How to Support Employee Financial Well-being at Work in 2025

Financial distress—one of the key symptoms of poor financial well-being—can directly impact employee performance and mental health. As CIPD’s report Financial Well-being: An Evidence Review highlights, supporting employee financial well-being is no longer optional; it’s a business necessity.

As companies recover from the pandemic, the challenges around hiring and retention have only intensified. In an unstable economic and political environment, a growing number of workers face in-work poverty—and in many cases, standard wages are no longer enough. 

This rise in financial stress doesn’t just affect employees personally—it reduces motivation, productivity, and loyalty. Prioritizing financial well-being in the workplace is one of the most strategic ways to build a resilient, engaged workforce that can thrive in today’s uncertain market.

What is financial well-being at work?

Financial well-being at work refers to being secure and in control of your finances, both in the present and future. The peace of mind comes with knowing you can meet your living costs and deal with unexpected emergencies, and it's the freedom of choice when you're no longer pinching pennies.

But it goes beyond the employee's financial position; it's also about the employer's mindset towards their employees and their attention towards the things that matter most to them. As income providers, employers are critical in supporting their workers' financial well-being. 

Sebagian besar perusahaan mengikuti kebijakan carrot-and-stick, yang hanya menawarkan solusi jangka pendek untuk masalah ekonomi karyawan mereka, alih-alih membantu mereka menciptakan dan membangun aset jangka panjang. Hal ini menjelaskan mengapa

Emerging from the economic devastation wrought by the pandemic, the new generation workforce's focus is financial security. Especially considering that 66% of millennials don't have a retirement plan. 

With the rising household debt, many employees are turning to their employers for long-term financial wellness support and comprehensive benefits programs. If they fail to find it, they quit and move on to greener pastures or give in to the lure of the gig economy.

Why is financial well-being important in the workplace?

Financial well-being is the most significant driver of retention and employee engagement. It also attracts the right talent which ensures the company's survival during disruptions and accelerates its growth.

Employers must collaborate with their workforce to understand their needs, identify support areas, and formulate solutions that benefit their employees while aligning with the company's revenue generation goals.

Employees need to feel financially secure and appreciated, and companies prioritizing financial wellness get higher returns on their human investments.

Kesejahteraan finansial karyawan: Masalah yang dihadapi karyawan Anda saat ini

Before structuring a financial benefits program, it is first essential to understand the anatomy of the financial issues of an average employee, as given in the PWC Employee financial wellness survey conducted in 2019.

Survei ini mempelajari 1.686 orang dewasa yang bekerja penuh waktu dengan representasi dari Gen Z, Milenial, Gen X, dan Baby Boomer.

1. Tantangan arus kas dan utang

The inability to save sufficiently is one of the top problems employees face and is associated with insufficient cash flows and mismanaged debts. The PWC 2019 employee financial wellness survey finds that meeting even small, unexpected expenses becomes challenging for 62% of Millenials.

The survey further uncovers that compensations tend not to keep up with the surging cost of living and that covering even everyday expenses is a struggle. Accumulated debts are another critical issue, owing to credit card penalties and student loans.

2. Rencana pensiun yang tidak efisien

Karyawan akhirnya menabung lebih sedikit dan dengan demikian lebih mungkin untuk merampok rencana pensiun sebelum pensiun. 80% pekerja di Amerika Serikat berharap untuk tetap bekerja bahkan setelah pensiun karena mereka memproyeksikan diri mereka tidak akan cukup secara finansial dalam waktu dekat.

Traditional retirement planning programs fail to address these newer expense trends and do not address factors that could cause employee stress.

3. Kurangnya perencanaan keuangan

Lack of sufficient financial awareness training and support makes employees myopic of their future finances. For instance, only 43% of the Baby Boomers who are due to retire in the next five years have estimated how much they would spend during retirement. The inability to look into future expenses contributes heavily to the financial stress that impacts work productivity.

4. Generasi yang terjepit yang sedang berkembang

Family spending has increased because many employees have dependent children and parents. Nearly half of the employees with adult children surveyed in the PwC study provide financial support. To address this problem, employers should plan benefits around the employees' family spending.

5. Pinjaman mahasiswa

The student loan predicament is here to stay. Almost 50% of millennials have at least one student loan. Even 10% of Baby Boomers still have a student loan. 80% of the millennials claim that these loans take the rest of their financial plans off-track. 

A few employers like Staples and PricewaterhouseCoopers have taken up student loan repayments to reduce this debt burden on their employees.

