Industries We Serve
FundWise serves employers across Construction, Healthcare, and Retail & Hospitality. One benefit, three industries — with curriculum tailored to how your people actually get paid.
Seasonal swings. Hourly pay. Crews stretched thin by money stress that follows them onto the job site. FundWise gives your people the tools to handle it — so you get fewer no-shows and lower turnover.
The real problem
Variable paychecks, seasonal layoffs, and limited access to traditional financial planning leave hourly construction workers more financially stressed than most.
Black Hills construction booms in summer and slows in winter. Workers who haven't learned to budget for variable income arrive at slow season already broke — leading to desperate financial decisions, distraction on the job, and exits to any employer who'll pay them through December.
Module 5: Budgeting for Variable IncomeThe construction industry sees annual turnover north of 20% for hourly and trade workers. Replacing a skilled crew member costs 33% of their annual salary in recruiting, re-onboarding, and lost productivity.
SHRM: 33% of annual salary to replace one hourly workerFinancially stressed workers are distracted workers. On a job site, that's missed instructions, slower work, and absenteeism when a financial crisis boils over.
Financial Health Network / John Hancock 2023How FundWise helps
FundWise group coaching sessions are live, conversational, and packed with actionable content — for construction teams, the curriculum leans hard on modules that address hourly and variable-income realities.
Teaches the "season-proof budget" framework: how to set a baseline from your lowest earning month, build a cash buffer during peak season, and avoid the financial freefall that happens when the work slows.
Addresses the psychological side of money stress — what it costs in focus and performance, and the practical frameworks that interrupt the anxiety loop.
Variable income often leads to credit reliance between slow seasons. Covers debt payoff prioritization, how interest really works, and how to stop the cycle of borrowing to survive the off-season.
Many construction workers leave benefits money on the table — HSA contributions, retirement matches, and insurance elections they don't fully understand.
See the numbers
Enter your headcount and average wage. The calculator preloads construction industry multipliers and shows your estimated annual cost — and ROI with FundWise.
Your benefits package is generous. Your employees don't fully use it — or understand it. FundWise closes that gap through live AFC-credentialed coaching, reducing burnout and turning benefits into a real retention advantage.
The real problem
Clinics, assisted living facilities, and healthcare offices in Rapid City and the Black Hills offer strong benefits. But employees don't know how to use them — and they're burning out in one of the most competitive hiring markets in any sector.
HSA participation rates among eligible employees hover around 30–40%, and only a fraction of those who do enroll invest their balance. Most treat it as a debit card for copays, leaving substantial tax advantages — and their employer's matching contributions — untouched on the table.
~30–40% HSA participation among eligible employees (EBRI 2023)Healthcare workers already contend with emotional and physical demands no other profession faces. When personal financial stress layers on top — a car repair they can't afford, debt they don't know how to pay down — retention crumbles.
Financial Health Network: $4,257/employee/year in productivity lost to financial stressEvery healthcare employer in the Black Hills is competing for the same CNAs, MAs, and support staff. The employers who actively help their people understand and use their benefits aren't just being generous — they're making themselves harder to leave.
SHRM: benefits education is a top-3 factor in employee retention decisionsHow FundWise helps
FundWise group sessions are led by an Accredited Financial Counselor (AFC) — not a software platform or a self-serve tool. For healthcare teams, the curriculum prioritizes benefits comprehension and financial stress management.
Walks employees through every line of their benefits — HSA/FSA mechanics, 401(k) match maximization, voluntary benefits elections, and what happens at open enrollment if they do nothing.
Gives healthcare workers a practical framework for identifying financial stressors before they become crises. Directly addresses burnout by removing one of its most common fuels.
Employees without savings buffers make desperate decisions — borrowing against retirement, skipping bills, or leaving a job for a $2/hr raise somewhere else. This module creates a practical savings plan even on a nurse's or MA's salary.
Shows employees in simple terms how employer match works, why starting early matters, and how to think about retirement as a savings problem they can actually solve.
See the numbers
Healthcare has a 20%+ annual turnover rate for support staff. The calculator preloads healthcare multipliers and shows your estimated annual cost — and what you'd save with FundWise.
Part-time hours. Variable tips. Thin benefits and sky-high churn. Financial stress doesn't stay at home — it drives no-shows, disengagement, and exits to whoever posted a job listing this morning. FundWise gives your team tools to get ahead financially — and reasons to stay.
The real problem
The Black Hills retail and hospitality sector sees some of the highest annual turnover rates of any industry. Most of it isn't driven by bad management — it's driven by employees who can't make ends meet and jump at any marginal pay increase.
BLS data shows retail and hospitality turnover routinely exceeds 60% per year. Replacing a part-time floor associate or server still costs 33% of their annual salary — recruiting time, onboarding, uniforms, and the productivity gap while they ramp.
SHRM / Work Institute: 33% of annual salary per turnover eventEmployees who are in a financial crisis — overdraft fees, payday loan cycles, an unexpected car bill — don't call in sick. They just don't show up. Research attributes $4,257 per employee per year in lost productivity directly to financial stress.
Financial Health Network / John Hancock 2023: $4,257/employee/yearYou may not offer a 401(k) match or full health coverage. But financial coaching is a benefit you can actually provide — and it signals to employees that you see them as people with financial lives outside the store.
PwC 2023: financial wellness programs reduce financially-driven turnover by 28%How FundWise helps
Retail and hospitality workers need financial education that meets them where they are — not webinars built for salaried professionals. FundWise group sessions are live, conversational, and explicitly built for hourly and variable-income earners.
Built for workers in high-stress, customer-facing roles who are also managing financial instability at home. Covers practical triage — how to prioritize when there's not enough, how to stop financial anxiety from bleeding into work performance.
Tips and commissions don't arrive on a predictable schedule. This module teaches the variable-income budget framework: how to set a floor from your worst week, build a buffer during strong stretches, and stop the feast-or-famine cycle.
Many retail and service workers are managing credit card debt or payday loans that consume their paychecks before they start. Covers payoff prioritization and practical ways to improve credit on a modest income.
A $500 emergency fund is the difference between a manageable car repair and a no-show spiral. Gives employees a concrete plan to build and protect a financial buffer — even on $15–18/hr.
See the numbers
Retail and hospitality have the highest turnover multipliers in the calculator. Enter your headcount and wage to see your estimated cost — and how much FundWise could save you in year one.