Financial Education In The Workplace

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7 mins

Money has been the leading cause of employee stress for some time. Even before COVID-19, our 2018/19 employee benefits survey found that more than half of SME workers felt stressed. Of this number, 59% of people reported money worries as the biggest cause.

The number of people with concerns about money isn’t going down any time soon either. Now, people are facing a cost-of-living crisis, double-digit inflation and a recession. These challenges mean people need to make their money go further every month. But many don’t know how.

The knock-on effect of financial stress…

Financial stress can have a huge knock-on effect on your employees’ wellbeing. It can affect people not only mentally, but physically, too. Providing financial education can give them the information and tools to take control.

As an employer, you can play a key role in helping your employees become financially educated. Doing so not only helps them, but can help you, too. Our complete guide explains how.

What Is Workplace Financial Education?

Financial education is about how well people understand money. It covers various skills and topics, including budgeting, saving, and spending less. The Bank of England explains financial education as anything that helps people ‘develop the knowledge, skills and attitudes they need to manage money well.’

Workplace financial education then, is anything that teaches your staff about money. By becoming money-savvy, your people can make informed decisions. In turn, these decisions can help them achieve their financial goals.

Offering financial education will increase your team’s understanding of concepts like:

  • Debt management
  • Saving
  • Investing
  • Planning for retirement.

When your employees have a firm grasp on these topics, they can start to feel more confident about managing their money. This is also known as ‘financial literacy’.

Workplace financial education also includes changes that impact your company and your employees.

Educating employees through key financial events

You might introduce a new pension scheme or acquire TUPE transfers. Or, you might have employees that reach certain lifetime or annual allowances around their pension contributions. It’s vital to help your staff through significant employment changes like these, and help them manage their money.

You can deliver financial education in many different ways. For example, you might register your team members for a webinar about coping with the cost of living. Or, you could put together some digital resources to help them set and stick to a budget.

Why Is Workplace Financial Education Important?

Now, more so than ever before, is an important time for employers to offer financial education. The cost of living crisis means more people are struggling to make ends meet. On top of rising living expenses, people still need to plan for their future and save for retirement.

With so many people worrying about money, the knock-on impact can’t be ignored. The UK Strategy for Financial Wellbeing estimates the cost at £120 billion and 17.5 million lost work hours. Their findings also show that the impact on each employer can be very costly, too.

Without financial education, employees can end up in a vicious cycle. Money worries can lead to higher stress levels, and higher stress levels can lead to absence from work.  Without the knowledge of how to improve finances it’s unlikely that employees will be able to stop this negative pattern of behaviour.

But, educating employees about money helps them tackle their finances with informed decisions. This stops their stress from becoming unmanageable and needing time off work later. It also keeps your business productive and your team motivated and engaged.

As of the Spring budget 2023, the UK chancellor announced the abolition of the pension lifetime allowance (LTA). This came into effect from 6 April 2023.

It’s important to note however, the Labour party has announced that if they were to be elected, the allowance may be reintroduced in the future. If this occurs, we will update our records to reflect any changes. The information on this page is based on the LTA pre 6 April 2023.

Why Employers Should Offer Workplace Financial Education

As we’ve seen, the wellbeing of your workforce has a huge impact on the success of your business. Your employees are investing their time and career into your company. They’re a valuable asset, and you need to invest in your staff, too.

Financial education made it onto the UK National Curriculum in 2014. This means that adults who make up the workforce have had no formal financial training at all. Some might be self-taught, but others will have no idea where to start.

It’s clear there’s a lack of formal education out there. The Financial Times says, ‘the workplace should be the next port of call’ for financial education.

It’s also helpful for employees who are newly entering the workforce. Don’t forget that they’ve likely never dealt with tax, pensions or salary sacrifice before. Offering financial support can give staff valuable insight into their money. There are a great deal of benefits for you as an employer, too.

Benefits For Employers

Reduced Absenteeism

It’s common knowledge that stress can cause people’s physical health to suffer and can result in them needing to take time off. On top of that, some people turn to unhealthy habits as a way to cope. If your employees are stressed about money, they could be eating a poor diet, drinking more, or smoking.