Types of benefits that promote employee financial well-being

Since the relationship between the employee's financial health and the company's overall well-being is reciprocal,

Some companies have cracked the code to their employee's financial well-being by taking a total rewards approach toward long-term wealth creation. They provide extrinsic motivation in the form of

1. Tunjangan kesehatan finansial yang diamanatkan secara hukum

These are a standard set of government-mandated benefits companies offer to help their employees make, save, or better manage their money. These benefits are provided over and above the standard wages and at the company's discretion.

• Supplemental pay – This offering shows the workforce that the company is committed to charting a path to their employees' financial well-being. Supplemental income includes stock options, 401 (k) plans, bonuses, etc. Additionally, companies can offer 401(a) or 401(k) plans to help employees save for retirement. These plans differ in funding structure, investment options, and eligibility requirements.
• Program pensiun - Program pensiun yang didanai pemberi kerja dapat menyamai kontribusi karyawan hingga jumlah tertentu, menciptakan aset untuk masa pensiun. Karena dibebaskan dari pajak, program ini juga menurunkan tagihan pajak rata-rata karyawan dengan mengurangi penghasilan kena pajak.
• Bantuan hukum - Bantuan hukum yang disponsori karyawan dapat menawarkan dukungan hukum atau akses ke pengacara dan pengacara untuk membantu hukum keluarga, hukum masyarakat, penipuan, Medicare, bantuan pajak, pencurian identitas, tunjangan pengangguran, atau transaksi yang berimplikasi hukum.
• Healthcare coverage – Health is wealth. Employers must offer comprehensive healthcare coverage for employees and sometimes immediate family members (spouse and kids) to deal with any medical emergency. While the insurance premium is discretionary, plans include regular check-ups and eye and dental coverage. Some employers also offer short or long-term disability insurance for those affected and unable to work.
• Asuransi jiwa di tempat kerja - Beberapa pemberi kerja menawarkan asuransi jiwa berjangka waktu terbatas kepada pekerjanya dengan biaya yang lebih murah, yang disebut juga dengan paket kelompok. Ada juga yang memberikan asuransi cacat ketika karyawan menjadi cacat dan tidak dapat bekerja. Cakupan untuk asuransi yang pertama bersifat jangka panjang, sedangkan yang kedua dapat bersifat jangka pendek atau jangka panjang.
• Cuti berbayar tambahan - Beberapa perusahaan melakukan upaya ekstra untuk memastikan karyawan mereka terhindar dari kelelahan dan stres kerja. Mereka memberikan cuti berbayar tambahan agar karyawan dapat berlibur atau beristirahat dan mengisi ulang tenaga.

2. Insentif keuangan

Meskipun berbeda-beda di setiap perusahaan, mulai dari hak istimewa hingga imbalan uang, insentif finansial mendorong motivasi, keterlibatan, dan kinerja yang baik, sehingga meningkatkan produktivitas dan semangat kerja di seluruh organisasi.

• Insentif penjualan dan mitra - Sangat berbeda dengan bonus kinerja tahunan, komisi penjualan berbasis target di tempat, atau insentif mitra secara moneter memberikan penghargaan kepada karyawan yang telah berkontribusi secara signifikan terhadap target pendapatan atau penjualan perusahaan.
• Insentif uang tunai rujukan - Karyawan didorong untuk mendapatkan uang tunai atau cashback melalui pendaftaran rujukan. Setiap kali ada kandidat yang baru bergabung, pemberi referensi akan menerima sejumlah keuntungan finansial dalam bentuk uang tunai atau voucher.
• Gamifikasi - Beberapa perusahaan memotivasi karyawan mereka atau menarik talenta baru dengan menggunakan poin, lencana, tantangan, dan papan peringkat untuk mengukur dan merayakan kinerja yang baik. Karyawan dapat menukarkannya dengan uang tunai atau imbalan finansial melalui kartu hadiah, voucher, kupon, diskon, cashback, dll. 
• Pembagian keuntungan - Beberapa perusahaan memberikan bagian dari keuntungan perusahaan kepada karyawannya sebagai tunjangan pensiun untuk menunjukkan penghargaan mereka kepada karyawan. Persentase pembagiannya berbeda-beda di setiap organisasi, namun biasanya berkisar antara 2,5% hingga 7,5%.
• Insentif perayaan - Beberapa perusahaan menawarkan uang tunai atau kartu hadiah pada hari jadi, ulang tahun, pernikahan, persalinan, dan lain-lain, sebagai bentuk perhatian untuk merayakan dan memberikan penghargaan kepada karyawan mereka.
• Pendidikan dan perencanaan keuangan - Karyawan yang terdidik secara finansial memiliki kendali yang lebih baik atas keuangan mereka dan, dengan demikian, tidak mudah stres dan lebih produktif. Jadi, perusahaan harus memberdayakan tenaga kerja mereka dengan alat penganggaran, strategi, dan sumber daya yang tepat untuk membuat keputusan keuangan yang tepat.

