IN TURN creates a rotating savings pool where employees contribute a fixed amount biweekly via payroll deduction and receive scheduled lump-sum payouts on a rotating basis. It's not a loan—there's no interest, no credit checks, and no repayment. It's a dignified, structured mutual support system.
Core principle: Everyone contributes equally. Everyone receives their turn. The pool rotates on a predictable schedule.
IN TURN is designed for hourly workers, commissioned employees, and teams with variable income. These are the people who benefit most from predictable lump-sum payouts to smooth out cash flow gaps.
Participation is voluntary. Employees opt in by choice. The employer facilitates the platform but doesn't fund the pool (unless they choose to match contributions).
Many employers evaluate relief fund solutions. Here's how IN TURN compares to enterprise solutions:
$500 setup + $200/month admin fee paid to IN TURN. The employee pool is separate—you don't fund it.
Setup takes 10 minutes. Ongoing admin is approving payout requests.
Financial stress reduces productivity. IN TURN participants are 72-92% more likely to stay, significantly reducing turnover costs.
When employees support each other, trust and solidarity strengthen organically.
Know exactly when your payout is coming. Plan around it.
This isn't lending. You contribute, you receive. No debt, no credit checks.
Requests are private. The structure is transparent. No stigma attached.
Knowing your team has your back reduces financial anxiety significantly.
As the employer, your role is simple:
You don't manage the funds. You don't bear financial liability. You facilitate access to a peer support system that employees control.
We recommend starting with a 6-12 month pilot to test participation and structure. Pilots typically include 10-20 employees. During the pilot, you'll get monthly reports on participation rates, payout requests, and fund balance.
After the pilot, you can expand to more teams or departments based on what you learn.