This can lead to serious conditions developing in the future, resulting in more sick days. Tackling money-related stress can reduce absenteeism in the long run. When employees can cope better, they stay happier and healthier.

Reduced Turnover

Financial strain can cause your staff to leave a job they enjoy and look for a new role, simply because it pays more. Changing jobs for this reason can result in a bad fit or a pattern of job-hopping. Offering financial education can also help you avoid the cost of replacing staff.

For the average employee, it costs a business around £30,000 to recruit and train a replacement. It’s in your interest to help workers manage their finances, so you can keep your best talent on your team for longer.

Attract New Talent

Showing your employees that you care about them makes you stand out as an employer. Increasingly, people are drawn to companies that share their values and treat staff with respect. Recognising workers’ financial issues and providing help gives them confidence in your leadership. This can also attract top-tier talent to your business.

Improved Productivity

Stressed staff often lose sleep or struggle to focus at work, resulting in lower productivity. By providing financial education, you can help mitigate these problems. When people aren’t worrying about money, they’ll be more engaged and productive.

Nadeem Farid, Head of Employee Benefits at Drewberry

Remember, your employees will have different financial needs and interests. What would be beneficial for younger members of staff might not be for those nearing retirement.

In order for financial education to be effective, you need to tailor it to the different employee demographics you have.

Nadeem Farid
Head of Health & Wellbeing

Benefits For Employees

Lower Stress Levels

One key benefit of financial education is a reduction in stress levels. When people don’t know how to tackle their money, affording the essentials can be a huge worry. Giving staff the tools to understand their finances can turn a daunting issue into an easy task.

Improved Health

Feeling less stressed can, in turn, help your employees improve their health. Getting all their ducks in a row financially can boost staff’s confidence in other areas and improve their wellbeing. A balanced budget can lead to improved wellbeing in many ways:

  • Designated time and funds for exercising
  • An effective shopping list for planned meals
  • Quality sleep each night.

When your employees are in control of their financial future, it helps to maintain their physical and mental wellness.

Feeling Valued

It’s becoming more important for people to feel that their employer values them as people. This means taking an interest in their wellbeing outside of work as well as during work hours.

Delivering financial training can help staff to feel they matter. This leads to higher morale, increased engagement, and loyalty to your company.

Financial Literacy

The most direct benefit for your employees is that they’ll become more financially literate. They’ll have a greater understanding of debt, money management and investments.

This can help them make better decisions now and in the future. Some of your employees might find themselves getting out of debt sooner. Others could qualify for their first mortgage. And older staff might stop dreading retirement and finally look forward to it.

Common Financial Education Questions

  • Is it mandatory for employers to provide workplace financial education?

    No, it’s not a requirement. As a business, there are some mandatory benefits that you need to provide, but financial education isn’t one of them. However, it can benefit your staff and your company by increasing morale, wellbeing and productivity.

  • How can I recognise the signs of financial stress amongst my employees?

    Some signs will be more obvious than others. Maybe you’ve had a higher turnover rate than normal this year? Has productivity slipped? Are there more absences or lateness? Tracking how many people ask to review their salary, ask for a raise, or request overtime, could be a strong indication of financial stress.

    You might notice signs of financial stress on a more personal level, too. Perhaps an employee seems more withdrawn, more agitated, or more tired than usual. People might make passing comments about money or stop engaging with their colleagues. Any behaviour that seems out of character is a sign to watch out for.

  • How can I break the taboo around money at work?

    The most important thing is to communicate with your staff. Showing you understand that times are tough can go a long way. If you’re worried about starting a company-wide conversation around money, don’t be afraid to draw on personal experience. Sharing a story from your own life can help break down barriers and build trust to speak openly about money.

    It might not be appropriate for staff to discuss performance-based aspects of their salaries. But, you could encourage staff to share common money mistakes or challenges. If you want to go a step further, you could even think about introducing an expenses allowance. This can be a great way to make engaging with the team more accessible to your employees, and shows you understand their challenges.

  • Where can employers start with delivering financial education at work?

    If you’re not sure where to start or what topics to cover, speak to your employees. You could discuss it with them directly in a meeting, or ask them to email you their thoughts.

