Recent economic pressure has put financial wellness benefits in the spotlight. 2025 is a pivotal year for reassessing how employee wellness impacts organizational success.

Stress has long been known to damage employee mental health, productivity and retention. This is especially true of financial stress. Employees grappling with financial anxiety may be more distracted and less engaged. This translates to higher absenteeism and reduced workplace performance.

Moreover, employees view their employers as responsible for financial wellness efforts. According to MetLife’s Employee Benefit Trends Study 2024, 92% of employees want more consistent care from their employers. Wellness benefits must support both immediate financial challenges and long-term goals.

Here’s how the right wellness benefits can transform employee wellbeing — and why 2025 may be the perfect time to put these tools into action.

The financial wellness benefits landscape in 2025 and beyond

Reports underscore a shift towards financial wellness benefits as crucial components of overall employee well-being. According to Transamerica’s 5th Transamerica Prescience 2026 Report, around half (47%) of employers are expected to offer financial wellness programs by 2026. Industry professionals also expect the addition of student repayment programs by this time.

Additionally, retirement plan coverage for smaller businesses (under 100 employees) may reach parity with larger companies. These changes signify an encouraging shift toward more inclusive financial benefits.

Healthcare benefits company Lively found that 81% of employers plan to add or improve wellness benefits in the coming year to enhance recruitment and retention. Flexible benefits, like emergency savings and lifestyle accounts, may also gain traction. Flexibility and customization remain high on employee wishlists.

2025 is the year to implement financial wellness benefits

For employers, 2025 marks the window to act. Companies without financial wellness programs risk falling behind in the race for talent. Transamerica also warns employers without financial wellness may struggle with recruiting and retention.

Organizations increasingly leverage robust wellness benefits as a differentiator. In a recent report by the Integrated Benefits Institute, 51% of employers listed “employee satisfaction” as their top goal. As employers ramp up their wellness benefits, there is more competition for talent. This shift reflects the understanding that employee well-being is a key HR strategy. Wellness is not only a moral imperative but also a critical business strategy.

Moreover, flexible benefits can enhance recruitment, satisfaction and retention, as noted in the Lively report. Financial wellness programs can position organizations as forward-thinking and invested in their workforce.

3. Consider employer-sponsored employee credit card debt assistance programs

Companies should consider the following steps when considering wellness benefits.

1. Assess Current Benefits: Consider existing wellness offerings to identify gaps in addressing financial stress.
2. Engage Employees: Gather feedback to understand employees’ financial concerns. Then, ensure the new benefits align with their needs.
3. Introduce Flexible Options: Consider benefits like emergency savings, student loan repayment programs and financial literacy training.
4. Leverage Partnerships: Deliver easy-to-use tools, such as budgeting apps, coaching services, and retirement planning resources.
5. Measure Impact: Assess program effectiveness to ensure continued relevance and ROI.

As the workplace evolves, so must employee benefits. Financial stress will present challenges to employees in 2025. But employers can use the tools at their disposal to relieve it. Prioritizing wellness benefits helps organizations improve employee well-being, boost productivity and enhance retention.

Looking for the right wellness benefit in 2025? Try Best Money Moves.

Best Money Moves is an AI-driven, mobile-first financial wellness solution designed to help employees with varying levels of financial knowledge dial down their most top-of-mind financial stresses. As an easy-to-use financial well-being solution, Best Money Moves offers comprehensive support toward any money-related goal, ranging from debt management to purchasing a home. With 1:1 money coaching, budgeting tools and other resources, our AI-driven platform is designed to help bolster employee financial wellbeing.

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.

Financial Burnout in 2025: How to Address Employee Concerns. Financial burnout is affecting employees of all generations. Learn the ins and outs of this issue, including ways to improve your workforce’s wellbeing.

There’s a new term to describe how employees feel about money: Financial burnout, a condition marked by prolonged financial pressure that results in mental exhaustion and physical strain.

Eighty-eight percent of American workers report feeling some level of financial burnout, and 65% say finances are their biggest source of stress, according to a recent survey by MarketWatch Guide. Another 41% of employees say their finances have “destroyed” their mental health, and 64% reported feeling “financial fatigue,” when dealing with money.

Like other types of burnout, financial strain affects more than mental wellbeing. Respondents also report symptoms such as loss of sleep (56%), physical fatigue (47%), headaches (45%), weight gain or loss (38%), changes in appetite (34%) and digestive issues (33%).

It’s clear that financial burnout is taking a significant toll on the overall health of American employees, yet many workplaces still struggle with how to effectively curb the issue. Here are the key factors driving this issue and actionable steps employers can take to provide support.

Healthcare costs and employee financial burnout

Many workers face especially high anxiety over healthcare costs. According to the 2023-2024 Aflac WorkForces Report, 50% of workers report anxiety about out-of-pocket health care expenses, even beyond what insurance covers. Furthermore, 51% of employees would need to dip into their savings or checking accounts for unexpected medical bills. Younger generations are particularly vulnerable, with 72% unable to afford $1,000 in out-of-pocket healthcare costs.

Employers can help by offering more comprehensive health plans that minimize out-of-pocket costs from the start. Employees can further prepare for unexpected medical expenses and diagnoses by partnering with financial planning services that guide saving for medical emergencies. Encourage employees to set aside income to cover future medical costs through pre-tax income programs such as health savings accounts.

The gap between perception and reality

There is also a gap between employer and employee perceptions of healthcare. While 79% of employers think their teams understand healthcare costs, only 48% of employees agree. Furthermore, 41% of employees would be unsure of where to seek support after a serious medical diagnosis.

