Financially stressed employees are less productive and cost companies more through increased absenteeism and presenteeism. Offering financial education in the workplace can help alleviate employee stress over finances and improve productivity. Studies show that financial stress contributes to declining employee engagement, mental health issues, and increased costs for employers. Financial education programs have been shown to reduce employee stress, boost engagement, lower absenteeism and health care costs, and improve the bottom line for companies.

1. Workplace Financial Education
The benefits and rewards of a
financially literate workforce
Part 2
WHITE PAPER

2. Why offer financial education in the
workplace?
If you’re wondering why your employees are coming
to work more stressed and tired than usual, it could be
because their finances are continually getting worse.
Our debt-to-income ratio is at the highest it’s ever been,
so is our non-mortgage related debt. That pressure
to reign in spending, pay down debt and deal with
other financial issue — such as children’s education
or looking after elderly parents — is weighing on many
people’s minds.
Financially distressed employees are less productive,
less engaged, spend more time away from work and
cost companies more than those who are happy and
have lower financial stress.
Studies show that financial stress is one of the key
contributing factors to mental well-being. When people
know how to handle their financial affairs, they’re less
stressed and come to work happier. The stress from
dealing with creditors, rising debts or other financial
issues can be overwhelming and many people end up
dealing with their personal finances on company time.
Offering comprehensive financial education in the
workforce can alleviate much of this stress. Courses
that cover retirement savings, debt management,
investing and education savings, rather than the usual
pension and benefits topics, will help people deal with
all aspects of their financial health.
There are two good reasons why companies should
offer financial education at work: it creates a more
engaged and productive workforce, resulting in faster
growth and rising revenues.
This white paper will explain why investing
in a financial well-being program is a must
and how it can help your company grow. It will
explain how financial stress affects turnover,
absenteeism and presenteeism, among other
things, and how combating financials issues
can improve the company’s bottom line.
Executive Summary
© 2014 Employee Financial Well-Being
2
Financially distressed
employees are less
productive, less
engaged, spend
more time away
from work and cost
companies more.
employees are
financially distressed
1in4
on the weekend

3. Employees are more stressed out than
ever before
Employees are under enormous amounts of stress.
83% of short-term disability claims and 85% of long-
term disability claims in Canada are due to mental
health issues.1
Increased stress is affecting everything from
engagement and productivity to absenteeism and
morale. Here are just a few of the many statistics
that speak to how stressed people are:
• 72% of Canadians say they’re stressed2
• 67% of Canadian workers are not fully engaged
at work3
• 9.3 days per year were lost due to personal
reasons in 2011, up from 8.5 days per year
in 20014
These statics likely won’t come as a surprise. Studies
show that executives are most concerned about
productivity and engagement5
, while 65% of senior
executives are also worried about employee morale
and burnout.6
Causes for workplace stress
There are various opinions as to what’s causing an
increase in work-related stress, but most research cites
personal financial issues as the main contributor to the
rise in mental health issues.
The Canadian Centre for Occupational Health and
Safety actually says creating a budget can help reduce
stress7
, while Sun Life says two out of the five key
contributors to workplace stress are finance related.8
(Overall personal finances and the long-term financial
support of children and elderly parents.)
Financial stress affects workplace
performance
Part of the increase in overall stress is
due to a rise in personal financial problems,
as Canadians are more indebted than
ever before.
• Canadians owe, on average, more than
$26,000 of non-mortgage related debt9
• Our debt-to-income ratios are at a record
high 163.4%10
• There was $1.1 trillion in mortgage debt
outstanding at the end of 2011, double from
a decade earlier11
Work and personal
finances cited as
the two greatest
stressors in
peoples’ lives.
— Sun Life health survey 2012
Workplace Stress: Causes and Effects
1
Towers Watson. Investing in Workforce Health Generates High Productivity, November 2011. 2
Sun Life. Sun Life Canadian Health Index, 2012. 3
Towers Watson. 2012 Global Workforce Survey: Engagement
at Risk, July 2012. 4
Statistics Canada. Work Absences in 2011, April 2012. 5
Employee Financial Education Division. Financial Education for Employees Survey, November 2012. 6
Right Management.
Canadian Companies Worry About Employee Burnout. September 2010. 7
Canadian Centre for Occupational Health and Safety. http://www.ccohs.ca/oshanswers/psychosocial/stress.html. 8
Sun Life
Financial. The Burnout Factor, February 2012. 9
TransUnion. Personal Debt Levels Shifting Back to Growth Mode. August 2012. 10
Statistics Canada. National Balance Sheet Accounts, Second Quarter 2012,
October 2012. 11
Critchley, Barry. National Post, Rising Mortgage Debt Rendering ‘Canadian Households Stretched Thin’: DBRS.
© 2014 Employee Financial Well-Being
3

