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U.S. Rent’s on the Rise: How to Fight Housing Insecurity for All Employees

U.S. Rent’s on the Rise: How to Fight Housing Insecurity for All Employees

by | Aug 17, 2022 | Blog

U.S. rent’s on the rise: How to fight housing insecurity for all employees. Help your employees combat housing insecurity with financial education resources and other strategies. 

Whether you’re buying or renting, housing is less affordable today than it was a year ago. Rental prices have risen 15%, according to Redfin data, and the Federal Reserve recently announced another interest rate hike, which will raise the cost of mortgages. As a result, more people are facing housing insecurity.

Increasing housing costs affect everyone from minimum wage employees to six-figure executives. Learn more about how housing insecurity may be hurting your workforce and how to support secure housing for all.

What is housing insecurity?

Housing insecurity is an umbrella term for the different housing-related problems people have (including, but not limited to affordability, safety, quality and security). 

Housing insecurity may look different from person to person. Today, over 3.5 million people suffer from housing insecurity, according to the National Alliance to End Homelessness, which covers a broad spectrum of issues and situations.

3 ways companies can fight housing insecurity for all:

Housing insecurity affects most workforces across America and with rents still rising, even more people may become impacted. Luckily, companies can help all employees build a future of financial wellness and housing security in three key ways:

1. Provide financial wellness and budgeting tools.

Although low-wage employees have been disproportionately affected by rent hikes, employees across the income ladder have been impacted, too. By investing in robust financial wellness resources, companies can help ensure housing security for all employees. 

Money coaching, budgeting tools and other financial advice can help employees navigate new rent hikes and adjust their budget, regardless of an employee’s living situation or income level. Financial wellness resources are to people reach their most personal financial goals, whether it’s homeownership or simply making ends meet.

2. Allow remote/hybrid work to stay.

Across America, living in the city or business districts tends to be more expensive than surrounding cities or suburbs. With remote and hybrid work, employees are given newfound flexibility in how they make housing decisions. 

By preserving remote and hybrid work models, companies can help employees work toward sustainable housing situations that they can afford long term. Instead of prioritizing being close to the office or city center, employees can prioritize affordability and security when choosing where to live. Moreover, remote and hybrid work models help employees save money by commuting less.

3. Offer relocation benefits.

Moving can be costly, especially when moving out of state for a new job. For instance, in the Chicago, Ill. metro area, the median asking rent is $2454 per month, according to Redfin data, and $4000 in the Boston and New York metro areas.  

To help reduce the financial burden of moving and housing, some leading companies have invested in relocation support for employees (e.g., company-sponsored moving services, subsidies or even temporary corporate housing). By offering relocation benefits, companies can support housing security for all employees, while themselves apart from the competition.

Financial wellness is an investment, but it doesn’t have to be costly. Need a top-notch, budget-friendly solution? Try Best Money Moves!

Best Money Moves is a financial wellness solution designed to help dial down employees’ most top-of-mind financial stresses. As a comprehensive financial well-being solution, Best Money Moves offers 1:1 money coaching, budgeting tools and other resources to improve employee financial wellbeing. Our AI platform, with a human-centered design, is easy to use and fit for employees of any age. 

Whether it be college planning or securing a mortgage, Best Money Moves can guide employees through the most difficult financial times and topics. Our dedicated resources, partner offerings and 700+ article library make Best Money Moves a leading benefit in bettering employee financial wellness. 

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.

4 Benefits to Support LGBTQ+ Employees in the Workplace

4 Benefits to Support LGBTQ+ Employees in the Workplace

by | Aug 10, 2022 | Blog

4 benefits to support LGBTQ+ employees in the workplace. These 4 key benefits can provide additional support to the unique challenges facing LGBTQ+ employees in the workplace.

Members of the LGBTQ+ community report disproportionate levels of financial stress compared to straight and cis-gendered peers. In a survey of 2,005 LGBTQ+ Americans conducted by the Motley Fool, over two-thirds of respondents rated their financial stress as “very high.” Another 38% rated their stress as somewhat high. With this in mind, here are just a few benefits to support members of the LGBTQ+ community in your workplace.

1. Improve benefits education for LGBTQ+ employees

A MassMutual study revealed that 53% of LGBTQ+ workers are unsure where to go when it comes to getting financial advice. Increasing access to benefits education is one of the best ways you can help employees. It’s important for team members to know exactly what benefits are available and how they apply to them.

