Quarter of UK employers offer no financial education despite growing wellbeing concerns

One in four (24 per cent) UK employers provide no financial education to employees, according to research from employee benefits consultancy Everywhen.

The findings, based on a survey of 500 UK HR decision-makers conducted by Opinium in January 2026, highlight gaps in workplace financial wellbeing provision at a time when household financial pressures continue to affect employees’ health, wellbeing and financial security.

While financial wellbeing is increasingly recognised as part of wider workplace health strategies, the research suggests many employers have yet to introduce practical support to help employees manage their finances and make informed financial decisions.

Financial wellbeing workshops are the most commonly offered resource, provided by 34 per cent of employers, followed by employer-paid financial advice at 27 per cent.

Almost a quarter (24 per cent) offers bespoke pension webinars or presentations, while one in five provides financial education videos or one-to-one financial coaching. Just 12 per cent offers access to a money management app.

The findings point to differences in the type and depth of support available across UK workplaces, with some organisations offering personalised financial guidance while others provide no formal education at all.

Sorangi Shah, client director at Everywhen, said: “Providing financial education can make a huge difference to the financial wellbeing of employees, and this can have a knock-on effect to physical, mental and social wellbeing too, so we would encourage more employers to consider offering it.”

The research also suggests employers are beginning to view workplace pensions as more than a regulatory obligation, with financial wellbeing emerging as the leading motivation for providing a scheme.

Almost a third (31 per cent) of HR decision-makers identified supporting employees’ financial wellbeing as their main reason for offering a workplace pension, ahead of compliance with pension legislation at 23 per cent.

A further 23 per cent cited recruitment and retention of skilled employees, while 14 per cent said their primary motivation was improving employee engagement.

The findings suggest a broader shift in how employers view financial benefits, with pensions increasingly positioned as part of workforce wellbeing and talent strategies rather than simply a compliance requirement.

Shah said: “It is very positive to see how important the financial wellbeing of employees is to companies, with it being the top reason employers provide a workplace pension scheme. In our experience, this represents a shift in emphasis – traditionally the focus was very much on compliance and meeting the auto-enrolment requirements but now there is more recognition of how a pension supports wellbeing. The fact that offering a workplace pension is seen as beneficial to recruitment and retention of highly skilled employees is also very positive and shows how finance-related benefits can support a company’s strategic aims and not just benefit employees alone.”

For HR, reward and wellbeing leaders, the findings raise questions about whether existing financial wellbeing strategies go far enough to meet the needs of employees at different life stages.

Financial pressures can extend beyond immediate household budgeting to include debt, housing costs, savings, pension decisions and longer-term financial security. Without access to appropriate information and guidance, employees may struggle to navigate financial decisions that affect both their present circumstances and future wellbeing.

Everywhen argues that effective financial education does not necessarily require employers to provide additional financial benefits. Instead, organisations can help employees develop the knowledge and confidence to make better financial decisions.

This could include workshops covering budgeting, debt management, mortgages, pensions and investments, alongside more personalised coaching or regulated financial advice where appropriate.

The distinction is important because financial education, coaching and advice serve different purposes. While workshops can help build general financial knowledge, coaching can provide more individualised guidance and regulated financial advice can address specific financial circumstances and recommendations.

The research also highlights the importance of supporting employees throughout their working lives. Younger employees, for example, may benefit from understanding the long-term implications of opting out of workplace pension contributions, while those approaching retirement may need more detailed guidance on savings and financial planning.

For employers, the challenge is not simply whether financial wellbeing support exists, but whether employees can access information that is relevant, understandable and appropriate to their circumstances.

This also has implications for wider workplace wellbeing strategies, where financial concerns can intersect with mental health, stress and employees’ ability to concentrate and perform at work.

Although the research does not measure the direct impact of financial education on employee health or productivity, it highlights an opportunity for organisations to consider financial literacy alongside mental and physical wellbeing within their broader workforce health provision.

Shah concluded: “With a quarter of employers offering no support for financial wellbeing, we would encourage them to consider investigating the options. And if those employers who are doing one thing, could consider doing more, then better still. There is no such thing as too much financial education, and feeling financially competent is a huge part of overall wellbeing.”

The findings underline the growing importance of financial education as part of a preventative approach to workplace wellbeing, with employers encouraged to look beyond the provision of benefits and consider how employees can be supported to understand and make effective use of them.