InTurn is a structured savings program that gives employees real financial resilience — delivered through payroll, runs on autopilot, takes 15 minutes to set up.
$500 setup + $200/month. No loans. No interest. No credit checks. No admin burden.
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$500 one-time setup + $200/month. No per-employee fees. No usage-based charges. One flat rate regardless of team size.
Live in under a week. We handle everything — program setup, employee onboarding materials, and payroll integration guidance. Your HR team signs off; we do the rest.
Yes. Employers never see individual contribution amounts. You only see aggregated pool data — total pool size and rotation schedule. Individual financial details stay private between employees and InTurn.
Works for teams of 10 or more. Our sweet spot is 20–50 employees — small enough that everyone knows each other, large enough to build a meaningful pool quickly.
Participation is voluntary. Even 30% participation creates meaningful support — a 6-person pool in a 20-person team means someone gets a payout every few months. Higher participation just makes it better for everyone.
They can try — most don't. 56% of Americans can't cover a $1,000 emergency. InTurn works because it's automatic (payroll deduction), social (your coworkers are counting on you), and guaranteed (everyone gets their turn). Saving alone requires discipline most people don't sustain. InTurn removes willpower from the equation.
No interest. No credit check. No applications. No debt. InTurn is a peer support pool — employees contribute together and take turns receiving the full amount. It's not borrowing, it's belonging.
The system handles departures automatically. Remaining members continue their rotation schedule. No one loses their contribution.
InTurn is employer-facilitated, not employer-funded. It's a voluntary payroll deduction for a peer benefit — similar to United Way or other voluntary payroll programs. No employer liability.
You set up the pool with fixed contribution amount and participant group
Eligible employees opt in by signing a participation agreement
Contributions happen automatically via biweekly payroll deduction
Payouts rotate on schedule — everyone gets their turn
Source: SHRM Employee Benefits Survey
Source: PwC Employee Financial Wellness Survey
Source: SHRM Human Capital Benchmarking Report
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Replacing one employee costs 50–200% of their annual salary in recruiting, training, and lost productivity. InTurn helps reduce financial stress — one of the top reasons people quit. A $200/month benefit that helps you keep one person longer pays for itself in a single paycheck.
You're not managing a loan program. You're not fielding awkward requests. InTurn runs the platform end-to-end — you just point your employees to it. Your job is literally done at setup.
The employer doesn't fund the pool. Employees contribute to each other. You're sponsoring access to the platform — not putting company money on the line. Think of it like covering a gym membership, not a line of credit.
You can put it in your job postings: "We offer an employee mutual fund." That's a differentiator in a tight labor market — especially for hourly workers and small teams where every dollar of compensation counts.
Join our growing community of employers investing in their teams.
Be among the first companies to offer this benefit — and help shape what it looks like.
Let's talk about how InTurn can support your employees and strengthen your workplace culture.
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