Let LGBTQ+ employees know that they qualify for family and spouse benefits too. Only 50% of employees are out to their current supervisors, according to Williams Institute, so use gender-neutral language during benefits education. Rather than referring to husbands or wives, aim to refer to a “spouse” or “partner” so they know they too qualify for these benefits.

2. Educate employees on retirement program options

Retirement is something all people need to prepare for, but for members of the LGBTQ+ community, financing retirement can be particularly stressful. Fifty-three percent of LGBTQ+ members report being worried they’ll never retire in comparison to just 39% of straight and cis-gendered peers, according to a study from Lincoln Financial Group. Establishing and sharing information on your employee’s retirement plan options can help limit a portion of their financial stress.

3. Provide family planning resources for LGBTQ+ families

While family planning resources should always be offered to your workforce, these resources are crucial especially for LGBTQ+ employees who may be exploring a wide array of paths to parenthood. For most LGBTQ+ couples, this process could include surrogacy, private adoption, foster care, IVF or more. 

Many family planning options can be expensive. IVF alone can cost over $23,000, with adoption costs even higher. According to a study done by FamilyEquality.org, roughly 45-53% of LGBTQ+ millennials are planning to become parents in the future. With these numbers in mind, supporting employees by providing a full range of resources can help with both financial and general planning.

4. Offer financial wellness solutions

The same study from Lincoln Financial Group found that roughly 47% of the LGBTQ+ community has expressed feeling significant financial stress in comparison to just 36% of the general population. Roughly 69% of the LGBTQ+ community also says this stress also impacts their ability to manage or improve their personal finances. Offering financial wellness solutions can help dial down stress for all employees, but especially the disproportionate financial stress LGBTQ+ employees experience.

Attract and retain top talent with financial wellness solutions from Best Money Moves.

Best Money Moves is a financial wellness solution designed to help dial down employees’ most top-of-mind financial stresses. As a comprehensive financial wellbeing solution, Best Money Moves offers 1:1 money coaching, budgeting tools and other resources to improve employee financial wellbeing. Our AI platform, with a human-centered design, is easy to use and fit for employees of any age. 

Whether it be college planning or securing a mortgage, Best Money Moves can guide employees through the most difficult financial times and topics. Our dedicated resources, partner offerings and 700+ article library make Best Money Moves a leading benefit in bettering employee financial wellness. 

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.

Rainy Day Fund: Helping Employees Weather Financial Uncertainty

Rainy Day Fund: Helping Employees Weather Financial Uncertainty

by | Jul 26, 2022 | Blog

Rainy day fund: Helping employees weather financial uncertainty. A surprising number of employees don’t have enough savings to cover unexpected expenses. Here are 4 ways to help employees build a rainy day fund.

Almost one in five employees cannot cover a $400 emergency expense without using a credit card, according to the Social Policy Institute at Washington University, and almost as many would have to borrow money from family or friends. Having a rainy day fund can help people cover low-cost emergency expenses, without disrupting monthly budgets or accruing more debt. 

Here are 4 ways to help employees weather economic hardship with a rainy day fund.

statistic about need for rainy day fund

Rainy day fund vs. emergency fund

Although similar, rainy day funds and emergency funds slightly differ in two distinct ways: the size of the savings and the intended use of the savings. 

Rainy day funds do not have a set amount, but they tend to carry anywhere from $200 to over $1000 in savings. Instead, emergency funds should contain about three to six months’ worth of living expenses. This is because rainy day funds are typically used for small, non-recurring payments, like an unexpected car repair or surprise parking ticket. 

On the other hand, emergency funds should be used to cover large, unanticipated emergencies, like hefty medical expenses or home repairs. In the event of unforeseen job loss, emergency funds can help cover monthly necessities like rent, utilities and food.

4 ways to help employees build a rainy day fund

Rainy day funds can help employees enjoy a higher level of financial wellbeing and security. In the event of an emergency or economic downturn, employees can be assured that they have a financial cushion to help them weather financial uncertainty.  

1. Start a company match program to help employees build a rainy day fund.

Company match programs can help encourage employees to save. Moreover, they can also help direct employees on where to save. For instance, employees may be more likely to funnel their savings to their 401(k) account if they know that the funds will be matched by their employer.

Instead of just matching retirement contributions or philanthropic donations, consider applying the company match model to other accounts like rainy day funds. This can help employees at all income levels build a financial cushion and improve their financial security.

2. Invest in financial advisors.

Building a rainy day fund doesn’t happen overnight, it takes time and planning. And for some employees that planning is best done with a financial advisor. 

