Since the beginning of the pandemic, there has been no shortage of research and media attention on the increasing levels of financial stress American employees are experiencing, and the need for employers to provide more help. But with so many changes in the workplace, the economy and society over the past two years, it can be overwhelming for employers to know how to start helping employees navigate their stress.

By now, we all recognize how difficult it is to separate one’s work and personal life, especially as money, life events and work intersect in so many ways: Should I pay off my loans or save for retirement? How will my family get by if I’m gone? Can I afford to adopt a child? Do I need to buy long-term medical care? Should I take on this new job? How will I care for my aging parents? Each one of these questions has a dollar sign attached to it, and they’re just a few of the issues employees are wrestling with both at home and at work.

Employers are coming to the table not just because it’s the right thing to do, but because it has been proven that stress about money can negatively impact worker health and productivity levels, talent development efforts and a company’s bottom line. Employers are uniquely positioned to provide employees with financial wellness support that many individuals don’t have the time or expertise to source on their own. Larger employers have the capability to identify and engage best-in-class providers, while passing along institutional benefits and pricing to their employees. Benefits decision-makers have an opportunity to step up and make a difference not only by adjusting their programs to meet the demands and expectations for financial wellness – but also by recognizing that critical life events can provide a pathway to the solution.

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