    Bear in mind that employees can be nervous to discuss money concerns, or disclose whether they have a side hustle. Running an anonymous survey about areas they need help with can be a good way around this. Remember that a more diverse team will have a more diverse range of needs, so you may need a varied strategy.

What Financial Education Do Your Employees Need?

The kind of financial education your employees need will depend on their current circumstances and goals. When supporting with employer led financial education it’s important to think about the age and demographic of your staff and what topics would be most beneficial. For example:

  • Employees starting out their career might prioritise money management skills and savings habits
  • Staff in the middle of their career may develop an investment strategy or enhance their financial protection
  • Workers in their late career or pre-retirement will likely want to consider estate and retirement planning.

It’s vital to think about the societal factors that can impact financial health, too. Champion Health recently reported that workers aged 25 to 34 and female employees are more likely to be disproportionately affected by poor financial wellbeing. If your team includes people from these demographics, you need to think about how to meet their financial education needs.

Topics To Consider As Financial Education

With so many situations to consider, giving financial education to your team can be complicated. There are a range of topics to cover, depending on your employees’ ages and circumstances.

Getting on the property ladder and key insurances to protect your finances

Advice on mortgage planning and protection policies is often most suitable for employees early on in their career.

Unlike their older counterparts, younger employees are also less likely to be homeowners. Chances are, they need to know how mortgages work, how much they’d be able to borrow, and how much they’d need for a deposit.

As staff in this topic’s demographic are more likely to be buying their first home or having children, it is vitally important to understand the insurance policies which can protect them and their family’s standard of living.

Workers between the ages of 20 and 30 are best placed to take out certain protection policies. You may already offer some of these as employee benefits such as:

We often find unless the value of these policies and the benefits they offer are communicated regularly many staff may not understand the extent of the cover or the additional benefits that are available.

Being financially literate helps staff fill any gaps that their employer may not provide. For example, they might have Group Life Insurance through their job, but take out a personal Income Protection policy.

Understanding these insurances early on in your career is hugely beneficial as it’s far cheaper to take out cover when you’re younger and healthier. Waiting to take out the necessary protection at an older age can be more expensive. Or, it can result in certain health conditions being excluded.

In many cases, workers in the middle or late stages of their career have already passed these financial milestones. Providing mortgage and protection advice to them at this stage may not be necessary.

Budgeting & managing your day to day finances

According to Aviva, young workers are more likely to avoid dealing with money due to stress. Shockingly, their research found that 69% of Generation Z and 73% of Millennials experience financial anxiety. Not knowing how to overcome these challenges results in burying their heads in the sand.

Providing financial education on budgeting is particularly important for younger workers. However, you could have older employees who’ve never received any financial education. If so, they could also find value from learning more about budgeting, too. This can help restore people’s sense of control, get out of debt, or avoid falling into debt to begin with.

Debt Management

Similarly, debt is also very common. From student loans to mortgages, many people deal with debt throughout their lives.

Younger employees are less likely to understand credit, lending, and interest. This means they could fall victim to credit card and loan debt, which is riskier for them both short and long term.

And many homeowners have recently seen their mortgage payments rise, along with the cost-of-living. So, debt management is a hot topic that will probably benefit all your employees to learn more about.

martyn coates, employee benefits consultant at drewberry

Talking about money in the workplace is still seen as taboo. The Financial Times recently reported that only 41% of adults have spoken about their money worries in 2022.

Employers need to engage with their teams and create safe spaces for them to seek support.

Martyn Coates
Senior Employee Benefits Consultant

Financial crime and how to avoid scams

As of March 2022, the National Audit Office reported that online fraud had become the most common crime in England and Wales.

Online fraud can involve several different tricks. Common scams include impersonating bank employees or financial experts. Scammers trick people to move their money into fraudulent accounts or cryptocurrency investments.

With digital technology an unavoidable part of everyday life, everyone becomes a target. Making sure your employees know how to stay safe online and spot scams can help keep them protected.

