Practical articles for HR and people leaders weighing a financial wellness benefit, and for employees dealing with unexpected expenses, borrowing, and cash flow.
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When a lender says there's no hard credit check, that's about what shows up on your credit report. It doesn't mean nobody reviews your finances, and it doesn't mean you'll be approved.
When a lender says there's no hard credit check, that's about what shows up on your credit report. It doesn't mean nobody reviews your finances, and it doesn't mean you'll be approved.
APR, total repayment, term length and interest-free periods, explained with a worked hypothetical example so you can see what a small loan will really cost before you sign.
Some money problems are a timing gap a small loan can bridge. Others are a pattern that borrowing makes deeper. Here's a plain self-check to tell which one you're dealing with, and where to turn if it's the second kind.
A plain guide for employees whose workplace offers Buffer: what it is today, what Buffer looks at when you apply, how the 29-day interest-free repayment period fits in, and how it's different from payday loans and pay advances.
For hourly and shift-based workers, money strain often comes from how the work is set up: hours that move, gaps in paid sick leave, and low pay in certain industries. Here's what Statistics Canada data shows, and what employers can change.
The usual wellness-program tactics (incentives, participation targets, everyone's-doing-it messages) don't fit a borrowing benefit. Here's how to talk about one so people feel free to use it or ignore it.
A vendor-neutral list of questions for HR and finance teams comparing emergency loan providers, covering borrowing costs, eligibility, data, communications and who handles repayment.
No cost to the employer doesn't mean nobody carries anything. Here's what the employer does, what Buffer does, and what an employee takes on if they borrow.
Financial education helps, but on its own it can't cover a surprise bill or smooth out a short pay period. Here's a practical map of what else employers can offer, and where each piece falls short.
Three Canadian sources point the same way on financial stress, but they measure different things. Here's how to read them, and what they do and don't tell employers of frontline and hourly teams.
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