3. Fasilitas keuangan

Meskipun bervariasi di setiap perusahaan, mulai dari hak istimewa hingga imbalan uang, insentif finansial mendorong motivasi, keterlibatan, dan kinerja yang baik, sehingga meningkatkan produktivitas dan semangat kerja di seluruh organisasi.

• Tunjangan karyawan - Perusahaan yang menawarkan tunjangan gaya hidup, tunjangan perjalanan, dan tunjangan relokasi untuk membiayai perjalanan awal, sewa rumah, makanan, asuransi, biaya pindahan, dll., akan memenangkan hati karyawan mereka.
• Penitipan anak dan bantuan biaya pendidikan - Karyawan yang mensponsori program penitipan anak melalui penitipan anak di tempat kerja atau kerja sama dengan perusahaan dan/atau memberikan bantuan biaya pendidikan memastikan keseimbangan antara kehidupan kerja dan kehidupan pribadi yang baik serta mengurangi ketidakhadiran dalam angkatan kerja yang stabil.
• Education stipend – Some employers boost their employee's growth and development by providing financial support for learning initiatives, higher education, job training, or certifications.
• Bantuan pinjaman mahasiswa atau dana kuliah - Meskipun jarang, beberapa pemberi kerja yang benar-benar peduli memotivasi karyawan mereka dengan menawarkan bantuan keuangan dengan pinjaman mahasiswa yang sudah ada atau dana kuliah untuk diri mereka sendiri atau anak-anak mereka.

4. Manfaat tambahan 

Selain tunjangan, fasilitas, dan insentif standar, beberapa perusahaan meningkatkan hubungan antara pemberi kerja dan karyawan dan mendorong loyalitas dengan menawarkan tunjangan tambahan.

• Emergency savings fund – When bills don't align with the traditional paycheck cycle, on-demand, short-term solutions like instant credit or a salary advance called 'earned wage access' can act like a financial cushion for unexpected expenses. Employees can avail of instant, short-term credit or early salary advances for sudden car repairs, marriage or divorce, house repairs, accidents, medical emergencies, unplanned travel, paying bills during extended sick leaves, etc.
• Bantuan pembelian atau penyewaan rumah - Sebagian besar karyawan khawatir tentang membeli atau menyewa rumah di pasar perumahan yang harganya selangit. Karena perjalanan jarak jauh berdampak pada produktivitas dan tingkat kehadiran karyawan secara keseluruhan, perusahaan dapat mengatasinya dengan menawarkan bantuan perumahan sebagai bagian dari paket tunjangan.
• Uang kembali atau kartu tunai - Tunjangan nontunai seperti uang kembali, kupon makan, kartu perjalanan, dan voucher bahan bakar sangat cocok bagi perusahaan untuk menonjol di pasar. Tunjangan tambahan ini bertindak sebagai dukungan tambahan untuk tujuan keamanan finansial karyawan dan menciptakan tenaga kerja yang termotivasi dan terlibat untuk mendorong kesuksesan bisnis.
• Diskon/voucher eksklusif untuk karyawan - Beberapa organisasi memotivasi dan memikat talenta terbaik mereka dengan menawarkan keuntungan finansial tambahan seperti diskon eksklusif untuk karyawan untuk berbelanja, pengalaman gaya hidup berbayar, dan keanggotaan klub kesehatan. Meskipun ini adalah tunjangan yang 'bagus untuk dimiliki', tunjangan ini juga merupakan penarik perhatian yang bagus, membantu organisasi untuk menarik dan mempertahankan talenta yang baik.

How can you develop an effective employee financial wellbeing policy at work?

A robust financial wellbeing policy is no longer a luxury—it’s a necessity for forward-thinking organizations that value employee happiness, retention, and productivity. Crafting a policy that genuinely makes a difference involves strategic planning, cross-functional collaboration, and a people-first mindset. Here’s how you can build one:

1. Assess employee needs first

Begin with employee listening tools like surveys, one-on-ones, and feedback forms to uncover financial stressors. Look for insights on:

• Common debt burdens (e.g., loans, credit cards)
• Emergency fund status
• Retirement preparedness
• Financial literacy levels Tailor your policy around these insights to ensure it's relevant and impactful.

