Financial stress is the number one source of employee distraction. A financial wellness program can improve productivity, retention, and morale — at a surprisingly low cost.
Financial stress is the leading cause of employee distraction and disengagement. According to a 2025 PwC survey, 57% of employees say financial stress is their top source of stress — more than job, health, and relationship stress combined.
And that stress doesn't stay at home. Financially stressed employees are less productive, more likely to miss work, and significantly more likely to leave for another employer.
Financial wellness programs address this directly — and the return on investment is real.
A financial wellness program is an employer-sponsored benefit that helps employees improve their financial health. Programs vary widely in scope and cost, but typically include some combination of:
Employees who are financially stressed spend an average of 3 hours per week at work dealing with personal financial issues. For a 50-person company, that's 150 hours of lost productivity per week — or roughly $300,000+ in lost productivity annually (at $40/hour average).
Employees who feel their employer cares about their financial wellbeing are significantly more likely to stay. A 2025 Bank of America study found that employees with access to financial wellness benefits were 76% more likely to be satisfied with their employer.
Financial wellness benefits are increasingly cited by candidates as a differentiator. Especially for younger workers with student loan debt, financial wellness programs signal that you understand their real-world challenges.
Employees who understand their benefits use them more effectively. Financial education helps employees maximize their 401(k) contributions, use their HSA strategically, and understand the value of their insurance coverage.
Student loan debt affects 45 million Americans and is the number one financial stressor for employees under 40. The SECURE 2.0 Act (effective 2024) allows employers to make 401(k) matching contributions based on employee student loan payments — even if the employee isn't contributing to the 401(k).
This is a powerful benefit for younger workers who feel they can't afford to save for retirement while paying off student loans.
Track these metrics to measure the impact of your financial wellness program:
Most employers who implement financial wellness programs see measurable improvements within 12–18 months.
You don't need a large budget to start a financial wellness program. Begin with what you have — your 401(k) provider's resources, a quarterly webinar, and a commitment to helping your employees understand and use their benefits.
Our team works with employers to design benefits packages that include financial wellness components tailored to their workforce and budget.
Contact Anderson Financial Group to discuss adding financial wellness to your benefits strategy.
Anderson Financial Group provides independent financial and benefits planning for businesses and families. Todd Anderson is available for employee financial education workshops.
Todd Anderson
Todd Anderson is the founder and principal advisor of Anderson Financial Group. With over 20 years of experience in employee benefits and financial planning, he helps businesses and families navigate complex insurance and investment decisions.
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