4. As numerous studies prove, when people are
faced with personal financial burdens, their
workplace performance suffers.
• Workers waste 15 days while at work
(presenteeism), with five of those days being
used to deal with personal finance issues.12
• At any given time 20-30% of the workforce is
financially distressed
• Financially distressed employees spend 13%
of their day (1 hour) dealing with their finances
A 2003 study reported that “employees who are
suffering from stress at work are less likely to be
productive” and that “financial stress is an important
source of distress in people’s lives.”13
A 2008 Shepell-FGI study said, “Mentally and physically
healthy employees are far more likely to be engaged
than those that are feeling stressed and overwhelmed.”
With work-related stress on the rise, and much of
it stemming from personal financial issues, it’s
important for employers to offer financial education
in the workplace. Studies have shown that when
financial problems are reduced, engagement and
productivity rise.14
Many experts are now suggesting that employers
start offering comprehensive financial training to their
employees. Shepell-FGI writes: “Workplace-based
financial education programs have proven to be quite
effective in helping employees make better financial
decisions and reduce their financial-related stress.”14
Workplace Stress: Causes and Effects
12
Prawitz, A.D., Garman, E. Thomas. It’s Time to Create a Financially Literate Workforce to Improve the Bottom Line, 2009. 13
Kim, Jinhee, Garman, E. Thomas. Financial Stress and Asbenteeism: An
Empirically Derived Research Model, 2003. 14
Shepell-FGI. Financial Distress Impacts Health and Productivity. 2008.
© 2014 Employee Financial Well-Being
4
Financiallydistressed
employees spend
13% of their day
(1 hour/day) dealing
with their finances.

5. Many people don’t know where to turn to get the
help and advice they need with their finances. Many
books and websites provide a tremendous amount of
information and many people turn away from them due
to a lack of understanding of where they should start.
Companies who embrace a comprehensive financial
education program are better perceived and enjoy a
higher level of organizational commitment from their
employees. When employees get financial education
that matters to them, they’re 60% more likely to
implement that advice than those who receive broad
financial information.15
• 74% of people don’t know which sources of
information are trustworthy
If employees don’t know where to turn, then they
aren’t getting advice.
• 51% of people haven’t sought financial advice in
the last two years16
• Only 33% of employees say they are in control of
their finances
Employers should take this opportunity to offer financial
advice. Reduced stress has numerous work-related
benefits, so improving the financial health of your
workforce is good for your company.
In addition, employees want their workplace to
offer financial education.
• 87% of employees want financial education16
• 47% of workers want their employers to offer
advice on benefits17
• 49% want advice on retirement savings
Many employees already take advantage of the financial
education that is offered at work and most of the
sessions are centered on pensions and benefits. One
study shows that 58% of companies offer pensions
and retirement planning, while 50% provide education
around company benefits.9
Creating a more comprehensive program is the only
way all employees can participate and get the financial
help they need. Plenty of evidence suggests that if
employers don’t offer financial literacy training, then
employees won’t seek advice on their own. In addition,
the monetary impact on a company due to stress is so
great that it makes good financial and moral sense to
offer this type of education.
Improving the
financial health of
your workforce is
good for your
company and good
for the employee.
Why Financial Well-Being in the Workplace Matters
15
Proformative Inc. Most Americans Don’t Act on Financial Advice, Says Finance Survey. October 2012. 16
Employee Financial Education Division. Financial Education in the Workplace, 2012.
17
Metlife. 10th Annual Study of Employee Benefits Trends, 2012.
© 2014 Employee Financial Well-Being
5

6. One of the reasons that companies offer
financial education is because it can reduce
costs associated with workplace stress.
Employers lose billions of dollars to workplace
stress every year:
• Stress costs Canadian companies $33 billion
a year18
• Work time lost to stress costs $12 billion a year18
• Absenteeism costs $4.5 billion per year18
• In the U.S., workplace stress costs $300 billion
a year19
An Australian study found that presenteesim costs
companies $26 billion a year, while unhealthy
employees take nine times more sick leave than
healthy ones.20
The study also found that:
• Presenteeism and absenteeism cost the
economy $14 billion a year
• Presenteeism and absenteeism cost employers
$10 billion a year
At the Financial Education in the Workplace
Roundtable of financial experts that was hosted by
the Employee Financial Education Division in Toronto,
Laurie Campbell, CEO of Credit Canada Debt
Solutions, commented:
“Financially stressed employees are worrying
about things like collection calls and the
fact that their child is going to university in
three years and they haven’t saved. Financially
educated employees will be less stressed out,
they’ll be less absent from work, they’ll have
more morale.”
One of the main reasons why employers want to
introduce financial education in the workplace is to
reduces stress and therefore stress-related costs.
When executives were asked, “Do you think a
comprehensive financial education program could
reduce employee stress?” 75% though it could.5
When asked, “Do you think a comprehensive
financial education program could improve the
company’s bottom line?” 52% said yes.5
By offering financial education in the workplace,
you’re giving employees the tools to make better
money-related decisions, which in turn will reduce
stress and lower company expenses. 24% of
businesses say they provide financial education to
improve their bottom line5
, while employers can
save $2,000 per employee per year when their staff
members are financially healthy.21
Financially stressed
employees are 15% to
30% less productive
at work.
Financial Education Can Reduce the Costs of Stress
18
A Development In Mind. The Cost of Stress. 2011. 19
Ball, Ron. TM
Cnet.com, Workplace Stress Sucks $300 Billion Annually From Corporate Profits, November 2004. 20
Medibank Private. The Cost of
Workplace Stress in Austrlia. August 2008. 24
Garman, E. T., Junk, V. W., Kim, J., O’Neill, B. J., Prochaska-Cue, K. Financial Distress Among American Workers-Final Report, 2005.
© 2014 Employee Financial Well-Being
6

