NOW IRS-COMPLIANT

A Premium Benefit for Employees at No Cost to the Company
PTO Exchange is funded entirely through an IRS-compliant service charge paid by employees at the time of exchange. No PEPM fees. No monthly hosting costs. No new budget line. Just a benefit your employees love, and a reduction in PTO liability on the balance sheet.

  • IRS-Compliant

    IRS-Compliant

  • SOC II Type 2

    SOC II Type 2

  • 500+ Organizations

    200+ Organizations
Hero Two Ladies One Redhead
PTO Exchange
Transaction-Based Pricing at No Cost to the Employer

If No Employee Makes an Exchange, You Pay Nothing. Ever.

PTO Exchange is structured as a self-funded benefit, which means the platform pays for itself through an IRS-required service charge applied at the time of each employee transaction. That service charge is not an add-on or a workaround; it is a required forfeiture under IRS guidance that PTO Exchange is uniquely built to leverage.

What that means for your organization:

  • No Per Employee Per Month (PEPM) fees. You are not charged for employees who don't exchange. There are no recurring monthly costs based on headcount, enrollment, or eligibility.

  • No monthly platform or hosting fees. The platform runs, integrates, and reports, and you're never billed for infrastructure.

  • No new employer budget line required. Outside of a nominal one-time implementation fee, there is no ongoing cost to the company. The program is entirely self sustaining.

  • Employees who don't exchange pay nothing either. Cost only occurs when value is delivered. If an employee doesn't make an exchange, no charge is incurred, by them or by you.

  • You only pay when the benefit works. Our pricing model is aligned with your outcomes. We succeed when your employees do.

How the Employee Service Charge Works

1

Employee converts PTO

Users choose which benefit to fund using their accrued vacation hours.

2

IRS-required forfeiture

To maintain Compliance, a small mandatory percentage of the value of hours is forfeited.

3

Service Delivery

PTO Exchange uses the forfeited value to power the platform and deliver benefits.

quote

The exchange fee is a requirement by the IRS to ensure the accrued wages remains a compliant.

What Your PTO Exchange Program Includes:
Container (1)
Mobile App
Container
Payroll Integrations
Container (2)
IRS Processing
Container (3)
Advanced Reporting
Container (4)
SOC II Security
Container (5)
Retirement & 401k
Container (6)
HSA Contributions
Container (7)
Travel & Leisure
Container (8)
Education & Tuition
Container (9)
Leave Sharing
Container (10)
Customer Support
Container (11)
Feature Updates
Life Planning Account (LPA)
Per Employee Per Month (PEPM) PROGRAM

Simple, Predictable Pricing and You Only Pay for What Employees Use.

Contact our team for a quick platform demo and current PEPM rates based on your organization's size and selections.

LPA Exchange is priced on a modest per-employee-per-month basis, calculated on the number of employees eligible for the benefit. There are no surprise costs, no year-end true-ups on unused funds, and no complex fee structures.

Unlike traditional FSAs or pre-funded wellness accounts, LPAs are reimbursement-based, meaning you pay only for what employees actually spend. Your PEPM rate provides access to the platform; the benefit itself is funded when employees make eligible purchases within the approved spending categories you define.

Organizations that pair LPA Exchange with PTO Exchange or Savings Exchange are able to, create a low to no cost pathway to a premium wellness benefit for their employees.

Savings Exchange
Flexible Pricing | Offering a low to no Cost to Employer

Give Employees a Financial Safety Net Without Adding to Your Benefits Budget.

Contact our team for a quick platform demo and pricing details based on your organization's size and requirements.

Savings Exchange can be offered to your employees at low to no cost to the organization.

Our platform integrates with your existing payroll infrastructure, automates enrollment, and handles all compliance, including Secure 2.0 alignment, without adding a new vendor cost to your benefits stack.

Employer matching contributions and financial incentives are entirely optional and fully customizable, giving you the ability to amplify participation and reward saving behavior when and if your budget allows, without any requirement to do so.

See What Your PTO Liability Is Actually Costing You, Before You Decide Anything.

Most finance leaders are surprised by the number. PTO accrual compounds with every salary increase, every promotion, every year an employee doesn't take time off. In states with mandatory PTO payout requirements at termination, that exposure grows even faster.

Calculate your organization's PTO liability exposure in minutes, and see exactly how PTO Exchange reduces it, at no cost to your business.

The Only Benefit That Pays for Itself.
Three simple truths about PTO Exchange pricing:
Frame 1073713161-1
The employer never writes a check for the benefit itself.

Our platform is funded through an IRS-required employee service charge, a fee we did not create, but a compliance requirement built into the process for your convenience.

Frame 1073713161-1
Protected by the strongest compliance architecture in the category.

IRS-validated through private letter rulings. SOC II Type 2 certified. Legally defensible in all 50 states. US Patent US10108933 B1. Compliance you can trust.

Frame 1073713161-1
Your liability goes down. Your retention goes up. Your cost stays at zero.

500+ organizations have added PTO Exchange to their Total Rewards package without adding a line to their benefits budget. A PTO exchange program benefits your employees and your company.

Ready to Add a Benefit That Costs Your Organization Nothing?

Explore how a PTO exchange program suits your organization, payroll infrastructure, and overall benefits strategy. Implementations is quick and easy, and the best part? It pays for itself from day one.

Request a Demo
Explore Live Demo

Frequently Asked Questions

01

Are there any per employee per month (PEPM) fees for PTO Exchange?

_xmark
_plus

  • No! You are not charged for employees who don't exchange. There are no recurring monthly costs based on headcount, enrollment, or eligibility.

02

Are there any monthly platform or hosting fees?

_xmark
_plus

  • The platform runs, integrates, and reports, and you're never billed for infrastructure. Outside of a nominal one-time implementation fee, there is no ongoing cost to the employer for PTO Exchange. The platform is funded entirely through an IRS-required service charge paid by the employee.

03

Is there a new employer budget line required?

_xmark
_plus

  • Outside of a nominal one-time implementation fee, there is no ongoing cost to the employer for PTO Exchange. The platform is funded entirely through an IRS-required service charge paid by the employee who makes the exchange.

04

How does LPA Exchange pricing work?

_xmark
_plus

  • Unlike HSAs or FSAs with pre-funded pools, LPAs are reimbursement-based. You're only reimbursing when employees spend, making year-end budget management simple and predictable. To manage the platform and adjudication of reimbursement expenses, PTO Exchange charges a nominal monthly PEPM fee.

05

What does Savings Exchange cost to offer?

_xmark
_plus

  • Savings Exchange is fully Secure 2.0 compliant. Zero cost to the employer to offer. Savings Exchange works on its own, and becomes even more impactful when employees can direct the value of unused earned PTO directly into their savings account. Rather than letting earned time sit unused on a balance sheet, employees can convert it into an emergency fund that's ready when life isn't. No new employer cost when paired with PTO Exchange. No new benefit vendor. Just more value from the platform already in place.

06

Is there a cost for employees who never make an exchange?

_xmark
_plus

  • Employees who don't exchange, pay nothing. Cost only occurs when value is delivered. If an employee doesn't make an exchange, no charge is incurred, by the employee or by the company.

07

What is included in the implementation fee?

_xmark
_plus

  • Implementation is quick and easy. The process includes bi-directional connectivity with your payroll and/or HRIS system, user training, communications support, and rigorous testing. Very little is required and the PTO Exchange team will be there with you at every step.