Pensions & Retirement Planning

Employees at all stages of their career need pension advice. In fact, our Workplace Pension Survey found that 58% of employees want help to understand if they’re contributing enough. Changes to inflation, interest rates and the cost of living all impact pensions. So, it’s important to help your employees review their retirement savings and Workplace Pension Scheme regularly.

The kind of pension advice employees need depends on their age, though. You might need to cover different pension topics if you have a team of varying ages. For example, young staff may need help understanding how their contributions work and the tax relief pensions offer. Older employees might wish to review their pensions and consolidate old policies whilst building a meaningful plan for retirement.

Investments & Savings

Your employees’ saving and investment goals will change throughout their lives. Alongside their retirement planning, they may be working towards any of the following:

  • Saving into an emergency fund in case of a sudden loss of income
  • Saving for a down payment on a property
  • A long term investment strategy.

There are so many different ways to save and invest money with many people not understanding investment risk, how their money works in an investment and the different ways investments are taxed. If your employees don’t know what options they have, they could be missing out on making the most of their money. For example:

  • Lifetime ISAs might suit people who are working towards being a first-time buyer
  • The government’s Help to Save scheme could help people on universal credit or tax credits save more money
  • People with an emergency fund could earn more interest from a high-yield savings account
  • Employees who are more comfortable with risk might express an interest in stocks and shares.

For those who want to start investing, they’ll need to consider the risks they’re willing to take. It’s also really important that they understand investments may go up as well as down. They should also research which kind of investments they’re happy paying into.

From ISAs and ETFs to NFTs and cryptocurrency, breaking down the jargon can help people feel confident about their choices. When it comes to investing, there’s no one-size-fits-all and no guarantees. So, people need to understand what they’re getting into.

Financial education for savings and investments is similar to pensions in that it is a fairly universal topic. But, there are different sub-topics based on the ages and goals of your workers. For these complex areas, you might conduct a survey to understand staff’s personal priorities. You can then deliver initial, intermediate or advanced training based on their responses.

Other Financial Education Topics To Consider

There are other topics you may need to cover as part of your workplace financial education, depending on your company’s circumstances.

  • Benefit flex windows
    You might offer flexible benefits like holiday trading, group private healthcare plans, or childcare schemes. Many of these benefits work through salary sacrifice, which can be a complicated concept. Staff will need to understand these schemes, the costs and the tax and national insurance savings. If you provide these benefits, it’s worth covering them in your financial education.
  • Payroll saving schemes
    Offering a payroll-deducted savings scheme allows staff to save money via your payroll. They agree on the amount, and it’s saved automatically. The payments can also be linked to loan repayments or workplace pensions. This might not suit everyone, but could be a good option for those struggling to save money or repay debts. Once again, you may be best off conducting an employee survey to see what they’re most interested in.
  • Share schemes
    Some employers decide to give their staff shares in the business. Making staff shareholders can reward them when the business performs well. It can also help to incentivise good performance. But, employees need to know what this means and how it impacts them. You may need to cover this topic when they join the company, during their employment, and in the event they leave.
  • Redundancy Programs
    All business owners hope to never need a redundancy scheme, but they can be unavoidable. Redundancies might happen if a company restructures, relocates, or closes down. Giving financial education on how to budget on a compensation package is a responsible way to help. Employees leaving can stay solvent until they find their next opportunity. It can also help to maintain a strong working relationship that may have a place in the future.

Need Help?

If you are looking to run financial education sessions for your staff and are looking for a team of financial experts to help you deliver these please do not hesitate to get in touch. Pop us a call on 02074425880 or email

We have a team of expert financial planners whose bread and butter is delivering financial education webinars and 1:1 coaching on a vast range of topics. We exist to make our clients better off tomorrow than they are today.

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Different Ways To Deliver Workplace Financial Education

As we’ve seen, there are so many topics when it comes to financial education. Equally, there are many ways you can deliver this information.

The tools you use will depend on several things. The needs of your staff, the number of employees, and your budget will all come into play. We’ve examined some of the most popular methods for delivering financial education below.

Generic Workshops

To give an introduction to money management, you might arrange a general workshop. This might be best for younger employees who are newer to the workforce. It can cover foundational topics such as:

  • Debt management
  • Budgeting
  • Improving your credit score
  • Saving for retirement.

