Vestd is income protection for W-2 workers. You contribute a level 3% of your salary. If you're laid off, we replace your income for months, not weeks. The longer you're a member, the more you're covered.
No employer approval needed. Nothing to pay until we launch.
Illustration only, based on the published benefit schedule. Texas unemployment shown at roughly 37% of wages, capped near $600 a week for up to 26 weeks. Benefits are subject to the terms of the member agreement and to regulatory approval.
It replaces a fraction of your income for a fraction of the time it takes to find work.
Severance is discretionary and most workers never get it. Disability insurance covers your health, not your job. Nothing on the market today is built to replace a paycheck that stopped for a reason outside your control.
A level 3% of your salary comes out of each paycheck automatically, the way a 401(k) contribution does. No medical exam, no credit check, no underwriting.
Year one covers half your salary for six months. By year five it covers all of it. After that, every additional year adds a month of coverage, up to eighteen.
If you're laid off, you request it in the app. We verify the separation against payroll records rather than asking you to prove it. Approved benefits pay on a schedule, like a paycheck.
Your contribution never changes. What changes is what it's worth. This is also why buying in the week before a layoff gets you very little, which is what keeps the cost low for everyone who stayed.
| Membership year | Contribution | Salary replaced | Paid for | Total at $75,000 |
|---|---|---|---|---|
| Year 1 | 3% | 50% | 6 months | $18,750 |
| Year 2 | 3% | 60% | 6 months | $22,500 |
| Year 3 | 3% | 70% | 6 months | $26,250 |
| Year 4 | 3% | 80% | 6 months | $30,000 |
| Year 5 | 3% | 100% | 6 months | $37,500 |
| Year 10 | 3% | 100% | 11 months | $68,750 |
| Year 17 and beyond | 3% | 100% | 18 months | $112,500 |
Six-month waiting period before your first benefit. Involuntary separation only, so layoffs and position eliminations count and resignations don't. Benefits are calculated on salary up to $250,000.
Change jobs and your tenure comes with you. Pause contributions for up to six months during hardship without losing your place. After a benefit period, you can reinstate your tenure within 24 months instead of starting over.
Every private attempt at income protection before us was built to sit outside insurance regulation. Most of them are gone. We went the other way and built inside it, because the rules exist to make sure the money is there when someone needs it.
Vestd writes coverage on an established insurance carrier's paper. The carrier holds the regulatory obligation and the reserves. It's the fastest route to market and it means the balance sheet behind your coverage is one that already exists.
A reciprocal exchange is an insurer owned by the people it covers. Once it's capitalized and licensed, members become subscribers and the surplus belongs to them collectively. Vestd manages it as attorney-in-fact and earns a management fee. There is no shareholder taking a cut of the reserve.
Texas insurance counsel engaged at Maynard Nexsen and the regulatory path validated. Actuarial model built and stress-tested against a 2008-severity scenario. Product terms drafted in full. Payroll distribution agreed with Paylocity, with ADP, APS and Paychex in conversation.
Vestd is not yet licensed and is not selling coverage. Nothing on this page is an offer of insurance. Joining the waitlist costs nothing and commits you to nothing.
| State unemployment | Severance | Disability insurance | Vestd | |
|---|---|---|---|---|
| Covers a layoff | Partly | If your employer chooses | No | Yes |
| Replaces full salary | No | Sometimes | No | Yes, from year five |
| Guaranteed before you need it | Limited | No | Yes | Yes |
| Yours, not your employer's | No | No | Varies | Yes |
| Follows you between jobs | n/a | No | Sometimes | Yes |
| How long it lasts | About 26 weeks | Whatever is offered | Ongoing | Up to 18 months |
We're interviewing workers about what a real safety net would have to look like to be worth paying for. It takes about six minutes, it's conversational, and what you say shapes what we build. No signup, no call to schedule.
Start the 6-minute interviewYes. Vestd is building a licensed insurance program regulated under the Texas Insurance Code. Earlier attempts at this product were structured to avoid insurance regulation and most of them failed. We took the harder path deliberately, because regulation is what guarantees reserves are held against the promises made.
A level 3% of your gross salary, deducted through payroll. The rate does not change as your coverage grows. On a $75,000 salary that is about $188 a month before tax.
Six months, and it exists so people can't enroll the week they hear a layoff is coming and immediately draw from a pool everyone else has been paying into. The same logic drives the tenure schedule. Coverage that has to be earned is coverage that stays affordable.
A layoff, a reduction in force, a position elimination, or a plant or office closure. Resignation, retirement and termination for cause do not qualify. We verify the reason against payroll records rather than asking you to document it.
Your tenure follows you. As long as you keep contributing through your new employer's payroll, you keep the coverage level you built. You do not start over.
You can pause for up to six months in total without losing your tenure. The clock pauses with you rather than resetting.
Once you're working again you can reinstate your tenure within 24 months. You pick up where you left off instead of returning to year one.
Your employer's payroll system needs to support the deduction, which is why we integrate with the major platforms. Your employer does not sponsor the coverage, does not pay for it, and does not own it. It's yours.
At launch, the insurance carrier whose paper we write on holds the reserves, under the same regulatory supervision as any other insurer. Once the reciprocal exchange is licensed, the exchange holds premium and surplus, and members own it collectively.
We're targeting a Texas launch in 2027, subject to licensing. The waitlist is how we tell you the day enrollment opens, and waitlist members go first.
Vestd is employee-paid and employee-owned. There is no employer contribution, no plan sponsorship, and no ERISA exposure. What we need from you is a payroll deduction and an eligibility file.
Members pay their own contributions. You are not underwriting anything and you are not on the hook for benefits.
We integrate directly with major payroll and HRIS platforms, so enrollment and deduction run without new administration.
If you ever have to eliminate a role, the people you let go have a real income floor that isn't severance out of your budget.
Payroll platform or employer? Write to partners@vestdinc.com.
Executive Director at Sylvan Road Capital, a $3B+ AUM platform across 40+ markets, after a decade running collections and delinquency operations at Bridgecrest and Carvana. He spent that career on the phone with people whose income had stopped. Vestd is the product he wished existed.
Twenty years of senior operations and financial leadership across PepsiCo, Sylvan Road Capital, Booster Fuels and Sears Home Services. She builds the systems and controls that let companies grow without breaking, and holds graduate degrees in management and human resource development.
Eighteen years in software engineering, including four as CTO and Head of Product at Tripplo, and a decade building for early-stage companies across the US, UK and South Africa. He owns the platform and the payroll integrations behind it.
Waitlist members enroll first and get invited to the interviews that shape the product. It costs nothing and there's nothing to cancel.
We'll only email you about launch and interviews. Nothing else.
