You already offer financial wellness. Does anyone use it?
Money stress follows people to work, and most financial benefits go unused because getting help feels like being sold to.
Savology gives every employee a personalized report card in three minutes and a complete plan in ten. No enrollment meeting, and no employee financial data for you to hold.
Why HR leaders choose Savology
Three minutes to value
No enrollment meetings, no statement uploads. Employees answer a few questions and walk away with a real plan the same day you launch.
Private by design
Each employee's plan is their own. Your organization never sees or stores anyone's personal financial information.
Every employee, not just executives
Planning help usually reaches the people who need it least. Savology works for the whole org chart, at every income level.
Human help, when you want to include it
Plans can be upgraded to include real people: an fpGuide™ who works through an employee's actual numbers, a Savologist™ for coaching and accountability, or sessions with a CFP® professional. Add it for everyone, or let employees upgrade themselves.
Vetted providers, not a directory dump
When an action item calls for a product or a professional, employees are pointed to providers we've vetted: their choice, never a requirement, and never a referral you have to administer.
More than 100,000 households have planned with Savology. The platform includes 19 planning modules and 18 literacy courses across 60 lessons. Source: Savology platform data, August 2026.
We never sell or share your people.
Savology also introduces households to financial advisors, and your employees are not in that pool. Every introduction comes from someone who found Savology through our own marketing, and anyone who joins through your organization is kept out of it: not sold, not shared, not listed.
The only door is the individual asking, from inside their own account. Your roster is never a source.
How we enforce it, and what we audit →What your employees see.
Your company's name over the same three-minute survey, ending on the report card each employee walks away with. Nothing for HR to administer, and no financial details ever come back to you.
Employees tap through in about three minutes
Your masthead over Savology's engine: tap-only answers, no documents, no account linking, and nothing for your benefits team to run.
Every employee gets graded, privately
A full report card across their whole financial life, A to F, seen only by them. You see participation and aggregate outcomes, never anyone's finances.
The benefit keeps working after enrollment
Each employee leaves with a personalized plan and prioritized action items, plus the education library behind it, so the value lands well past open enrollment week.
Frequently asked questions
You also sell introductions to advisors. Could our employees end up there?
No. Those introductions come only from households that found Savology through our own marketing, and anyone who joins through your organization is excluded from that pool: not sold, not shared, not listed. Non-enrollment is the baseline. The only way one of your people is ever introduced is if that person opts in themselves from inside their own account. The two run on separate systems and we audit that boundary.
What do employees actually get?
A personal financial report card in about three minutes, letter grades across retirement, savings, insurance, debt, and estate planning, and a complete personalized plan in about ten, with prioritized action items to raise every grade.
What does our organization see?
Aggregate participation only, how many employees have built report cards. Individual finances are never visible to or stored by your organization; each report card and plan belongs to the employee alone.
Can employees get help from a real person?
Yes. The report card and plan are self-serve, and plans can be upgraded to include human help: an fpGuide™ who works through an employee's actual numbers, a Savologist™ for guidance and accountability, or sessions with a CFP® professional. An advisor introduction is the one thing an upgrade never switches on. Your roster is never a source, and the only way one of your people is introduced is if they ask for it themselves.
What does launching require?
A link. There are no payroll integrations, no SSO projects, and no data feeds, announce it in a benefits newsletter or team meeting and employees have a personal result the same day.
How should we measure success?
Four things: activation (share of employees with a report card), completion time, repeat engagement (re-grades), and spillover into the benefits you already offer: retirement plans, insurance options, and HSAs.
The State of Household Finances
We graded 58,406 households. The gaps cluster where nothing in ordinary life prompts anyone to act: estate documents, retirement pacing, and disability coverage. All of it reported in aggregate, never per employee.
Savology is run by Brian Case, CFP®, a CERTIFIED FINANCIAL PLANNER® professional with three decades in the industry. He built and sold his own advisory practice before taking over Savology.
He still holds his CFP®, and he sets the rule that your employees’ financial details are never reported back to you, only aggregates. That line is drawn by a planner, not a marketer.