Face to face seminars are a popular way of delivering workplace financial education. This is due to interactivity increasing employee engagement. These workshops can be run by a team member or an external expert, depending on your budget.

Bespoke Workshops

These are similar to generic workshops, only the content is tailored to your business. Your company might go through a restructure, an acquisition, or TUPE transfers. Or, you might have made changes to your employee benefits or pension scheme. Bespoke workshops can offer a deeper level of financial education, and guide your employees through big changes.

1:1 Coaching Sessions

Having a 1-to-1 meeting with an adviser gives a more advanced level of financial education. Our research shows that almost a third of UK employees want a financial coaching session funded by their employer.

However, depending on the size of your team, this can become costly. Individual coaching might be best suited to mid-to-late career level executives. People in this demographic can tend to have more complex benefits. They also might be closer to certain annual allowance or lifetime allowance thresholds. As such, they may be most in need of this robust level of financial education.


In many ways, webinars are similar to workshops in that they’re usually generic. They cover universal topics like budgeting, the cost-of-living crisis, pensions, and scam awareness. But, they can be less interactive due to the nature of being online. One upside for businesses though, is that financial education webinars are often free.

Companies in financial services often provide extra support. In fact, group insurance providers can be a great source of financial information. As an employer, you might register staff for webinars that suit their demographic. Or, you could enable them to choose webinars they feel are most relevant to them.

Online Courses

Another lower cost option is to sign up staff for an online course on financial education. There are many options to suit a range of business circumstances.

For general financial education topics, companies like Udemy offer online business courses. Other providers like Brunsdon can tailor courses to meet the needs of your business. Or, if you’re in a larger corporate company, you may have the resources to create financial education modules in-house.

Tools & Calculators

To help staff manage their finances, you can provide resources that encourage healthy money habits. Money Helper provides free tools, calculators and planners for many topics that might interest your workers.

It may also help your employees to explore the app store for other tools. Some people make great use of budget planners. Others use interactive games to learn money skills or even improve adult numeracy. There’s a mass of resources that can help people take a more active role in their financial wellbeing.

Financial education could encompass any or all of the above. In fact, most approaches will combine some paid elements with free resources.

At Drewberry™, our core purpose is to help people become better off tomorrow than they are today. To deliver on that goal, we provide a great deal of free information and tools. Our Financial Advice Hub is a great place to start.

An example of some of the financial tools we provide to help educate employees and support them with their retirement planning can be seen below.

Our Services & Tools

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Utilising Employee Benefits As Part Of Financial Education

Employee benefits are comprehensive products that come with some great additional value. These benefits can enhance your workplace financial education across several areas. But, staff need to be aware of what is on offer.

Communicating your employee benefits to your team is a fantastic way to support your financial education at work. It can play a key role in helping staff become money smart and make more informed decisions.

Once your employees know more about their benefits, they’ll be able to access a lot more financial information and support.

Employee Discounts

Offering a employee discount platform as part of your employee benefits package is a great resource for financial wellness. Staff can use discount codes to save money, earn cashback, and use reward schemes to get vouchers.

Many retailers sign up for discount schemes including Tesco, Sainsburys and Argos. Depending on the platform, employees can also save on bigger purchases from the likes of Currys, Expedia and Swarovski.

This helps staff save money on everyday purchases like food shopping. Not only can this relieve some of their money-related stress, but it lets them feel more valued, too.

Salary Sacrifice Benefits

Your employees can save money on certain expenses through salary sacrifice. With these schemes, the employee agrees to give up a part of their gross pay each month. In exchange, they receive a non-cash benefit. Electric vehicles, bicycles, and new personal computers are some popular salary sacrifice benefits.

As the contributions come from their gross salary, your employees pay less National Insurance (NI) and income tax each month. Thanks to these savings, their new purchase can actually end up costing them less overall.

Offering salary sacrifice schemes can be a great way for staff to save money on things they need. But you need to make sure employees understand how salary sacrifice works. Your employee benefits provider should be able to run a session for your team.

Joe Toft, health & wellbeing expert at Drewberry

As employee benefits experts, we can deliver presentation on all your benefits, including salary sacrifice.

