One relationship.A whole team.
One relationship.
A workplace financial wellbeing program for Australian businesses of 20 staff and up — run by a licensed advice group, with every person in your business covered.
If two or three of those landed — this page is for you →
A pay rise is the instrument most employers reach for, and it is the one least suited to the job. It is permanent, it compounds, it is taxed, and it lands against a household position nobody has ever mapped. What actually causes the stress is structure: a home loan set once and never revisited, no income protection, superannuation sitting in four accounts from four past employers, and a surplus nobody has found.
The things you already have are good at what they were built for. An employee assistance program (EAP) is genuinely valuable for counselling — but it cannot give financial advice, restructure a loan or arrange cover. Your default super fund almost certainly offers a workplace program, and it is free; ASIC’s guidance on intra-fund advice is explicit that it “cannot relate to financial products outside the superannuation fund” (ASIC, intra-fund advice guidance, as at August 2026). A budgeting app shows what was spent. A one-off seminar creates awareness on the day, and then nobody owns the next step.
A household has all eight to manage. The super fund program reaches one. A budgeting app reaches one. This program reaches all eight — five specialisations under one relationship, because the stress is spread across all of them, not parked in one.
Savings land after tax. A pay rise gets taxed on the way through — so matching found money with salary takes a much bigger number, and the higher the salary, the bigger the gap. Pick a figure and a salary:
Illustrative mechanics only: uses 2025–26 resident marginal tax rates (16% / 30% / 37% / 45%) plus the 2% Medicare levy for the salary band selected, applied to the whole rise, and the 12% super guarantee; a rise that crosses into the next bracket grosses up further still, and payroll tax may add more. Not a promise of savings — whether savings arise, and how much, depends entirely on each person’s circumstances.
No desk drops, no cold emails to your staff. It starts in the open, with everyone — and after that, every conversation happens on your employee’s terms.
We introduce the program to everyone at once: what it covers, what it costs them (nothing to hear us out), and the confidentiality position in plain language — including exactly what you as the employer do and don’t see. Everyone hears the same thing, so nobody wonders why a colleague was “picked”.
Anyone who claims a check-up place picks the format that suits their life. Nobody is marched into a meeting room.
A Teams call, typically from home — because it’s the easiest way to get both your employee and their partner in the same conversation. Money decisions are household decisions, and the plan works best when both people are in the room.
Face to face, away from the workplace entirely. Home base is Cremorne — and as part of The Commons group, we can meet at 19 locations across Melbourne and Sydney. See the locations ↓
We come to you — a private room on site, booked back to back, so a whole team can be seen in a day with no travel time lost.
Sydney rooms are available when we’re seeing several of your team in one visit — we’ll batch the bookings so nobody travels for a single meeting.
Most staff benefits are a cost to you and a perk for them. This one is built so the same piece of work answers a problem your employee has and a problem your business has — which is the only reason a program like this survives a budget review.
A pay rise hands someone more money to run through the same leaky structure. The right guidance works the other way — it finds the money already there. And once an employee can see their goals working on their current salary, the whole dynamic changes.
The home loan revisited, cover right-sized, super consolidated out of duplicate accounts, tax structure reviewed — and a monthly surplus mapped for the first time.
Money that was already being earned is released — repayments restructured, premiums matched to actual need, duplicate fees gone, a surplus that finally has a job.
The position is mapped, the buffer exists, and there is a person to take questions to — the worry stops following them to work.
When the household position improves without a bigger number, the rise conversation stops being the only lever — for them and for you.
A deposit timeline, the school fees, the retirement track — visible and on course with what they already earn. An employee who can see that isn’t shopping for a bigger number.
Illustrative only — where savings arise, and how much, depends entirely on each person’s circumstances. Nothing on this page is a promise of savings or of any financial outcome.
Everyone in your business gets the first layer. Anyone who wants it gets the second. The third belongs to your employee — and it survives them leaving you.
Quarterly financial wellbeing sessions on site or online, a co-branded sign-up page, and open access to the calculator suite and Learning Zone for staff and their partners. Plus an anonymous annual wellbeing survey, benchmarked year on year.
