The Financial Pressure Facing Today’s Workforce

Financial stress is no longer a personal issue — it’s a workplace reality. According to the 2026 Employee Benefits Trends Report by Heka, 89% of UK employees worry about covering basic costs each month, and nearly half report worsened mental health due to financial strain.

This isn’t just about pay — it’s about access to the right financial literacy tools, timely information, and ongoing support. When employees lack confidence in managing their money, it impacts focus, engagement, and long-term wellbeing.

For employers, investing in employee financial wellbeing is no longer optional — it’s essential to building a resilient, high-performing workforce.

The Business Case for Financial Wellbeing Support

Financial stress can be a growing threat to employee engagement and business performance. The Heka 2026 Employee Benefits Report reveals that 21% of employees say money worries affect their job performance, while 47% report a decline in mental health due to financial pressure. In a climate where the cost of living continues to rise, these issues are becoming harder for employers to ignore.

From a management perspective, it seems financial pressures are increasingly likely to turn the heads of our people — especially when better support elsewhere feels within reach. In fact, 56% of employees would switch jobs for better financial support, making financial wellbeing a key lever for employee retention. When finance-related stress is addressed through meaningful benefits, organisations don’t just support their people — they strengthen their culture.

What Financial Wellbeing Employee Benefits Should Look Like in 2026

In today's employment landscape, effective financial wellbeing support goes far beyond pay rises. It’s about building a programme that meets employees where they are — emotionally and financially. Key components include:

• Accessible education — bite-sized content, coaching, and tools that suit different learning styles

• Places to ask questions — 1:1 advice, workshops, and human-led guidance

• Topical inputs — seasonal content like “how to save for Christmas” or “budgeting for back-to-school”

• Support for complex issues — pensions, investments, mortgages, and debt made simple

• Ongoing promotion — regular campaigns to keep financial wellbeing visible and actionable

When employees are given the right tools for financial education and understanding, they’re more likely to engage with long-term planning — including retirement. That’s where financial wellbeing becomes transformational: empowering people to make informed decisions that benefit both their personal lives and their professional performance.

Lessons from the Heka Report: What Employees Actually Use

The Heka 2026 Employee Benefits Report makes one thing clear: management can no longer afford to sideline wellbeing.

Employees want support that reflects their real lives, not assumptions. That’s where personalisation becomes powerful. When benefits are tailored to individual needs — whether it’s help managing money, improving mental health, or planning for retirement — employees are more likely to find them relevant, accessible, and worth engaging with.

Technology is key to making this scalable. Platforms like Heka use behavioural data to match employees with the right support at the right time, turning passive benefits into active tools. It’s not about offering more — it’s about offering better.

How to Build a Financial Wellbeing Strategy That Works

Building a successful financial wellbeing strategy starts with understanding your people. That means:

Auditing your current benefits to identify gaps
Aligning support with employee needs and business goals
Delivering content in multiple formats — digital, in-person, and on-demand
Using data to track engagement and evolve your programme over time

At ilumiti, we help organisations design benefit strategies that are flexible, inclusive, and built to last. Financial wellbeing isn’t a one-off initiative — it’s a long-term investment in your people.

Financial Wellbeing Is the Foundation of Performance

The Heka 2026 Employee Benefits Report makes it clear: financial wellbeing remains a significant challenge across the workforce, and it’s just one part of a much bigger wellbeing picture. Employers who actively support financial literacy — through education, tools, and personalised programmes — can stand out in a competitive employment market where retention and recruitment are tougher than ever.

Financial wellbeing doesn’t look the same for every organisation. It can take many shapes, from everyday budgeting support to long-term planning around pensions and debt. If you're ready to build a programme that fits your people and your business, get in touch — let’s design it together.

Frequently Asked Questions

How can employers measure the effectiveness of their financial wellbeing programmes?

Measuring the impact of financial wellbeing programmes requires a blend of quantitative data and qualitative insight. Here are several ways employers can assess effectiveness:

Participation rates: Track attendance in financial education sessions, workshops, or webinars. High engagement often signals relevance and trust in the programme.
Digital analytics: If you're using technology platforms to deliver support, review usage data — logins, time spent, content accessed, and repeat visits. These metrics help identify which resources are resonating.
Employee feedback: Use pulse surveys, anonymous questionnaires, or feedback gathered during appraisals to understand how employees perceive the support. Ask about usefulness, clarity, and confidence gained.
Line manager insights: Encourage managers to share observations from team conversations — especially around stress, engagement, or financial concerns raised informally.
Behavioural outcomes: Look for changes in benefit uptake (e.g. pension contributions, salary sacrifice schemes), reduced absenteeism, or improved retention. These can signal deeper shifts in financial confidence.

Ultimately, the most effective programmes are those that evolve based on employee needs. Regular review and refinement — backed by data and dialogue — ensures your financial wellbeing strategy stays relevant and impactful.

How can financial wellbeing initiatives improve employee retention?

Financial wellbeing initiatives can play a meaningful role in improving employee retention by reducing stress and increasing overall satisfaction. The Heka Report found that 56% of employees would consider switching jobs for better financial wellbeing support. That’s a clear signal to employers: offering meaningful financial benefits isn’t just a nice-to-have — it’s a competitive advantage in attracting and retaining talent.

Check out our joint webinar with Heka: https://www.hekahappy.com/resources/webinars/why-personalised-health-benefits-are-the-key-to-staying-ahead

Financial Wellbeing Support for Employees: Why It Matters Now