There is no clear-cut amount one should have in their rainy day fund, but with a financial advisor, employees can develop a target amount that works best for them. Regardless of one’s financial situation or level of income, a quality financial advisor will offer personalized solutions fit for any employee’s circumstance. 

3. Provide financial wellness resources and programs.

Beyond financial advising, there’s a whole suite of financial wellness resources that can help employees prepare for financial hiccups. For instance, budgeting tools are an effective way to help employees break down penny-by-penny what money is incoming and outgoing. Budget mapping can also help employees find opportunities to lower their expenses and increase their savings for a rainy day.

4. Offer access to affordable lines of credit and loans for when a rainy day fund isn’t enough.

Rainy day funds grow overtime, but what if some employees need an immediate solution to a financial emergency? Firms can provide an extra layer of financial support by making affordable lines of credit and loans accessible to employees.

Looking for an easy-to-use financial wellness solution? Give Best Money Moves a try!

Best Money Moves is a mobile-first financial wellness solution designed to help employees dial down their financial stress and meet their most top-of-mind financial goals. With budgeting tools, strategic partnerships and 1:1 money coaching, Best Money Moves offers users easy, compressive financial advice right from their phones. 

Best Money Moves is designed to guide employees through the most difficult financial times and topics. Our dedicated resources, partner offerings and 700+ article library make Best Money Moves a leading benefit in bettering employee financial wellness.

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.

Most Americans Live Paycheck-To-Paycheck. Here’s How Employers Can Help

Most Americans Live Paycheck-To-Paycheck. Here’s How Employers Can Help

by | Jul 19, 2022 | Blog

Most Americans live paycheck-to-paycheck. Here’s how employers can help. With inflation the highest it’s been since the 1980s, more and more families are living paycheck-to-paycheck. What can employers do to help their teams?

Inflation has caused food, gas and housing prices to skyrocket. Between May 2021 and May 2022, inflation hit 8.6% — the highest increase since December 1981, according to the Bureau of Labor Statistics — and economists are unsure when prices may fall.

Trying to make ends meet, about 60% Americans are living paycheck-to-paycheck, according to a LendingClub report, making it the primary financial lifestyle in the U.S.

Living check-to-check isn’t sustainable — it leaves people susceptible to increased debt and high-stress levels. Here are 4 ways companies can help employees manage rising inflation and create viable money habits for the future.

1. Offer budgeting tools and 1:1 money coaching to help employees living paycheck-to-paycheck.

Even with a high income, poor budgeting or not budgeting at all can create a paycheck-to-paycheck lifestyle. For instance, although 7 in 10 Americans have a budget, only 25% have detailed budget, according to a TIAA report. Without a detailed budget, it is difficult to accurately keep track of how much money is coming in and going out each month.

To help employees break with a paycheck-to-paycheck lifestyle, companies can offer budgeting tools and personalized money coaching. These resources are to help employees focus on necessitates and better allocate their money, regardless of their income level. Moreover, it can help identify savings gaps or where to cut down spending.

2. Provide student loan repayment assistance.

Since the federal student loan pause started in 2020, repayment has not been top-of-mind for most Americans. However, this is expected to change starting August 31, 2022 — when student loan repayment, interest and collections pause is scheduled to expire.  This means millions of Americans will have to reintegrate student loan payments into their monthly budget, but with rising inflation, many are worried if they can afford to resume payment. 

By providing student loan repayment assistance, firms can demonstrate a commitment to employee financial wellness and wellbeing. Not only will this help employees lower their student loan debt, but it will also help them weather inflation and financial stress.

3. Invest in mental health resources for those living paycheck-to-paycheck.

Money stress does not function in a vacuum — it can bring on emotional stress, physical stress and even wear down someone’s mental health. According to TIAA, 59% of Americans carry financial stress and with prices on the rise, this number may grow. 

To help dial down stress levels and support all-around employee wellbeing, firms are investing mental health resources like talk therapy and meditation apps. Consider ways your company can make mental health resources more affordable and accessible for employees at all paygrades.

4. Expand financial literacy and education opportunities.

With the right tools and resources, companies can help employees strengthen their financial wellbeing and knowledge, simultaneously. At every budget, there are ways institute financial wellness programming and resources, whether it be tax filing workshops or retirement planning seminars. 

Companies are most successful when they listen to the wants and needs of their own employees, then creatively follow through in their financial wellness offerings and approach. When searching for a quality financial wellness program, try to avoid one-size-fits-all solutions and keep an eye out for customized services (e.g., 1:1 money coaching, mortgage and loan calculators and other personalized solutions).

Need a top-notch, budget-friendly financial wellness program? Try Best Money Moves!