Your staff claim a place themselves. Nobody is nominated and nobody is told to go. A structured fact-find, a clear picture of where they stand, and a personal roadmap of the right steps in the right order.
Participants are matched to an advice membership that belongs to your employee, not to you — and it survives them leaving. How it’s funded is up to you: four options below, from employee-paid through to employer-funded.
Nothing upfront, and nothing at all for staff who never take it up. You pay only as people actually engage, so your first invoice reflects real take-up rather than a forecast.
Every option keeps the same confidentiality position and the same monthly-in-arrears billing. In the 20-minute conversation we show all four against your actual headcount and tell you which we’d recommend for a business your size, and why.
You fund the workplace layer — sessions, education, calculators and the annual survey. Any membership an employee takes up is entirely their own, at their own cost.
Lightest footprintYou fund a set amount toward each participating employee’s first year. After the funded period, the membership — and the relationship — is theirs, and it survives them leaving you.
The structure this page describesYou fund each participating employee’s membership for as long as they work for you. If they leave, the relationship transfers to them to continue at their own cost.
The strongest ongoing benefitYou and the employee share the ongoing membership cost at an agreed split — a middle path that keeps both sides invested in it being used.
Shared commitmentMost of your staff don’t run their money alone. The mortgage is joint, the bills are joint — and so is the stress. A program that only ever looks at one payslip solves half the problem, and the other half walks back in the front door every evening.
The workplace layer — sessions, calculators and the Learning Zone — is open to staff and their partners, and the confidential check-up looks at the household position, not one income.
Two incomes, one roadmap: whose super gets attention, how the loan is structured, what the household surplus actually is. The worry your employee carries for their partner gets an answer too.
When a household finally gets its finances sorted, both people know where it came from. “Your work did this?” is the kind of thing that gets said at dinner tables — and retention pressure often starts at home, so winning the household matters.
An employer that looked after the whole household is remembered by the whole household — including the half you never employed.
Most advisers work alone and are expected to cover strategy, lending, insurance, investment research and administration in the same hour. Fintor splits those across specialists and gives each person one contact who coordinates them — like a GP coordinating your care while specialists deliver the expertise.
The strategic roadmap — the right decisions, prioritised and sequenced. The only layer that can model a position on a current income and on a higher one — illustrative only, never a forecast or a promise of promotion, income or outcome.
For many households the home loan is the largest recurring cost, and the one least likely to have been revisited since it was written. Credit assistance through AFG, ACL 389087.
Income protection, life, total and permanent disability (TPD) and trauma cover — so a serious illness doesn’t also become a financial crisis. General advice only, via Nexa Life Solutions, AFSL 563622.
Super often sits in a default option, spread across accounts from past employers. Portfolios are governed by an Investment Committee rather than one adviser’s view. Elective — never a condition of anything.
Mostly relevant to you and your fellow owners — including whether the business premises sit in the right structure, and what happens to the business if a founder stops.
Four pillars, 35 modules and 20 calculators, open and ungated at fintoreducation.com.au. Full reach and no barrier — useful from day one, whether or not someone books anything.
Because you are billed per participating employee, you receive the names of the staff who take up a place — an invoice you cannot verify is one you should not pay. That is the only individual-level disclosure in the program, and every employee is told about it in plain language before they engage.
All of it held under Fintor’s AFSL 559460 and Fintor’s own Privacy Policy — not yours.
Nothing else. Not even their level — placement reflects their finances.
Small numbers are suppressed in all reporting, and the agreement undertakes that participation never bears on an employment decision.
You tell us your headcount and the rough shape of your team. You get back:
What the program would look like for your business specifically — sessions, an indicative take-up range based on our own modelling, and the shape of the first year.
Against your actual headcount, not a generic price list — with the four ways you can fund it and which one we’d recommend for a business your size, and why.
Which of the four funding options fits a business your size and why — with the numbers worked through against your actual headcount, not a generic price list.
Twenty minutes, no cost, no obligation — with a Fintor adviser rather than a salesperson. Nothing is charged unless you decide to run the program, and nothing is charged for staff who never take it up.
