The Financial Blind Spot: Why 85% of Employees Want Financial Help

According to a 2025 study highlighted by Inc., nearly 85% of employees believe their employer should help them navigate financial challenges. Let that sink in.

That’s not a “nice to have”—that’s a near-universal expectation.

And yet, in many workplaces, financial wellness is either ignored, underfunded, or mistaken for a once-a-year 401(k) meeting.

As someone who advises companies on retirement plans, I’ve seen this firsthand. And here’s the truth: the companies who acknowledge and respond to this growing expectation aren’t just helping their people—they’re strengthening their own business.

A Simple Metaphor: Financial Stress Is a Dashboard Warning Light

Imagine you’re driving a car and the oil light comes on. You ignore it—after all, the engine still runs. A few weeks later, you’re stalled on the highway with a major repair bill.

Employee financial stress works the same way.

It’s often invisible. But it’s real, it’s chronic, and it’s impacting performance, health, and retention. Financial pressure weighs heavily on decision-making, focus, and emotional health—especially when there’s no guidance or support.

The Science of Financial Stress at Work

Psychologists refer to this as cognitive load—when the brain is overloaded with mental “tabs,” it can’t focus. According to WebMD Health Services, financial stress is the #1 stressor across income levels, and 1 in 4 employees say it directly impacts their productivity.

Additional research from Morgan Stanley’s 2025 Workplace Financial Benefits Study[2] found:

• 84% of employees want help with personal financial planning
• 66% say financial stress affects their work or personal life
• 68% of employees would stay longer if their employer offered meaningful financial wellness support.

This is no longer just a benefits issue—it’s a talent strategy issue.

Why Most Employers Miss the Mark

Despite overwhelming data, many employers still believe financial guidance is too personal, too complicated, or already “covered” by the 401(k) plan.

But here’s the disconnect: most 401(k) plans offer basic education, not personalized guidance. And they often ignore broader financial issues—like budgeting, debt, or emergency savings—that dominate employee stress.

This is like handing someone a map but not teaching them how to read it.

Simple Ways Employers Can Step Into the Gap

You don’t have to overhaul your benefits package to make a difference. Here are practical, low-cost ways to respond to this need:

1. Offer “Financial Office Hours” – Offer easy to access one-on-one meetings with a financial advisor (ideally one with no product agenda) where employees can ask basic questions—judgment-free.
2. Survey Your Team – Ask: “What’s your biggest financial concern?” and “Would you like more support from the company?” It opens the door and shows empathy. You can modify future education initiatives around their answers.
3. Add Financial Touchpoints to Existing Benefits – During open enrollment or onboarding, include simple guides on budgeting, emergency funds, and debt management. You could even provide a scheduling link to the financial advisor’s office hours calendar.
4. Curate Trusted Tools – Recommend vetted budgeting apps, podcasts, or free online courses—employees often just need help knowing where to start.
5. Normalize the Conversation – Create a culture where financial wellness isn’t taboo. When leadership talks about it, others feel safer engaging.
6. Continue Onsite 401(k) Education Meetings – Keep offering in-person 401(k) sessions, but raise your expectations. Collaborate with providers to ensure the agenda and talking points address the real financial concerns of your team—not just investment basics. These sessions should help bridge the gap between retirement planning and everyday financial wellness. It should address common employee questions and give you time back in your day.

Final Thought: From Retirement Advisors to Financial Allies

As a retirement plan advisor, my role used to revolve around plan design, investment lineups, and compliance. But today, the companies we serve expect more—and rightly so.

By stepping into the financial wellness gap, we’re not just helping employees retire well. We’re helping them live better now.

And if 85% of your workforce wants this? The only real question is—what are we waiting for?

Sources:

Morgan Stanley at Work. (2025). State of the Workplace Financial Benefits Study. https://www.morganstanley.com/atwork/articles/state-of-workplace-financial-benefits-study

Important Disclosures:

This information was developed as a general guide to educate plan sponsors, but is not intended as authoritative guidance or tax or legal advice.  Each plan has unique requirements, and you should consult your attorney or tax advisor for guidance on your specific situation.  In no way does advisor assure that, by using the information provided, plan sponsor will be in compliance with ERISA regulations