Best Money Moves is a mobile-first financial wellness solution designed to help employees dial down their financial stress and meet their most top-of-mind financial goals. With budgeting tools and personalized money coaching, users can easily receive compressive financial advice right from their phones. 

Best Money Moves is designed to guide employees through the most difficult financial times and topics. Our dedicated resources, partner offerings and 700+ article library make Best Money Moves a leading benefit in bettering employee financial wellness.

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.

3 Ways to Attract Gen Z and Millennial Employees

3 Ways to Attract Gen Z and Millennial Employees

by | Jun 29, 2022 | Blog

3 ways to attract Gen Z and Millennial employees. Gen Z and Millennials are the next generation of American workers. Here are three top benefits to help attract these key employees.

Gen Z and Millennial employees now comprise roughly 46% of the U.S. workforce, according to data from Gallup, and with them comes a new way to think about benefits. LinkedIn research shows that young employees demand new talent strategies. 

Here are 3 ways companies are working to attract, and retain, Gen Z and Millennials within the job market.

Gen Z and Millennial employees: Who is who?

To help distinguish between Gen Z and Millennial employees, Pew Research Center defined Millennials as those born between 1981-1996 and unveiled a new generational cohort — Gen Z. Anyone born in 1997 and onward is considered Gen Z. 

In terms of generation age, Millennials would be 26 to 41 years old in 2022 and Gen Z would be 10 to 25 years old. Currently, there is no official end point for Gen Z; however, Pew Research Center estimates a cutoff point for those born around 2012.

3 ways to attract Gen Z and Millennial employees

1. Highlight flexibility and continue offering remote work

Benefits like flexibility and remote work are no longer seen as luxuries or temporary adjustments. Today, young employees value flexibility and remote work as workplace essentials here to stay, even post-pandemic. 

Gen Z has been the most mobile segment of the labor force since the onset of the pandemic, with a migration rate up 23%, according to LinkedIn data, surpassing Millennials and later generations. In addition, Gen Z is 17% more likely to apply for remote jobs than other generations. 

To help capture young employees, companies have been highlighting the latitude and freedom that they offer employees by using target keywords like “flexibility” in job descriptions. According to Microsoft’s 2022 Work Trend Index, Gen Z is 77% likely to engage with a LinkedIn job posting if it mentions “flexibility,” followed by Millennials (30%).

2. Invest in employee wellbeing and financial wellness

The pandemic has encouraged companies to take a newfound approach to wellbeing, which is driven by the sentiments of young Americans today. Compared to older generations, young people are more likely to believe that companies are responsible for the overall health of employees. In response, companies are increasingly investing in mental and physical health resources, as well as financial wellness programs. 

According to TIAA’s 2022 Financial Wellness Survey, over 60% of Gen Z and Millennials believe that employers are responsible for the financial wellness of employees, compared to just 41% of Baby Boomers and 29% of the Silent Generation. By investing in financial wellness programs, companies can support the overall wellness of all employees, while specifically attracting the younger generations. 

3. Support a healthy work-life balance

Young Americans deeply value a work-life balance — this allows them to freely engage with side projects, businesses and other personal interests. According to Microsoft’s research, about 70% of Gen Z and Millennials want to generate more income via their side projects and businesses within the next year. Companies can support a healthy work-life balance by offering flexible work schedules, increased paid time off or even gym reimbursements, to name a few. 

While some companies may see this as a threat to productivity, Renate Norman, Microsoft’s, general manager of global university recruiting, encourages companies to see this as helping employees find a creative outlet and the space to pursue their passions. 

Failure to meet the wants of young employees can cause companies to miss out on top talent and earn higher attrition rates. According to Microsoft’s 2022 survey, young employees are more likely to switch employers in pursuit of their wants and non-negotiables (52%), compared to Generation X and Baby Boomers (35%). 

Need a financial wellness solution? Give Best Money Moves a try!

Best Money Moves is a mobile-first financial wellness solution designed to help dial down employees’ most top-of-mind financial stresses. From young adults to seniors, Best Money Moves is an easy-to-use, financial wellness solution offering 1:1 money coaching, budgeting tools and other resources to improve employee financial wellbeing. Our AI platform, with a human-centered design, is easy to use and fit for employees of any age. 

Whether it be financial planning, trying to secure a car loan or mortgage, , Best Money Moves can guide employees through the most complex financial times and topics. Our dedicated resources, partner offerings and 700+ article library make Best Money Moves a leading benefit in bettering employee financial wellness. 

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.