Better benefits you'll be able to afford.

Once founding partner deals close, ForCommon will give your team access to group pricing on cell service, insurance, and the household bills they're already paying, without adding to your HR workload.

See how it works →

Better benefits. Lower turnover.

What a financially stressed workforce costs you.

When household budgets break, employers absorb the impact, in productivity, in turnover, in healthcare costs, and in disengagement. The numbers are larger than most companies realize.

57%

of employees say financial stress is a top source of stress in their lives.

$26,993

average annual cost of family health insurance to U.S. employers in 2025.

50–200%

of an employee's annual salary is the typical cost of replacing them.

PwC Employee Financial Wellness Survey 2024 · KFF 2025 Employer Health Benefits Survey · SHRM

Here's how the math will change for employers.

Once ForCommon launches with founding partners, offering it as a workplace benefit will give employees savings on the costs they actually carry, without adding to your benefits administration burden.

What employers will gain

Reduced financial stress

Once it's live, employees who use ForCommon will spend less of the workday on personal financial concerns. PwC research already shows financially stressed employees lose roughly 5+ hours of productive time per week to money worries.

Lower voluntary turnover

Financial wellness benefits have been shown to improve retention, and the cost of replacing one employee runs 50–200% of their annual salary. Once it's live, employees will stay because the household savings ForCommon will deliver genuinely improve their financial life, retention earned through value, not lock-in.

Healthcare on the roadmap

Healthcare is the planned third pillar, group coverage designed to pool members for actuarial scale and reduce administrative friction. When it launches, layering on top of employer-sponsored coverage has the potential to ease both employer premium burden and employee out-of-pocket exposure. Specifics published once partner contracts and regulatory mechanics are in place.

Real take-home pay increase

Without changing wages, ForCommon will deliver compounding savings, starting with cell service and auto/home insurance, then expanding to food, healthcare, and housing as partnerships close. The effective raise grows toward thousands of dollars per employee annually as the rollout completes.

Zero administrative burden

ForCommon will handle enrollment, member support, and savings verification. Your HR team adds a benefit your employees actually use, without adding work to their plate.

Simple by design.

You join

Partners join

Founding partners will work with ForCommon to reach committed households without the cost of chasing them. Cell service and auto/home insurance first; food, healthcare, and housing planned for later phases.

Everyone wins

Founding partners will reach committed households without acquisition cost. Households will get the group rate. No partner's margin is squeezed, the savings come from eliminating customer-acquisition waste, not from cutting into the partner.

ForCommon is incorporated as a Public Benefit Corporation. Under PBC law, directors have a legal duty to consider the impact of company decisions on member households alongside shareholder interests. The same structure used by Patagonia, Kickstarter, and Allbirds.

How it Works

What ForCommon is worth to your bottom line.

Financially stressed employees cost their employers more than most CFOs realize, in productivity, in turnover, in healthcare utilization. Here's what the numbers look like for a 200-person company.

$120,000

annual savings from a 2-point drop in voluntary turnover

A 200-person company with 15% voluntary turnover replaces 30 employees a year. At an average $60,000 salary and SHRM's conservative 50%-of-salary replacement cost, that's $900,000 in annual replacement costs alone. Financial-wellness benefits have been shown to improve retention. A 2-percentage-point reduction in turnover, from 15% to 13%, means 4 fewer departures and roughly $120,000 back to the bottom line, every year.

Turnover replacement cost: Society for Human Resource Management (SHRM), 50% of annual salary low-end estimate. Retention impact of financial benefits: Bank of America Workplace Benefits Report, 2024.

$427,500

annual productivity recovered from reduced financial stress

PwC research finds 57% of employees say financial stress affects their work, and that financially-stressed employees lose roughly 5 hours of productive time per week to money worries. For a 200-person company at $60K average salary, that's 114 stressed employees losing about $7,500 each annually, $855,000 in total productivity drag. If ForCommon's projected savings alleviate the stress for half of those employees, that's $427,500 in recovered productivity per year.

