We are the workers behind social benefit and affordable housing application software used by cities and states across the United States. We are passionate about building accessible and secure pathways for people to receive the benefits they deserve.

We are also overworked and underpaid.

Our bargaining unit is shrinking, our wages are stagnant, and our workload is increasing. That’s not sustainable, and it’s not fair. So, we’re asking Exygy leadership for a cost of living adjustment and a role recalibration because the people who are still here are carrying more than their fair share. We may be fewer in number, but our resolve to build a fair workplace is stronger than ever.

Exygy’s product is its people. Founder and CEO Zach Berke himself has stated:

"As a services company whose entire value is our team, our success depends to an overwhelming degree on our ability to attract and retain incredible talent."

In the past year, Exygy has lost sight of this tenet. Multiple reductions-in-force, a year-long freeze on raises and promotions, and continued wage stagnation directly conflict with Zach’s stated values that should guide this company.

As a result, we have seen the following:

• Company turnover is at a record high, with a 45% voluntary annual turnover rate as of August 2025. Four workers left this past August alone, representing over 10% of the company and over 20% of the delivery team.

• Remaining workers absorb more work to meet the same commitments. As of this letter, leadership is only filling 5 worker roles and 3 manager roles (many of which have remained unfilled for months), representing 62.5% of worker vacancies and 43% of manager vacancies, respectively. All remaining roles are left unfilled with no clear hiring strategy.

• Our union numbers are hit hard. Of the worker vacancies that leadership is filling, 80% have been filled by temporary workers whom leadership claims are not union-eligible. In contrast, no manager vacancies have been filled by temporary staff.

• Departing employees are landing roles at the same level for significantly more pay (in one case, a 28% increase), often in public-benefit work with which Exygy claims to compete.

• People managers are increasingly taking on more individual-contributor work, blurring the line between management and delivery roles.

• Leadership lacks a clear picture of the conditions driving people out the door, as Exygy has not conducted an employee survey in over a year.

On August 5, 2026, the Exygy Workers Union (EWU-CWA) delivered an internal letter to Exygy leadership outlining these concerns and proposing clear, actionable solutions. Rather than engage with the substance of that letter, leadership has directed these urgent, discrete requests to be folded into ongoing contract bargaining — a prolonged process that could take months, if not years, to ratify.

We now look externally to our peers and community for support.

What Needs to Change

We are calling on Exygy leadership to commit to the following 3 asks:

1. A one-time 8% cost-of-living adjustment, backpaid to the beginning of 2026.

2. An immediate raise for all employees to the midpoint of their current salary band.

3. A completed role recalibration by the end of Q4.

The EWU represents half of Exygy's workforce. We are the clearest, most direct source of employee sentiment the company has, and our proposal reflects exactly what our members have told us they need to stay, honor Exygy's own stated compensation philosophy and values as a B Corp, and continue building a company they believe in.

Why This Matters Now

We are invested in Exygy's success. We raise this issue because we want to find a solution together that addresses the real, immediate harm caused by current practices and stymies rampant attrition the company is experiencing. A healthy, retained, fairly compensated workforce is the foundation of Exygy's ability to deliver for clients and fulfill its mission.

Every week this goes unaddressed is a week closer to the next resignation and lost institutional knowledge, the next scramble to backfill with temp labor, the next client relationship strained by an overstretched team.

We urge leadership to act now – not by muddling these immediate needs in a contract bargaining process that could take months, but by meeting this moment with the urgency it demands.

By sending a letter, you're standing with Exygy workers to demand fair pay, sustainable workloads, and a company that lives up to its stated values. Whether you're an Exygy employee, a former colleague, a client, or simply someone who believes workers deserve to be heard, your message adds weight to this call for action.

Join us and send an e-letter to tell Exygy: retain your talent, honor your values, and act now.

Organized by the Exygy Workers Union (EWU), representing the interests, rights, and well-being of all Exygy workers.