If an adverse life event wreaks havoc on your employee’s finances and their current income barely covers the cost (or not at all), what will they do? Workers often quit and seek higher-paying employment elsewhere or take on additional debt to make up the difference when something like this happens. There is another option, however—one that helps your company and its people: employee loans. Instead of risking them going back out into the job market to find a higher-paying job, you can offer to loan them the funds they need at a significantly lower interest rate. When you lend small-dollar loans to employees, you help them grow their wealth and invest in their future. It’s an opportunity to forge a long-term commitment between your employee and your company because you are actively involved in supporting their financial needs. So what does the process of loaning money to an employee look like? How can you handle all the legal details and ensure timely repayment? This article will help you understand the basics of employee loans, how they work, and what to do to ensure it benefits everyone involved.
What Is an Employee Loan?
Employee loans are temporary funds given to an employee by their employer that the borrower will repay with interest over time. At first glance, it may seem like lending to employees is a risky idea. However, when done correctly, it can be an effective way to reduce the cost of labor by retaining good employees. Loans can help them meet their financial needs without taking on any personal debt. Employers can make loan funds available for medical emergencies, tuition payments, housing-funds issues, and many more situations.
Pros and Cons of Lending to Employees
Pros Explained
Financial security: Consistent employee loan repayments plus additional interest can positively contribute to the cash flow. Employee loans also provide financial security for employees as low-risk funds that can help them weather financial storms.Improved work performance and retention: Employer-given loans can alleviate stress and give employees a sense of financial ownership, which may help them perform better at work. Work satisfaction and lower stress encourage them to stay with the business and not seek employment elsewhere.Low-risk, affordable financing option: Employee loans interest rates are generally lower than those of other forms of financing and don’t require a credit check, making this an affordable and accessible option for workers.
Cons Explained
The risk of the employee borrower defaulting: Employees who borrow money from their employer may not be able to repay the loan if they lose their job or experience other financial setbacks. To avoid this, include loan loss provisions and default terms into the agreement. The risk of employee conflict: Employee loans could create a sense of inequity between those who have been given loans and those who have not, leading to conflict among employees. To mitigate this, set up an employee loan program with policies, and be consistent. The risk of workplace politics disruption: Staff may try to use these loans as a method of favoritism, which can lead to conflicts between employees and management. The employer should consider all potential consequences of giving employees the option to take out loans before making any decisions.
How Employee Loans Work
Creating a loan agreement is crucial to avoid tax penalties and ensure repayment. To create an employee loan program, follow these five steps:
What To Include in Employee Loan Documents
Similar to the initial setup of a personal loan, employee loans should include these elements:
Covenants: Contractual conditions in a formal debt agreementGuarantees: The people or person responsible if the borrower defaultsInterest rate terms: The annual percentage rate (APR) of interest chargedRepayment duration: A clear outline of the loan repayment period and the number of installmentsDefault terms: A clear plan for late fees, outstanding debt collection, and costs associated with collecting said debtAll parties involved: The business’s name, the employee who is taking out the loan, and a witness.Relevant dates: The dates all parties signed the agreement and when it goes into effectSignatures: Capture and record the employee borrower’s signature and those of witnesses present during the signing.
Important Considerations Before You Loan Money to Employees
Take time to consider all angles before lending cash to workers, to avoid headaches down the road.
Loan Amount
What kind of hardship is a good enough reason for a loan? How much debt can this employee take on right now? Will the amounts offered be based on a percentage of the employee’s income, employment status within the company, or some other factor?
Repayment Terms
Loan payments can be deducted from the employee’s salary or paycheck and alternate payment methods can be set up before their employment status changes. The goal is to receive timely payment or avoid the employee absconding without fulfilling their agreement.
Default Terms
Does the company demand full settlement immediately, or create new terms to complete the loan repayment if an employee resigns? What happens if their employment is terminated, they default on the loan, or their hours are reduced?
Other Important Considerations
Ensure all parties involved understand the loan agreement terms, and keep organized records and bookkeeping documents for tax purposes. Companies may elect to require collateral, but this is rare. Consult your company’s legal team if you want to include a clause that ensures the debt follows the borrower even if they leave.
Employee Loan Alternatives
Other ways to assist your employees financially include offering paycheck advances, retirement plan loans, and recommending personal credit options.
Paycheck Advances
A paycheck advance is a temporary short-term cash loan given to an employee and repaid with the borrower’s next paycheck. The benefits of paycheck advances are they are easier to obtain than loans, as long as the employer is amenable to it, and they can also provide short-term relief for cash-flow problems.
Retirement Plan Loans
Retirement plan loans are popular ways for employees to borrow against their retirement savings. One downside is that the IRS does require employees to repay a plan loan within five years and make payments at least quarterly, unless you use the funds to purchase a primary residence.
Personal Lines of Credit
Personal lines of credit are not as costly as traditional loans, lower risk than credit cards, can have a lower interest rate, and don’t require collateral because they are unsecured lines of credit. A relevant factor to consider is that if the borrower’s employment status changes adversely, it could be challenging to make on-time monthly payments, which will incur costly fees, higher interest rates, and tank their credit.
The Bottom Line
The process of lending your employees money can be a double-edged sword. It can be a great way to show your employees that you care about them and their financial needs, but there are risks involved that may negate both parties’ benefits. Each situation will differ, so it’s vital to have policies in place before money ever changes hands. One of the most important things to consider before lending money to your employees is whether or not this is the best option for their financial situation. Will they be able to pay back the loan in full and in a timely manner? If it looks like they won’t be able to and you are unwilling to take this risk, explore alternatives to find a more sustainable solution. Want to read more content like this? Sign up for The Balance’s newsletter for daily insights, analysis, and financial tips, all delivered straight to your inbox every morning!