No, and no. You receive the names of participants for billing and aggregate reporting — nothing about anyone’s money, not even which level they were placed in. All personal financial information is collected and held by Fintor under AFSL 559460 and Fintor’s own Privacy Policy. The advice relationship is between Fintor and your employee, under Fintor’s licence, not yours.
Fair question. Advice is fee-for-service and earns no product commission. Lenders pay a commission on loan settlement and insurers may pay one built into a premium — both disclosed in writing before anyone proceeds. Portfolio management is elective and never a condition of anything. Fintor Group is non-aligned — not owned by a bank or insurer — and by law cannot call itself independent, so instead every dollar is disclosed.
There are four ways to fund it, from the workplace program alone through to funding a set amount for every participating employee. We will show you all four against your headcount and tell you which we recommend. On tax: fringe benefits tax (FBT) treatment depends on how a program is structured and on your own circumstances, so we will tell you exactly how we structure and invoice it, and you should obtain your own tax advice before proceeding. We would rather raise that ourselves than have it raised later.
Some of your team will, and some won’t — which is why it is billed monthly in arrears, so you pay nothing for the ones who don’t. Take-up is reported to you quarterly. If it is lower than we expected, you will see that in the numbers rather than hearing it from us at renewal.
No — and the distinction matters. Financial counsellors provide a free, independent service for people in financial hardship, usually through a community organisation, and the National Debt Helpline (1800 007 007) is the place to start for that. This is a licensed financial advice service for people who want to make better decisions with what they have. If a member of your team is in genuine hardship, we will say so and point them to the right service.
You get the outline, the indicative cost and the brochure. If you want to go further, we scope the program and the confidentiality undertakings in writing, and your accountant sees it before you sign anything. A program can be live in about six weeks from that point.
Once someone takes up a place, they are matched to the right level of support by Fintor’s own placement process — on income and household position, assets, complexity and what is actually in front of them. Never on their job title, and never by anyone at your company.
For most of a workforce. A Financial Guide as a single point of contact, a strategic roadmap, the same specialists behind Fintor, the MyView portal and the Learning Zone. Advice packaged as discrete fixed-fee strategies. $250 to establish, then $129 a month, month to month.
Explore Who Says? →Managers and senior staff. A dedicated Client Success Manager, live dashboard, personalised reporting, document vault, and half-yearly and annual reviews with an Adviser. $149 a month, after a one-off engagement fee and advice fee.
See the What’s Next? membership →Owners and executives. Everything above plus a dedicated Financial Adviser, ongoing management of comprehensive strategies, and advanced strategy across super, SMSF, tax and estate. $229 a month, or $349 with an SMSF, after a one-off engagement fee and advice fee.
See the What’s Possible? membership →Which membership suits is recommended by the Client Success Manager based on the person’s situation — complexity drives the depth of the team, never an upsell. You are never told which level anyone was placed in, because placement reflects their financial position. Fees are indicative, include GST, and are confirmed in writing with your employee before any work begins. Everything on this page is general information only — it does not take into account any person’s objectives, financial situation or needs, and it is not a recommendation to acquire any financial product.
The program fee stops making sense against the number of people it reaches. Your team can still come to Fintor individually, and Who Says? is built for exactly that — $250 to start and $129 a month.
The program scales, but at that size the delivery model and pricing are shaped differently. Book the same conversation — we’ll scope the larger-workforce version with you.
Genuinely reasonable, and this is the wrong thing to buy. Fintor’s calculators, modules and Master Class material are free and ungated at fintoreducation.com.au — use them.
Being routed somewhere else is not a rejection. It is cheaper for you and it works better.
Send us the size and rough shape of your team and we’ll come back with a one-page outline, an indicative year-one cost against your actual headcount, and the four ways you could fund it. You’ll speak to a Fintor adviser, not a salesperson.
Pick a time →Or call 1300 346 867
yourfinancialmentor@fintor.com.au
Level 1, 33 Cremorne Street, Cremorne VIC 3121