Before we run the numbers
What's your role?
Before we run the numbers
What are you seeing in your workforce?
Select what's showing up. We'll connect it to what it's costing.
Optional — select one. You can change this after seeing your results.
Your organization
Results update instantly
Default: 156 hrs (3 hrs/week x 52 weeks). PwC, 2023.
Default: 50% (SHRM conservative floor). Range: 50%–200% by seniority.
Default: 18% — the U.S. average voluntary turnover rate, applied only to the financially stressed population. Financially stressed employees are 2× more likely to be actively job-seeking than non-stressed peers, making elevated turnover within this group a reasonable assumption.
Default: 56%. PwC, 2023.
Your organization
Used to calculate headcount and dollar impact
Industry benchmark indicators
Every figure below is sourced to a named published study
What the research tells us
60%
of full-time U.S. employees are stressed about their finances
PwC Employee Financial Wellness Survey, 2023 — View source
56%
of stressed employees spend 3+ hours per week on personal finances during work hours
PwC Employee Financial Wellness Survey, 2023 — View source
2×
more likely to be job-seeking — financially stressed employees vs. non-stressed peers
PwC Employee Financial Wellness Survey, 2023 — View source
28%
of full-time employees run out of money before payday — including 15% earning $100k+
PwC Employee Financial Wellness Survey, 2023 — View source
34%
of employees have less than $1,000 saved for emergencies
Bankrate Annual Emergency Savings Report, 2024 — View source
Your company's indicators
Enter what you know — leave blank what you don't. Each indicator is sourced.
Internal data inputs
401(k) hardship loans or early withdrawals
Strongest single predictor in HR data — 3–5× more correlated with financial distress than general surveys.
Bank of America Workplace Benefits Report, 2023 — View source
%
High signal
Pay advance or earned wage access requests
Direct indicator of liquidity distress — the employee cannot cover expenses before their next payday.
PwC Employee Financial Wellness Survey, 2023 — View source
%
High signal
ER / urgent care utilization above plan baseline
Employees above 2+ ER visits/yr above your plan average. Financial stress delays preventive care, leading to avoidable acute episodes.
Advisory Board Healthcare Financial Research — View source
%
Med signal
EAP financial counseling utilization
Only ~1 in 5 employees who need financial help access EAP — this indicator likely undercounts the true financially stressed population.
International Foundation of Employee Benefit Plans, 2023 — View source
%
Med signal
Voluntary turnover rate
Financially stressed employees are 2× more likely to be job-seeking. Elevated turnover above your sector baseline is a meaningful proxy signal.
PwC Employee Financial Wellness Survey, 2023 — View source
%
Med signal
Employees not contributing to 401(k) at all
Non-participation typically indicates month-to-month cash pressure crowding out any capacity for deferred saving.
Vanguard How America Saves, 2023 — View source
%
Soft signal
Absenteeism above industry baseline
Financial stress linked to ~$500/year in excess absenteeism costs per employee. Best used as a corroborating signal alongside others.
International Foundation of Employee Benefit Plans, 2023 — View source
%
Soft signal
Your estimate
Select a mode above and enter your organization details
—
Your results will appear here as you fill in the fields above.
—
employees estimated to be financially stressed
—
estimated annual productivity cost
PwC, 2023
—
estimated stress-linked turnover cost
BLS JOLTS · PwC, 2023
Pre-filled at $32/employee — the midpoint of comparable programs ($15–$50 per employee annually). Adjust to match your budget assumptions.
Why Aura works differently
76.7%
monthly active engagement — versus 2–5% for traditional financial benefits programs
The issue isn't the tools. Your employees may already have access to budgeting platforms, 401(k) programs, and EAP services. But if their relationship with money is broken, they face psychological barriers that make those tools unusable — they freeze, default, or opt out. Aura fixes the relationship first, which makes everything else usable. That's why engagement holds at 76.7% instead of spiking at enrollment and disappearing.
Aura platform data, 2024 · Motorola Solutions deployment
Aura platform data, 2024 · Motorola Solutions deployment
This cost is already on your books — your employees are already living it.
What this means
For your organization
Select a priority above to generate a ready-to-send email for your leadership — written in your voice, built around your numbers.
Paste directly into an email or memo to leadership
Want this as a PDF you can share with leadership?
Enter your work email and we'll send a clean summary — no login required.
✓ Got it — check your inbox shortly. We'll follow up if you want to dig deeper.
Want us to run this with your real data?
Our team can walk through your specific numbers and show you what a pilot would look like.
Book 30 minutes →
Our team can walk through your specific numbers and show you what a pilot would look like.
Estimates are for internal planning purposes based on published peer-reviewed research and nationally representative surveys. Results are conservative — actual impact may be higher. Individual organization results will vary. Sources: PwC Employee Financial Wellness Survey (2023) · SHRM · Bank of America Workplace Benefits Report (2023) · Vanguard How America Saves (2023) · BLS Job Openings and Labor Turnover Survey (2023) · International Foundation of Employee Benefit Plans (2023) · Bankrate Emergency Savings Report (2024). Generated by Aura Finance Financial Stress Estimator — aurafinance.io