Financial stress follows your people to work.
So does financial clarity.
Money stress doesn't clock out at 5.
Financial clarity shouldn't either.
Fifty-nine percent of employees report financial stress, and it follows them to work. Not because they do not earn enough, but because they lack structure, clarity, and a plan. Charter Finance's Financial Wholeness Journeyâ„¢ changes that, and the impact shows up where it matters most: in performance, retention, & the decisions your people make every day.
The 150 people who walk in every morning.
Financial stress has a cost. It is just rarely measured.
Fifty-nine percent of employees report financial stress, and it follows them to work. They are not distracted because they are underpaid. They are distracted because their debt is structured poorly, they have no clear picture of where they stand, and no framework for the decisions they are being asked to make every day.
The cost of that distraction sits nowhere in your accounts. It is absorbed into missed deadlines, reduced output quality, leadership bandwidth spent on retention conversations, and the compounding cost of replacing people who leave, not because a competitor offered them more, but because they felt financially stuck and assumed a fresh start would help.
It rarely does. And for the organisation, the exit cost is real, immediate, and entirely avoidable.
For a 150-person professional services organisation, the combined cost of financial-stress-driven productivity loss and (based on average industry) turnover runs to over $4 million per year. This cost appears nowhere on the profit and loss statement - and it compounds every year it goes unaddressed.
To assess the likely impact on your organisation, please use the turnover calculator below.
Illustrative scenario based on published research benchmarks. Actual figures will vary by organisation size, industry, and salary profile.
The people you can least afford to lose are the most likely to leave for money.
SEEK data shows 62% of Australians who changed employers cited pay as the primary reason. For senior professionals, that is rarely the whole story. When someone lacks a clear financial goal and a structured plan to reach it, a salary increase elsewhere feels like progress. It is not. And for your organisation, losing a senior leader carries a cost that a recruitment invoice does not come close to capturing: months of productivity loss, team disruption, client relationship risk, and institutional knowledge that walks out the door permanently.
Two sessions. Five steps. Measurable outcomes.
The Financial Wholeness Journeyâ„¢ is delivered in partnership with your HR or People and Culture team. Charter Finance handles the content, facilitation, diagnostics, and reporting. You provide the room and the invitation.
Most financial wellness programmes measure logins.
Charter Finance measures financial improvement.
| Typical Wellness App or EAP | Charter's Financial Wholeness Journeyâ„¢ | |
|---|---|---|
| Approach | Generic financial content, self-serve, low engagement across the board | Structured group programme plus optional individual coaching sessions |
| Timing | Available whenever, opened by almost no one after the first week | Proactive: educates before financial decisions are made, not after |
| Individual depth | No individual engagement pathway. One-size content for everyone. | Each participant's Financial Wholeness Score is assessed individually across five pillars |
| Reporting to employer | Usage reports only: login counts, content views, completion rates | Anonymised Financial Wholeness Index scores, pre and post, delivered to HR |
| Accountability | No follow-up, no accountability loop, no second session | Diagnostic, coaching, six-month reassessment, and full Employer Impact Report |
| Measurable outcome | Cannot demonstrate financial improvement. Engagement only. | Financial Wholeness Score tracks documented improvement per pillar, every six months |
Four outcomes that move the needle.
The Financial Wholeness Journeyâ„¢ is not a wellness initiative. It is a performance strategy. The outcomes are measurable, the ROI is real, and the investment is minimal relative to the problem it addresses.
All data is fully anonymised. No individual scores are disclosed to the employer. The report shows aggregate pillar scores and movement only.
Proof you can take to the board.
The Financial Wholeness Score is a five-pillar diagnostic that measures each employee's financial health across debt management, cashflow surplus, financial resilience, protection and insurance, and wealth trajectory.
As an employer, you receive aggregate pre and post scores for your cohort after the programme. The improvement is documented, pillar by pillar, in a format designed for executive review.
What is turnover and financial stress actually costing your organisation?
Enter your headcount, workforce mix, and salary by seniority. Results update automatically as you type.
Adjust headcount, turnover rate, workforce mix, and salary by seniority level.
Adjust the inputs on the left. Results calculate automatically.
| Seniority | Replacement Cost Range | What is included |
|---|---|---|
| Junior | 40 to 60% of salary | Advertising, screening, onboarding, 1 to 2 month ramp-up |
| Manager | 75 to 100% of salary | Above plus recruiter fees, 2 to 3 month ramp, peer disruption |
| Senior Manager | 100 to 150% of salary | Above plus extended ramp, client relationship risk, knowledge loss |
| Executive | 150 to 200% of salary | Above plus executive search, team impact, strategic disruption |
Turnover cost benchmarks: SHRM 50% to 200% of salary; Deloitte 1.5 to 2x salary; AHRI Q4 2024 Australian average 16% turnover; SHRM 60-70% of turnover cost is indirect. Productivity loss applies AMP's estimated 7.7 lost hours per week to the severely or moderately stressed group only (around 23% of a workforce: 15% moderate plus 8% severe, AMP 2024). Illustrative improvement range draws on AMP Financial Wellness research (AMP's 2022 report attributed roughly $66 billion a year in lost national productivity to financial stress), Employment Hero Wellness at Work Report 2024, and published Australian benchmark data. Illustrative only - actual outcomes vary by organisation and are not guaranteed.
Charter Finance runs the Financial Wholeness Journeyâ„¢ programme end to end. Group sessions, individual coaching, and a full anonymised Employer Impact Report. Speak with us to find out what the right structure looks like for your organisation.
See the results before you scale.
