From dollars to dialogue: Supporting financial wellbeing in the moments that matter

When we talk about financial wellbeing in the workplace, the conversation too often starts and ends with money. Salaries, superannuation, savings plans. Important, yes - but employees don’t just experience their financial lives as spreadsheets and calculators.

They can also experience them as emotions. Stress when bills pile up. Relief when there is a buffer in the bank. Confidence when they feel in control. This is why financial wellbeing needs a reframe, where we learn to think of it as not just a numbers game but also as a human need - one tied to confidence, peace of mind and feeling supported by and in the workplace.

The feelings behind the finance

Research consistently shows that financial stress can be one of the biggest sources of anxiety for Australians, with potential ripple effects across health, relationships, and work. In fact, Gallagher’s 2025 Workforce Trends Report found that over one in four employees are experiencing burnout, with financial pressures as a major contributor to that stress.¹ But here’s the crucial insight: not everyone experiences money in the same way.

Some employees are natural planners, checking their accounts daily. Others avoid financial decisions altogether because the topic feels overwhelming. These money mindsets shape how people engage with the financial tools and benefits their employer provides. Ignoring this diversity risks creating one-size-fits-all programs that don’t resonate with employees who need support the most.

If we only focus on the technical details such as tax advantages or contribution rates, we can risk missing the human side of the equation. And that is where engagement falters.

Cultivating financial confidence in the workplace

At its heart, financial wellbeing at work is about building employee confidence. When employees feel confident, they may be more likely to take action. Confidence can lead to connection, and connection can lead to real improvements in wellbeing. What would help employees build such financial confidence? Fifty-eight percent say more support from their employer.² That support doesn’t always have to mean pay rises. Sometimes, it’s as simple as offering clear tools to manage budgets and solid communication strategies that help employees make sense of benefits already available to them.

Financial wellbeing in the moments that matter

One of the most powerful shifts organisations can make is in how they talk about money. Too often, financial conversations are full of jargon that can alienate rather than empower.

Instead, framing financial wellbeing through everyday challenges such as saving for a first home, managing family expenses, or preparing for retirement creates relevance. It moves the conversation from abstract numbers to real-life situations employees recognise. Salary packaging allows employees to pay for expenses like cars, childcare, or work-related costs with pre-tax dollars, reducing taxable income and likely increasing disposable income. Often, it just takes a conversation to begin to alleviate the worries many Australians have about covering such costs.

Equally important is when those conversations happen. Onboarding, promotions, or major life events are all natural points where employees are more open to guidance. Meeting people in these moments makes financial wellbeing support feel timely and personal.

Creating a culture of financial care through leadership

Leaders and HR professionals have a unique opportunity to foster a culture where money conversations are safe, supportive, and stigma free. This does not mean leaders need to be financial experts. It means they need to show empathy, normalise the conversation, and point people to the right tools and support.

Right now, trust is fragile: only half of employees believe their organisation will act on wellbeing feedback, a figure that has slipped for the second year in a row.³ Leaders who step in to normalise and support financial wellbeing can help close that gap.

Done well, financial wellbeing initiatives do more than help employees feel more secure. They can strengthen connection and loyalty to the organisation. People remember when their employer supported them in navigating life’s financial ups and downs. And when financial stress among employees is costing Australian businesses nearly $31 billion annually due to lost productivity, absenteeism, and presenteeism, it makes sense for the business bottom line, too.⁴

A modern take on money and employee wellbeing

Financial wellbeing is about more than dollars and cents. It is about confidence, connection, and the everyday experiences that shape how employees feel about money.

By recognising different money mindsets, reframing the way we talk about financial benefits, and creating space for open, empathetic conversations, employers can unlock not just healthier finances but healthier, more engaged workplaces.

1, 2 & 3. Gallagher, Workforce Trends Report, 2025
4. AMP, Financial Wellbeing Report, 2024

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