherwise stated in writing in the employee’s contract of employment, and are subject to PAYE income tax and National Insurance contributions.
Sales Commission
KO operates a commission scheme for eligible employees involved in winning new business. The following terms apply:
Rate: Commission is payable at a starting rate of 6% of the net contract value (excluding VAT) for any new client contract directly attributable to the employee’s sales activity.
Eligibility: Commission is payable to employees whose role includes business development or sales, as confirmed in their contract of employment. Employees outside these roles may be eligible for a referral payment at KO’s discretion, this will be confirmed in writing before any referral is made.
Payment trigger: Commission becomes payable once the client has signed a contract and KO has received the first payment from that client. Commission is not payable on contracts that do not proceed to payment.
Calculation: Commission is calculated on the net contract value of the initial term only, unless otherwise agreed in writing. Recurring retainer revenue does not attract commission beyond the first payment period unless a separate written agreement is in place.
Payment timing: Commission will be calculated and paid in the payroll run following the month in which the qualifying payment is received from the client.
Clawback: If a client cancels and receives a full or partial refund within 90 days of the contract start date, any commission paid in respect of that contract will be subject to clawback, deducted from the next available payroll. Employees will be notified before any deduction is made.
Tax: All commission payments are subject to PAYE income tax and National Insurance contributions and will appear on the employee’s payslip in the relevant pay period.
Changes to rates: KO reserves the right to amend commission rates with a minimum of one month’s written notice. Changes will not apply retrospectively to contracts already signed.
Milestone Celebrations
Significant work anniversaries, project completions, and other milestones will be recognised to appreciate long-term commitment and contributions. These may include a personal message from the director, a team acknowledgment, or a small gift, the form of recognition will be proportionate to the milestone.
Peer-to-Peer Recognition
KO encourages a culture where employees recognise and appreciate each other’s contributions. Employees are encouraged to call out great work in team channels. No formal peer nomination process is required, recognition given promptly and genuinely is more valuable than a scheduled programme.
Non-Monetary Rewards
In addition to monetary rewards, KO may offer non-monetary recognition including additional time off, public acknowledgment, professional development opportunities, and other perks. Where additional leave is offered as a reward, it will be confirmed in writing and taken within three months of the award.
Transparency and Fairness
The criteria for recognition and rewards will be communicated clearly and applied consistently. Employees who believe a reward decision has been applied unfairly may raise this through the Grievance Procedure.
Feedback
KO will periodically seek employee feedback on the effectiveness of its recognition and reward programmes and adapt them accordingly.
Review
This policy will be reviewed annually.
Last reviewed: May 2026.