2. Define clear objectives

Be explicit about what your financial wellbeing policy aims to achieve. Common goals include:

• Reducing employee financial stress
• Enhancing financial literacy
• Improving retention and productivity
• Supporting life-stage needs (e.g., child education, elder care)

Setting KPIs such as participation rates, savings utilization, or improvement in eNPS can help track effectiveness.

3. Offer a mix of short-term and long-term benefits

A balanced policy supports both immediate financial needs and long-term financial resilience. This might include:

• Short-term: Salary advances, emergency funds, discount programs, on-demand pay
• Long-term: Retirement planning support, insurance coverage, investment advisory sessions

4. Promote financial literacy

Education is at the core of any financial wellbeing strategy. Offer access to:

• Workshops/webinars on budgeting, saving, and investing
• One-on-one financial coaching
• Partner resources from fintech or financial institutions

Make these resources ongoing and easily accessible—via an employee app, intranet, or HR portal.

5. Personalize with flexible benefits

Every employee has unique financial priorities. Empower them with Lifestyle Spending Accounts (LSAs) and flexible fringe benefits that can be tailored to:

• Kesehatan
• Upskilling
• Commute/travel
• Family care

Platforms like Empuls make this easy by enabling HR teams to customize benefits while maintaining budgetary control.

6. Communicate transparently and frequently

A good policy fails without awareness and adoption. Ensure:

• Regular updates and nudges through email, intranet, and team meetings
• Manager enablement so leaders can advocate for usage
• Success stories shared internally to reinforce the policy’s impact

7. Measure, refine, repeat

Monitor employee participation, feedback, and satisfaction regularly. Use data analytics to:

• Identify underutilized benefits
• Improve communication strategies
• Adjust offerings to meet evolving needs

Use tools like Empuls People Analytics to gain real-time insights and drive data-backed decisions.

How can employee financial wellness benefits be managed effectively?

Doubtless, prioritizing financial well-being leads to better EVP, higher engagement, and retention. Financial wellness programs have gained a greater significance across industries as employers realize their role in alleviating their employee's monetary stress. But to effectively manage their benefits, employees must first understand the extent of their financial wellness benefits entitlement:

• Apa saja yang termasuk dalam manfaat kesehatan finansial, dan apa saja batasannya?
• Apakah pemberi kerja akan menawarkan bantuan pembayaran di muka, atau akan diganti?
• Apa saja yang memenuhi syarat untuk mendapatkan manfaat tersebut?
• Apa implikasi pajak dari manfaat-manfaat ini?
• Bagaimana prosedur ketika seorang karyawan berhenti bekerja?

Once the employer clarifies the extent of its financial wellness support, it should leverage the power of digital technology to quickly launch, manage, and centralize financial well-being benefits across the organization. This offers a degree of transparency by helping every employee easily access and track their financial health.

Empuls: Empowering employee financial wellbeing at work

In today's work environment, financial stress can significantly impact employee productivity, engagement, and mental health. Recognizing this, Empuls by Xoxoday offers a comprehensive suite of tools designed to nurture employee financial wellbeing—going far beyond conventional benefits.

1. Salary advance and earned wage access

Empuls helps organizations support employees during financial crunches through early access to earned wages. This feature empowers employees to manage unexpected expenses without relying on high-interest loans or credit. 

The digital disbursement process is quick and secure, ensuring instant cash flow when needed—at no cost or liability to the employer​.

2. Exclusive perks, discounts & cashback

To help stretch employee paychecks, Empuls provides access to over 1 million offers from 6000+ global and local brands, spanning categories like groceries, travel, dining, electronics, and more. 

These stackable savings, including discounts, deals, and cashback, can equate to an effective 7-8% salary raise—significantly boosting disposable income across 50+ countries​.

3. Flexible fringe benefits via lifestyle spending accounts

Empuls gives organizations the ability to offer customizable fringe benefits tailored to individual employee preferences. This includes allowances for:

• Fitness & wellness
• Remote work setup
• Upskilling
• Travel & commute
• Family care and more

These perks are managed through Lifestyle Spending Accounts (LSAs), which give employees the autonomy to choose benefits that align with their unique lifestyle needs, promoting both financial and emotional wellbeing​.

4. Tax-saving benefits

Empuls simplifies tax-compliant disbursal of common allowances such as:

• Meal and fuel cards
• Telecom reimbursements
• Books & periodicals These help employees reduce their taxable income while enjoying meaningful everyday benefits—all managed seamlessly through a multi-wallet card system​.

5. A platform for all stakeholders

Empuls offers a user-friendly platform where HR leaders can configure and manage benefit programs with ease. Managers can encourage their teams to utilize these offerings for better work-life balance, and employees can track savings and redemptions via mobile apps and intuitive dashboards.

Pertanyaan Umum