Guaranteed Lifetime Income and Reduction of the Wealth Gap

Guaranteed Lifetime Income and Reduction of the Wealth Gap

Talking about the wealth gap is one of the quickest ways for a person to lose popularity. It’s utterly offensive to those comfortable with the existing status quo. For this reason, any discussion on the topic is regarded as an insult. Though hurt feelings will inevitably arise, the wealth gap is ripe for discussion. The gap between the richest and poorest in the United States increases substantially every year. And without a serious change, a caste system based on monetary value will become even more prevalent as time moves forward.

One of the reasons enormous amounts of wealth flow disproportionately across society is due to how value is defined. Ownership of services and goods as finished products generate the highest revenues while the production and maintenance of these things have far fewer opportunities for being marketed which ultimately gives them a lesser value. And as workers are generally responsible for the tasks within production and maintenance, their labor is given a minimal value non-proportionate to that of the finished products. This is why the average worker’s labor is exploited to achieve the greatest quantity of time and effort at the lowest possible price.

The loss of time is by far the most significant forfeiture every worker is known to suffer.

With today’s business model, it’s become common practice to maximize  production quantities while paying as little as possible on materials and labor to achieve them. For the employee, it means that he must work to the fullest of his potential while receiving very little compensation in return via hourly wage or salary. If the terms of employment are not acceptable, the individual can be immediately replaced.

Employees are considered to be easily replaceable. There are so many qualified people constantly looking for jobs that it’s become easy for employers to select new hires based on their willingness to accept the lowest wage, put up with sub-par insurance coverage, and agreement to work overtime as necessary. This system has increased poor and low-middle income households during a time when the United States boasts of having one of the largest economies in the world. But the average worker remains undervalued while people at the top have more money in their bank accounts than could actually be printed without causing nationwide inflation.

Time is a commodity far too often overlooked. Twenty-four hours is the same for every person on the planet. More of it cannot be purchased, and returns are out of the question. It exists in scarcity for men and women alike. While it is the most precious thing a person can possess, it is regularly dismissed as insignificant and dismally compensated in the forms of hourly wages and salaries. The loss of time is by far the most significant forfeiture every worker is known to suffer.

Addressing the problems of undervalued workers and the ever-increasing wealth gap can be done by implementing guaranteed lifetime income (GLI). By making it policy for workers to have a permanent investment in the business, they are also investing in themselves. It may seem entirely unorthodox and go against every practice of today’s business model; but before dismissal simply because it’s different, take a moment to consider.


What is Guaranteed Lifetime Income (GLI) and How does it Work?

Guaranteed lifetime income is a system that places value on the worker as well as the company. Employees are taken onboard as investments. They are hired at the agreed pay-level and receive bonuses and pay-raises just as they do today. But after six months on the job, they’re guaranteed to receive monthly payments from that company for the remainder of their lives.


Addressing the problems of undervalued workers and the ever-increasing wealth gap can be done by implementing guaranteed lifetime income.

Because there is not a limit on how many guaranteed lifetime income payments a worker can receive each month, GLI payments may come from any number of previous and/or current workplaces. This means that a person spending ten years with four different employers would continue receiving payments from each one during the course of his or her life. The only requirement for eligibility to receive lifetime payments would be completing six months on the job. After that, the GLI payments continue to increase based on the measures of time and pay. This leads to a far greater distribution of wealth than any current practice.


The benefit to all employees is adjusted depending on the amount earned as well as the time working for a company. Guaranteed lifetime income starts when the employee reaches six months with the business and gradually increases the longer he or she remains. And as long as the business exists, the income is guaranteed. In this way, workers have a personal stake in the continued success of the business and at the same time will view the many hours spent working each week as an investment into themselves.

Guaranteed lifetime income (GLI) monthly distribution percentage can be broken down into the following table based on the worker’s yearly on-the-job income (or average monthly income if hourly)  and the amount of time spent with the company.

GLI Payment Breakdown Per Company Per Employee


It’s in the worker’s best interest for the company to succeed. Because of this, more effort of a greater quality will be put into every task. As long as the company stays in business, the worker benefits financially. And at the same time, the employer benefits from the employee’s increased attention to detail as it is a direct reflection of the personal investment each worker has in his or her own success.

...employee value will increase significantly since businesses will want to reduce the amount of employee turnover

Consider a sixteen year old working in fast food for minimum wage. From the moment he walks through the door, his time working is an investment in his own future as well as that of the business. After six months, he is guaranteed income because of his contribution to the company for as long as it remains in business. It provides a starting point to pay for exorbitant college fees, reduce the need for taking on higher loan debts, or simply ensuring he will have some money to help pay for food or housing. Though a fraction of minimum wage is not enough to live on, it builds a relationship between the individual and the company for those entering the workforce for the first time, assists with paying for basic necessities, and distributes business revenue more evenly throughout the company based on the amount of time each worker has invested in the company’s continued success.

A major benefit to using guaranteed lifetime income comes in the form of reducing the worker turnover rate. Because employees have a personal interest in staying with a company, they are far more likely to do what they can to make the business succeed. At the same time, employee value will increase significantly since businesses will want to reduce the amount of employee turnover as much as possible in order to avoid excessive future payments associated with a high volumes of new hires and layoffs.

Guaranteed lifetime income presents a self-sustaining model and effectively reduces the need for social security for those in retirement. By transferring future payment responsibility directly onto employers, the age of retirement can be individually determined when he or she has accumulated enough GLI to live comfortably. This will in turn greatly reduce the social security tax causing every person to experience an immediate benefit in the form of their paychecks being taxed less.

The longer people work for a company, the more they will profit from its success. Those at the top will still bring in significantly disproportionate incomes; but at the same time, the low and middle income workers will receive greater returns on their invested time. This creates an environment where no one can be marginalized, and the time spent contributing to a business’s success is rewarded with lifetime compensation.

By transferring future payment responsibility directly onto employers, the age of retirement can be individually determined...


Some companies might choose to go out of business rather than make payments towards guaranteed lifetime income. For these, a safeguard can be used to deter such behavior. If management chooses to shut down a business and then open a similar one while keeping similar managerial roles, personnel, and/or products or services, that new company would be seen as an extension of the former and required to continue making employee payments. Alternatively, if a business closes but the products are still being sold by its management or a select third-party supplier, the entity will still be recognized as the same business and responsible for compensating the former employees accordingly.

By using this system, the wealth gap will be drastically reduced, every income level will have more to live on, employee turnover will be reduced, the commitment to businesses will be stronger, and social security will take a step towards stability. By accepting this new model, workers are valued as well as the businesses. It's a solution with benefits that spans far into the future.

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47 thoughts on “Guaranteed Lifetime Income and Reduction of the Wealth Gap

  1. Interesting idea. Great question for discission. What prevents the worker from taking advantage of the business and simply quitting his job after 6 months in a serial fashion and accruing enough GLI payments from multiple businesses to stop working entirely? What incentive does the worker have to continue working at 1 company since changing jobs will continue to draw income from multiple sources forever? What about the worker who is content to live on very little forever? Should private businesses support this person instead of government? Aren’t we really talking about the privatization of welfare?

    1. For the first question, it’s worth discussing whether or not a worker really is taking advantage of a business by quitting after 6 months. Half a year is part of a person’s life that can never be given back. Ultimately, it’s the time doing a job for the sake of financial security that isn’t spent living. It’s only fair that if a person is willing to take on the commitment of devoting 6 months of life to bring about the success of a business, the business is willing to commit to the employee for the duration of its success/continued operation. I’ll message you with answers to your other questions.

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