Productivity loss data: PwC Employee Financial Wellness Survey, 2024. Hourly cost calculated at full annual compensation ÷ 2,080 work hours.

Planned

group health partnerships, on the roadmap

Healthcare is the planned third employer-facing pillar, group coverage designed to pool members for actuarial scale and reduce the administrative overhead built into individual marketplace plans. When it launches, layering on top of employer-sponsored coverage has the potential to meaningfully reduce both the employer's premium burden ($19,276 per employee in 2024, per KFF) and employees' out-of-pocket exposure. Specific savings figures will be published only once partner contracts and the regulatory mechanics are in place.

Employer share of family premium: KFF 2024 Employer Health Benefits Survey ($19,276 employer contribution; $25,572 total premium).

Three independent scenarios, not additive. Each models a different lever (retention, productivity, future healthcare) under conservative assumptions. Any one of them on its own typically justifies the program; the combined upside is what makes the case obvious to a CFO.

Public Benefit Corporation

Directors have a legal duty to act in service of member households, not just financial returns.

Free to cancel anytime

No contracts, no commitments. Stay because the savings are worth it, not because you're locked in.

Every dollar verified

Savings are measured against your actual prior spending, not estimates. We'll bring in independent annual audits once we launch.

We never sell your data

ForCommon is funded by member subscriptions, full stop. Member data is never sold to providers, advertisers, or any third party.

From the founders

We're Gunner and Luke. We started ForCommon because group pricing has always worked better for everyone, companies reach committed customers at lower cost, and those customers get institutional rates. We're just building the place where families and providers can finally meet on those terms.

Got a question? hello@forcommon.com , we read every message.

Be first in line.

ForCommon's pilot launches in 2026, once the founding waitlist reaches the threshold needed to secure group rates. Join now for early access and founding-member pricing.

Common questions

ForCommon brings group pricing to the bills your household already pays. We're starting with cell service and auto/home insurance, where industry benchmarks place group-rate discounts at roughly 15–25% on phone/internet plans and 10–20% on insurance compared to standard individual rates. Healthcare, mortgage, and groceries are planned future pillars. As we add categories, the cumulative effect compounds, group-rate access across most major household expenses can reduce total household spending by an estimated 8–12% once all pillars are active. These figures reflect industry-standard group-rate economics; actual member savings will vary by household and will be published transparently as ForCommon onboards founding members.

ForCommon's pilot launches in 2026, once the founding waitlist reaches the threshold needed to secure group rates. Waitlist members get priority access, the more families who join, the stronger our position to arrange great group pricing with partners from day one.

It depends on who you're with today, we can't say without knowing. If you're already with one of our partners, joining gets you the group rate without switching anything. If you're not, you'll see what our partner's price looks like for that category and decide for yourself. Switching is always optional, never required, the savings only count if they're worth it to you.

You pay your partners directly, the same way you do today, the billing relationship stays between you and them. ForCommon arranges the group rate; we don't sit in the middle of the money. Down the road we'd like to consolidate billing through ForCommon so households see one statement instead of many, but that requires the state-by-state licenses to handle members' money on their behalf, a multi-year regulatory process. For now, the simpler arrangement keeps everything straightforward.

If ForCommon hasn't saved you more than your first-month membership fee within your first 30 days as a member, email support@forcommon.com and we'll refund the fee, no questions asked. The guarantee is a refund commitment, not a savings claim, so the math is simple: if the value isn't there in month one, you don't pay for month one.

The first 1,000 paid members are founding members and get a permanent $10/month rate for life, independent of household size. Once those 1,000 spots are filled, new subscribers move to the household-size tiers (Tier 1: 1–2 members, Tier 2: 3–4, Tier 3: 5+). Founding members keep their rate even as their household grows.

Savings ranges shown reflect industry-standard group-rate discounts published by carriers and the Insurance Information Institute. Member savings will vary by household, current spending, and the partnerships ForCommon secures, and will be published as we onboard founding members. Numbers shown are projections, not guaranteed outcomes.