Employees can provide support by offering financial literacy programs like workshops or tools to help employees better understand the costs of healthcare and other essentials. Employers can also establish a fund to support employees facing financial hardships due to unexpected events.

How poor habits can intensify financial stress

However, it is not just limited access to resources that causes financial burnout. Employees’ financial habits may also exacerbate already existing issues. Poor budgeting, overspending and procrastination are common issues leading to financial burnout when employees avoid dealing with their financial challenges until it is too late.

According to MarketWatch Guide, 58% of employees don’t use a detailed financial budget. 57% procrastinate on important financial decisions, 44% overspend to deal with stress, 44% make purchases they cannot afford and 41% avoid opening bills or reviving card statements. 44% also admitted they ignore a financial problem until it becomes a crisis.

Employers can partner with financial institutions to offer debt consolidation services or low-interest loans for employees struggling with debt. Providing access to budgeting apps or financial planners can also encourage employees to create and adhere to a financial plan. Organizing employee challenges that reward participation in financial planning and debt-reduction programs can also help employees reach their financial goals.

Financial burnout affects the mental, physical and financial health of employees nationwide. Employers can play a crucial role in mitigating this stress by offering comprehensive healthcare benefits, financial literacy programs and resources to support better budgeting and debt management. By taking proactive steps, organizations can both improve the well-being of their teams and foster a more productive workforce.

Tackle financial burnout head-on with direct help from Best Money Moves.

Best Money Moves is an AI-driven, mobile-first financial wellness solution designed to help employees with varying levels of financial knowledge dial down their most top-of-mind financial stresses. As an easy-to-use financial well-being solution, Best Money Moves offers comprehensive support toward any money-related goal, ranging from debt management to purchasing a home. With 1:1 money coaching, budgeting tools and other resources, our AI-driven platform is designed to help bolster employee financial wellbeing.

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.

Understanding Gamification (The Key to Better Benefits). Gamification is a powerful tool for motivating employees at work. Learn how gamification strategies can improve performance and encourage benefits usage.

Gamification is a powerful tool for motivating employees at work and a valuable addition to financial wellness benefits. These strategies educate employees while encouraging them to set and meet their financial goals in engaging ways.

Also called “motivational design” or “game learning,” gamification involves incorporating interactive elements into various activities throughout an employee’s day-to-day. Doing so may help employees connect with their teammates and company culture, improve business operations or increase employee benefits usage. These strategies can take many forms, from achievements and leaderboards to motivate users, to point-based loyalty programs that encourage frequent purchases.

A survey conducted by TalentLMS found that 83% of employees who used gamified training felt more motivated at work, with 89% reporting feeling more productive and 88% feeling happier. In contrast, 61% of employees who received non-gamified training felt bored and unproductive.

The idea behind gamification is to leverage competition and incentives to meet personal and company goals. However, overdoing it can demotivate employees. Here are some key considerations for gamifying your financial wellness programs.

1. Have defined, measurable goals (and make sure your employees understand those goal).

Start by assessing the overarching goals of your financial wellness program and what you want your employees to achieve through their participation. Break these larger goals into smaller, achievable milestones that employees are excited to work towards. Understanding gamification relies on incentives and success within the system, it’s crucial that these goals are specific and attainable.

Additionally, make sure your employees clearly understand what they’re working towards. Interest in the financial wellness program can wane if employees are unsure about their objectives, so ensure all game elements are directly linked to the learning material.

2. Offer a variety of incentives within your gamification.

Different motivators resonate with different employees. While some may respond well to progress bars, levels, points systems and badges, others may be more motivated by tangible rewards such as gift cards, vouchers or discounts. Offering a mixture of incentives can help ensure that employees are encouraged to participate and reach their full potential.

3. Give frequent feedback.

One of the quickest ways for employees to lose interest is through a lull in feedback. Providing timely evaluations allows employees to adjust their performance based on results and stay engaged in the competition. Immediate feedback keeps employees motivated and helps them work towards their goals more efficiently.

4. Get people invested in your rewards with gamification.

Gamification is most effective when the incentives resonate with employees. Since gamification often relies on social recognition, it’s crucial to understand what motivates your employees. Engage with them to determine what goals and rewards are most meaningful. Both the objectives and the rewards need to be valuable to ensure that the gamified system is effective and engaging.

5. Don’t force the fun.

Mandatory fun can diminish the enjoyment of gamification. Research indicates that games and activities are more positively received when they are voluntary rather than imposed. By making your gamified program optional, you allow employees to choose whether they want to participate. Ensure that those who opt out still have access to all necessary resources. This approach allows motivated employees to engage in the gamified system while others can continue working towards their financial goals without pressure.

When done correctly, incorporating gamification into financial wellness programs can drive employee engagement and motivation in a fun environment where financial goals are interactive and rewarding. Embrace gamification as a tool to enhance your financial wellness initiatives and empower your employees to achieve their goals with enthusiasm.

Best Money Moves is a mobile-first financial wellness solution designed to help dial down employees’ most top-of-mind financial stresses. As an easy-to-use financial well-being solution, Best Money Moves offers comprehensive support toward any money-related goal. With 1:1 money coaching, budgeting tools and other resources, our AI platform is designed to help improve employee financial well-being.

Whether it be retirement planning or securing a mortgage, Best Money Moves can guide employees through the most difficult financial times and topics. We have robust benefits options for employers, regardless of their benefits budget.

Our dedicated resources, partner offerings and 1000+ 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.