Why Your Benefits Plan Needs to Start Talking About Money

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We’re in an era where being “middle class” doesn’t mean what it used to. The numbers paint a sobering picture: 

• 60% of American credit card holders live paycheck to paycheck, including 4 in 10 who earn over $100,000 a year.  

• Only 31% of non-retired adults feel confident that their retirement savings are on track.  

• Homeownership, the traditional path to building wealth, has become increasingly out of reach. First-home buyers now account for only 26% of home sales, the lowest share in over 40 years. 

Add to that the rising cost of childcare, student loans, and inflation-driven essentials like groceries, and it’s no wonder that planning for a family, retirement, or long-term financial growth may feel overwhelming for many.

Why this matters to you as an employer 

When employees are worried about their finances, it shows up at work. Stress, distraction, absenteeism, and burnout are the ripple effects of money anxiety. According to PwC’s 2024 Financial Wellness Survey, financially stressed employees are twice as likely to be looking for a new job and five times more likely to say their finances have been a distraction at work. 

When employers take intentional steps and offer benefits to support financial well-being, it pays off. People are more present, loyal, and likely to stay and grow with the company. Thankfully, the right strategy can be effective without being expensive. 

Breaking down the barriers to money management  

Here’s the tricky part: Even when employers offer great benefits, many employees don’t feel confident enough to use them. They assume strategies like investing require thousands of dollars they don’t have or that financial planning is something they’ll figure out later. They may feel embarrassed to ask for help because they feel like they should already know how it works. 

That’s where education and access make all the difference. Employers can open the door to possibility by demystifying money management, creating safe entry points, and making support feel accessible instead of intimidating. 

What support can look like 

Financial wellness doesn’t require a six-figure budget or a massive overhaul of your benefits plan. It starts with showing that you care and building from there. To help you understand what would be most beneficial to your team, consider surveying your employees to see what they’re most interested in learning about or what financial topics they feel the least confident about. 

You could begin with low-cost options to boost your benefits program like: 

• Hosting workshops or webinars with local financial professionals who speak plain language and don’t push products. 

• Having HR host peer groups where employees can share their financial experiences and ease their fears and stress.  

• Offering budgeting tools like financial calculators and financial literacy resources through your HR portal. 

• Giving your employees free access to books and resources to help them learn about financial planning. Consider offering your team free copies of a book for beginners learning to take control of their finances. 

As your program grows, you might explore: 

• 401(k) plans with auto-enrollment and employer matching 

• High Yield Savings Account (HYSA) matching and sponsorship 

• Student loan repayment support or refinancing education 

• Down payment assistance or home-buying support 

• Access to financial advisors as part of your EAP (Employee Assistance Program) 

What matters most is meeting people where they are and giving them permission to learn, ask questions, and take small steps forward. Work to keep the conversation going throughout the year. 

Remember, building financial confidence takes time and consistency. Remind your team of the resources they have access to, and be sure to follow up to see how confident they feel in implementing them.  

Looking ahead: Why this matters now 

Creating financial stability within your team should be a core part of your business strategy. As we look ahead to 2026 and 2027, employers prioritizing financial well-being will see a meaningful return. You’ll retain grounded and engaged talent. You’ll build a culture where people feel supported beyond their job titles. And you’ll become known as a place where people grow personally and professionally. 

When employees feel confident in their future, they show up differently today. 

Content published by Q4intelligence

Photo by phanuwatnandee