Global Money Week (16–22 March) is an annual international campaign designed to help young people become financially aware, develop healthy financial habits and build the confidence needed to make informed financial decisions. Each year, schools, charities, policymakers and businesses rally behind a simple but powerful mission: To improve financial literacy and create a financially resilient generation.
For employers across Europe, Global Money Week represents more than a youth education initiative - it's a strategic moment to reflect on how financial literacy, confidence and resilience affect the workforce today. Our data shows that financial pressures are not just affecting young people. They are placing significant strain on employees across all ages, career stages and income levels.
In this article, we explore why financial wellbeing must be a priority for organizations and how HR leaders can use Global Money Week to spark meaningful conversations and drive change in benefit and wellbeing programs.
Financial stress is widespread - and rising. Research from our latest Global Benefits Attitudes Survey shows:
35% of employees live pay cheque to pay cheque
75% are not saving enough for retirement
These financial pressures create a ripple effect that touches every aspect of wellbeing:
Source: Global Benefits Attitudes Survey 2024 – Global - all employees, except US and Canada where they are full-time employees only.
For employers, the implications are stark. Financially stressed employees demonstrate reduced productivity, higher presenteeism and greater turnover risk. Our research also shows that organizations with mature wellbeing programs see performance gains in financial and human capital outcomes that are two times higher than companies without effective strategies.
And yet, HR leaders recognize there is a disconnect: While employees place financial wellbeing among their top concerns, many employers report it is one of the least prioritized areas in their wellbeing program.
This creates a clear opportunity for HR - and Global Money Week is a timely catalyst.
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HR teams should use the week to gather insights: pulse surveys, focus groups and anonymous listening tools. Understanding employee-specific financial stressors - such as childcare costs, debt, underfunded pensions or eldercare responsibilities - is essential for designing an effective program that supports key employee demographics within an organization.
Employers should ensure that employee feedback is coupled with quantitative data sets such as absence, turnover, benefit selections/engagement, claims and utilization and employee demographics. This helps to target initiatives and interventions to meet employee need and address business issues to improve financial and human capital performance.
02
Consider creating an internal financial wellbeing brand or campaign identity. This could include a dedicated financial wellbeing hub, curated dashboards that link to relevant benefits, clear signposting to emergency support (EAPs, hardship funds, guidance services) or webinars and virtual drop-ins with financial coaches, mortgage consultants or financial advisers.
Support and engagement from senior stakeholders within the organization is critical, alongside communications that are targeted and tailored to key demographics and life stage, such as student loan repayments, moving home, marriage, starting a family and retirement.
03
Many financial wellbeing resources exist within employers' core benefits but need reframing and promoting to employees.
Ensuring employees understand the financial relevance of these benefits can have immediate impact.
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One-to-one guidance, webinars and digital learning modules help employees build practical money skills and offer value for money for employers looking to work within tight benefit budgets. Mortgage advice, budgeting support, debt management, investment education and retirement planning remain high value additions - especially for younger workers and those approaching key life transitions.
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Managers often notice stress signals first. Training them to recognise financial strain, respond empathetically and signpost to support helps create a safe environment for employees to seek help early. Initiatives such as training Money First Aiders can be a lower cost, high value way to empower line managers and support employees with their financial wellbeing across an organization.
Global Money Week should be the spark, not the full solution. Building a financially resilient workforce requires long-term, strategic investment. However, that doesn't have to come at the expense of other benefit programs or mean significant additional budgets are required to have an impact.
From our experience supporting organizations globally, the most effective programs:
Financial wellbeing is not just about income - it is about confidence, capability and feeling in control. Employers who invest in this area report improvements in engagement, retention, productivity and workplace morale.
We work with organizations to design and deliver comprehensive financial wellbeing strategies that reflect the realities of today's workforce but also the uniqueness of each organization. Whether employers need help with their financial wellbeing strategy design, benefit optimization and total rewards analysis, employee insights and listening, mental health and EAP review or benchmarking, analytics and measurement frameworks.
Our holistic, insight led approach ensures employers can support employees through life's every day and unexpected challenges - building confidence, reducing financial stress and helping people navigate moments that matter.
Global Money Week is a reminder that financial capability begins early - but financial wellbeing matters at every stage of life. For HR leaders, it's an opportunity to create a more supportive, financially resilient workplace where every employee feels empowered and confident in their financial future.
By taking action - and embedding financial wellbeing into long-term strategy - employers can help their people thrive, both inside and outside of work.
Interested in our Financial Wellbeing Guide? Reach out to us or complete the form on the right, or below on a mobile device, to get your copy.
