HR’s Secret Weapon: How Financial Wellness is Rewriting the Employee Experience in 2025

Financial stress is a silent productivity killer – equally for employees and the HR team, who are constantly trying to optimize short-term salary increments and benefits, making the conversation difficult and relationship transactional.   

Studies also show that 60% of employees experience financial anxiety, affecting their focus, engagement, and retention.  

To combat this, forward looking companies in the United States and India are shifting toward comprehensive employee financial wellness programs, including Advisor Reimbursement Programs, financial coaching, and digital planning tools. 

A 2025 Morgan Stanley study found that HR leaders prioritize financial planning assistance, with 64% of companies offering financial advisory services to all employees—not just executives. This shift reflects a growing recognition that financial security is as crucial as other benefits like healthcare and retirement.  

The Risk of Uninformed Investing: Why Financial Guidance Matters 

Many young investors in India are drawn to high-risk trading, particularly in Futures & Options (F&O) where alarmingly 93% of individual traders in F&O lost money between FY22 and FY24,  

Despite these staggering losses, most employees continued trading highlighting the lack of financial awareness and the need for structured financial guidance. Employers can play a crucial role in educating employees about financial risks and helping them build long-term wealth instead of engaging in speculative trading.  

What Are Employer-Sponsored Financial Wellness Programs? 

Companies are implementing various strategies to support employees’ financial well-being:   

1. Financial Education & Coaching 

Employees gain access to certified financial advisors for guidance on: 

• Budgeting & debt management 

• Investment strategies 

• Retirement planning 

• Tax optimization 

Example:

Goldman Sachs Ayco provides executive wealth management and personal financial planning for employees. 

2. Financial Planning Allowances & Reimbursements 

Some employers cover advisory costs, allowing employees to choose their own financial planners. 

Example:  

• James Hardie offers financial planning and tax services as part of executive benefits.  

• Infosys has been actively integrating financial wellness programs into its employee benefits. The company offers financial literacy workshops, investment coaching, and retirement planning assistance to help employees make informed financial decisions.  

3. Financial Planning Digital Tools 

Companies integrate AI-powered financial coaching and personalized planning tools. 

Example:

LearnLux combines digital financial guidance with Registered Investment Adviser professionals. 

4. Retirement Planning Assistance 

Beyond 401(k) matching and Employee Provident Fund (EPF) contributions, companies provide personalized investment guidance. 

Example:

Morgan Stanley at Work offers financial wellness programs to help employees optimize their retirement savings. 

Adoption in the USA: Employee Financial Wellness Programs

Leading corporations like Google, Microsoft, and JPMorgan Chase reimburse employees for financial advisory services. These programs complement stock options and 401(k) matching, ensuring employees can maximize savings and avoid financial pitfalls. 

Adoption in India: Employee Financial Wellness Programs

Indian firms like Infosys, TCS, and Reliance are integrating financial wellness initiatives, including: 

• EPF optimization & NPS planning 

• Financial literacy workshops 

• Debt management & investment coaching 

However, Indian tech companies still focus primarily on insurance and retirement benefits. It’s time for a paradigm shift toward holistic financial wellness solutions.  

Why Employers Must Invest in Financial Well-Being 

Organizations see tangible benefits from these programs: 

• Higher retention – Financially stable employees stay longer. 

• Lower stress – Fewer money worries mean better productivity. 

• Stronger employer branding – Financial wellness benefits attract top talent. 

Call to Action for Employers 

Companies must move beyond traditional benefits and adopt comprehensive financial wellness programs. Steps to implement: 

1. Assess employee needs – Conduct surveys to identify financial concerns.
2. Allocate a budget – Fund advisory reimbursements, educational programs or digital tools. 
3. Partner with trusted advisors – Ensure high-quality financial guidance. 
4. Communicate benefits clearly – Employees must be aware of available resources. 
5. Ensure data privacy – Confidential financial information must be protected. 

 Want to Build a Financial Wellness Program That Works for Your Team?

At CrispIdea, we collaborate with HR leaders to design custom employee financial wellness programs tailored to your organization’s needs—whether it’s improving financial literacy, reducing money-related stress, or helping employees plan for long-term financial goals.

📩 Fill out this form and our experts will reach out to co-create a plan that’s practical, impactful, and aligned with your workforce.

Let’s make financial wellness a core part of your HR strategy.

Conclusion 

Employer-funded financial planning programs are reshaping workplace benefits in India and the U.S.. Organizations investing in financial wellness foster a more engaged, productive workforce, ensuring employees can confidently plan their futures 

Author

Malay Shah is a Founder and a Principal Advisor at CrispIdea (www.crispidea.com/ai-first-wealth). He is a SEBI registered Investment Adviser with more than 24 years of work experience with professional services firms like EY, McKinsey, Alvarez & Marsal bringing in a wealth of knowledge about market trends, economic cycles, and investment strategies.

He is on a mission to democratize wealth for the ambitious professionals in India by bringing the best AI technology combined with powerful capabilities of large fund-houses and financial institutions to retail clients, ensuring capital protection, tax-optimized asset allocation, and market outperformance.