May 20, 2025

Many organizations are further prioritizing employees’ financial health and its connection to holistic well-being. This is demonstrated by the fact that 92% of employers include financial health as a dimension of well-being strategy in 2025, with 100% of employers projected to include it for 2026 (Figure 4.1).

Employers are most commonly hosting financial seminars, providing resources to support financial decisions and furnishing tools to support debt management and budgeting. In fact, over 90% of organizations offer these programs (Figure 4.2). However, employers aren’t seeing high engagement in these programs, as only 17% say employees are highly engaged in financial health. Given the mounting monetary pressures employees report, employers have an opportunity to engage employees by reminding them of all the resources at their disposal.

One component of some employers’ financial well-being approach is to provide a subsidy or monetary assistance in a specific area, such as student loans, tuition for continued learning or emergency savings. While these financial challenges aren’t present in every country, there is still an appetite among employers to provide financial support worldwide. While 32% of employers offer student loan repayment assistance, they are more inclined to support students currently in school, as 89% do in offering tuition reimbursement (Figure 4.2).

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Rising health care costs are concerning, but we aren’t scaling back on well-being. We continue to focus on physical and emotional well-being. And we just consolidated all our financial well-being initiatives under one vendor for ease of use for our associates. It’s one of those areas that we are able to stay consistent across all of our associate groups.

Theresa Monti, The Kroger Co.

Many employers also recognize the importance of emergency savings as a pathway to financial security. This recognition shows the progress employers have made in expanding their holistic view of financial health, which historically has been dominated by retirement planning. Today, 52% of employers offer programs to enable emergency savings; to take it a step further, 18% contribute to employees’ emergency savings.

Programs to enable early access to earned wages are offered by 20% of organizations, which may aid in urgent times of need. With many employees experiencing displacement in the wake of natural disasters or unpredictability in income, early access to earned wages and emergency savings programs are two ways employers can support employees in times of need (Figure 4.2).

More Topics

Resource Financial Well-being Job Satisfaction Social Determinants of Health