Charter Finance runs the full Financial Wholeness Journeyâ„¢ with a pilot cohort of 10 to 20 team members. You receive the complete programme, including sessions, diagnostics, individual coaching access, and the full Employer Impact Report, before deciding whether to extend it across the organisation.
A 30-minute strategy discussion is all it takes to get started.
A direct conversation about your team, the programme, and whether it is the right fit. Charter Finance works with organisations across professional services, financial services, healthcare, and corporate sectors.
What organisations ask us most.
The following is general information only. For advice specific to your organisation, speak with the Charter Finance team directly.
The direct costs are visible: recruitment fees, onboarding, the productivity gap while a role sits vacant. The indirect costs are not. Research from Gallup and SHRM puts the full cost of replacing an employee at 40% to 200% of their annual salary, rising with seniority. For a senior professional at $170,000, that is $170,000 to $255,000 per departure.
On top of turnover cost, AMP's Financial Wellness research finds that employees who are severely or moderately stressed about money, around 23% of a typical workforce, lose an estimated 7.7 productive hours per week. Across a 150-person organisation, that adds up to several hundred thousand dollars a year in productivity loss that never appears on a line of the P&L.
The combined cost of financially driven turnover and ongoing productivity loss for a mid-sized professional services organisation runs to over four million dollars per year. It is one of the most significant unmeasured line items in most businesses.
An EAP is a reactive service. It is available when someone is already in distress. Most financial content on EAP platforms is generic, self-serve, and used by very few people beyond the first week of access. The reporting you receive tells you how many people logged in. It cannot tell you whether anyone's financial position improved.
The Financial Wholeness Journeyâ„¢ is proactive and structured. It runs group sessions before financial decisions are made, not after. Each participant receives a personalised Financial Wholeness Score across five pillars. Individual coaching is available for those who want to go deeper. And you receive a pre and post employer impact report with documented improvement across your cohort.
The distinction matters because the goal is different. An EAP manages distress. The Financial Wholeness Journeyâ„¢ builds financial capability, and the outcomes are measurable.
This is the question most organisations get wrong. Financial stress is not primarily a low-income problem. The PwC research that puts 59% of employees under financial stress includes your highest earners. A professional on $200,000 with $1.8 million in investment debt on the wrong structure, no clear financial goal, and no plan for what the next decade looks like is financially stressed regardless of their salary.
The stress comes from uncertainty, not from the absolute level of income. When people have clarity over their position, a defined goal, and a structured plan to reach it, the financial noise that distracts them at work largely disappears. Salary alone does not provide that. Structure does.
This is also why financial wellness programmes that focus on budgeting apps and debt calculators miss the mark for a professional workforce. The problems your senior people face are structural and strategic, not basic.
Often, yes. Because the premise is usually wrong. SEEK data shows 62% of Australians who changed jobs cited pay as the primary reason. But when people lack a clear financial goal and a structured plan, a higher salary number elsewhere feels like a solution to a problem that it rarely is.
When Charter Finance works through someone's actual position, the most common finding is that a 15 to 20% pay rise at a competitor is worth far less than correctly structuring the debt they already carry, redirecting their existing cashflow, and building a clear pathway to financial independence from their current income. They simply do not know this until someone shows them.
Not every departure is preventable. But a meaningful proportion of financially driven exits are based on incomplete information. The Financial Wholeness Journeyâ„¢ fills that gap before the conversation with a recruiter happens.
This is where most programmes fall down. They report engagement metrics: logins, completion rates, content views. These measure activity, not outcomes. A person who watched a five-minute video on budgeting has not materially improved their financial position.
The Financial Wholeness Journeyâ„¢ uses the Financial Wholeness Score, a five-pillar diagnostic that measures each participant's financial health across debt management, cashflow surplus, financial resilience, protection, and wealth trajectory. The score is run at the start of the programme and again at six months. Movement per pillar is documented and reported.
The Employer Impact Report you receive shows aggregate pre and post scores across your cohort. All data is fully anonymised. No individual scores are ever disclosed. What you get is a clear, board-ready picture of how your team's financial health changed as a result of the programme, and where the biggest improvements occurred.
The time requirement from your team is two 60-minute group sessions across six months. That is it. Charter Finance handles everything else: the content, facilitation, individual diagnostics, optional one-to-one coaching sessions for participants who want to go deeper, and the full Employer Impact Report delivered to HR at the end of the programme.
Session one is a group workshop covering debt strategy, cashflow management, and the principles behind the Financial Wholeness Journeyâ„¢. Session two, six months later, reassesses participant scores and tracks progress. Optional individual coaching sits between the two group sessions for anyone who wants to work through their own numbers in detail.
You provide the room and the invitation. Charter Finance delivers the programme.
The Financial Wholeness Journeyâ„¢ works best for organisations where a meaningful proportion of the workforce earns above median income and has real financial complexity: mortgages, investment properties, superannuation decisions, income protection gaps, and debt structures that could be working harder. The financial challenges these employees face are strategic, not basic.
Charter Finance has run the programme with organisations in professional services, financial services, healthcare, and corporate sectors. The pilot group is typically 10 to 20 employees. The programme scales from there once the Employer Impact Report demonstrates the value.
The pilot cohort is designed to demonstrate measurable impact before you decide whether to extend the programme across the organisation.
Your competitors offer gym memberships.
You can offer something that actually changes lives.
The Financial Wholeness Journeyâ„¢ is the only employer financial wellness programme that delivers a structured plan, individual coaching, and a measurable outcome report. Start with a 30-minute confidential conversation.
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