Your staff will receive a clear explanation on how these benefits work, and have time to ask any questions. Why not speak to one of our consultants on 02074425880.

Joseph Toft
Senior Employee Benefits Consultant

Pension Contributions

Paying into your employees’ pensions is a great way to help secure their financial future. But, pensions can be a complicated topic. Staff need to understand the contributions they – and you – are making through their Workplace Pension Scheme. Most importantly, they need to understand how this will affect their future retirement.

We found in our recent survey that 41% of UK employees don’t understand their workplace pension. If your employee benefits provider can talk through your pension scheme, this can be invaluable. Staff need a higher level of financial literacy to make informed decisions about their pensions.

Group Risk Benefits

‘Group risk’ encompasses life insurance, critical illness, and income protection. What many people don’t realise though, is that these policies often come with some great extra benefits. Some common perks include:

Insurance providers offer webinars on a range of topics relating to employee wellbeing. Topics include budgeting, pension advice, and coping with the cost of living crisis. It’s important to make sure your staff are aware of the extra resources from their benefits. This can make a huge difference to their financial literacy.

Health Cash Plans

If you offer your employees a company health cash plan, they can claim cashback for everyday health expenses. Optical, dental treatment and prescriptions are among the most common claims. However, your employees can also pay towards other treatments, too. Physiotherapy, osteopathy and chiropractic treatment are often included, within certain monetary limits.

Many people don’t use these benefits as they either aren’t sure how they work, or they forget they exist. Reminding them of this benefit is a great way to support your staff’s physical wellbeing. On top of that, they can end up financially better off, too.

  • Does financial education need to be held in the office?

    It depends on what kind of session you’re delivering. Office-based training generally yields higher engagement, but this isn’t always possible for remote and hybrid workers. Most financial education providers will offer a range of in-person and web-based solutions to suit your needs.

  • How many employees can attend a financial education session?

    There are a few factors that could impact this. How many employees need to attend? And how are you delivering the session? Face-to-face workshops will be dependent on room size. But, online webinars will allow more people to attend.

    You need to think about the topic being covered and whether it’s relevant to all your staff. And unless you’re running the session in-house, make sure your chosen provider clarify whether they have a minimum or maximum attendance amount.

  • How much does it cost to deliver financial education at work?

    Again, it depends on the provider you use. If you’re delivering the training in-house, your costs will be relatively low. However, external providers’ prices can vary depending on what kind of training you need.

    Virtual workshops are usually the most effective for a budget, while in-person sessions will cost a little more. A fixed rate of around £500 isn’t uncommon for these sessions.

    We provide our financial education services at fixed rates, these are provided by our in-house financial planners. If you would like to know more please do not hesitate to pop us a call on 02074425880 or email

  • How can I tell if my company’s financial education programme is effective?

    You’ll probably use many of the same strategies as you do elsewhere in your business, such as asking for feedback and tracking performance.

    In the immediate aftermath of a financial training session, staff might feel happier and more confident to face their money worries. Over the coming weeks, the signs of stress should start to lessen and you could see an uplift in productivity and engagement.

    Remember that providing financial education probably won’t be a one time occurrence. You might have a progressive financial education programme or need to revisit it in the future to meet new challenges. Keep the conversation going and adapt your approach as needed.

How Can Drewberry Help With Your Workplace Financial Education?

Your approach to workplace financial education will be unique to you. Each business has its own workforce with its own financial challenges. The age and gender of your employees, your location, and your company’s industry will all play a role.

Whether you already have an employee benefits package, or you’re thinking of implementing one, our experts can help.

Why Speak to Us?

We started Drewberry™ because we were tired of being treated like a number.

We all deserve a first class service when it comes to things as important as protecting our health and our finances. Below are just a few reasons why it makes sense to talk to us.

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Drewberry Ltd registered office: Telecom House, Preston Road, Brighton, England, BN1 6AF. Telephone 0208 432 7333

Drewberry Ltd (Financial Conduct Authority No. 505473) is an Appointed Representative of Quilter Wealth Limited and Quilter Mortgage Planning

Limited, which are authorised and regulated by the Financial Conduct Authority.


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