7. When employees are not worrying about their own
finances, and therefore more engaged at work,
companies grow faster, there’s reduced turnover, higher
customer satisfaction and more.
Studies show that employers who provide financial
education to their employees have higher engagement
scores. This is largely due to employees feeling more
secure and confident about their finances and ties back
to the education they received through their company
programs. The employees are less stressed and feel
the company has helped them. The result is a more
energized employee who want to return the favour and
help the company.
At the October roundtable, which was held by the
Employee Financial Education Division, Ofelia Isabel,
Director of Talent and Rewards at Towers Watson,
commented:
“(One component) of sustainable engagement
is being energized. Does the employee have the
mental and physical well-being — the energy —
to get the work done? Being financially literate
— having that part of life under control and
working well and being comfortable — is a key
component to that.”
Public organizations ranked in the top quartile of
employee engagement achieve an increase in earnings
per share that is 3.9 times the increase in earnings
per share growth for organizations with low employee
engagement.27
Companies with engaged employees see:
• 25% reduction in turnover for companies with
high-turnover
• 49% reduction in turnover for companies with
low-turnover
• 37% lower absenteeism
• 18% increase in productivity
• 16% rise in profitability28
Just over 40% of companies that do offer a financial
education said they do it to boost employee morale,
while 46% reported that they offer programs to
improve employee and company performance.5
As well, when executives were asked if they thought
comprehensive financial education could increase
productivity, 60% said yes. 46% also said that financial
education could reduce absenteeism and 36% said
it could curb presenteeism.
As these statistics show, offering financial education
to the workforce can boost engagement, which,
in turn, can significantly increase growth and the
bottom line. Comprehensive education, taught by
an accredited third-party, is what’s needed to help
get your employee’s finances in order, reduce
money-related stress and create a present, engaged
and productive workforce.
High engagement”
firms experience 28%
growth in earnings
per share than
“low engagement”
firms, which
experience an 11%
decline in earnings
per share.26
Financial Education Can Increase Employee Engagement
25
Prawitz, A.D., Garman, E. Thomas. It’s Time to Create a Financially Literate Workforce to Improve the Bottom Line, 2009. 26
Tower’s Perrins. Closing the Engagement Gap: A Road Map for Driving
Superior Business Performance, 2008. 27
Gallup. Employee Engagement—A Leading Indicator of Financial Performance, 2011. 28
Harter, James, Gallup. The Relationship between Engagement at Work and
Organizational Outcomes. August 2009.
© 2014 Employee Financial Well-Being
7

8. Studies show that financially stressed
employees are also ill more often than
other employees, which increases health
care and drug costs.
One study found that financially distressed people
have increased health problems:
• 51% have muscle tension and lower back pain
• 44% experienced migraines and other headaches
• 29% suffer severe anxiety
• 27% had ulcers or digestive tract problems29
Burnout is estimated to cost Canadian business
$12 billion a year, with part of that cost in health claims.30
At the roundtable, Marie Donnelly, Vice-President of
Consulting at Aon Hewitt commwted:
“Look at drugs used most often: in a
female- dominated environment that would
be anti-depressants, in a male-dominant
workforce, they might be related to heart.
Then look at employee assistance program
results. The majority of people are seeking
advice for financial issues. That stress shows
up through an increase of drugs being used.
If you can reduce the number of stressed
workers, then you’ve reduce the drugs and,
possibly, the costs associated with the
drug plan.”
When business executives were asked whether
they think a comprehensive financial education plan
can reduce drug benefit costs, only 16% didn’t think
it would.5
Workplace health care costs are rising, which is partly
due to increasing employee stress. A comprehensive
financial education program would reduce that stress,
thereby reducing the number of physically and mentally
ill employees. Drug and health care costs will fall and
employees will be able to spend more time at work
doing their work.
In 2011, health and
productivity costs
as percentage of
payroll totaled 17%
in Canada, up from
12.6% in 2009.31
Financial Education Reduces Health Problems
29
Aversa, J., Associated Press. Stressed Over Debt Taking Toll on Health, 2008. 30
Canadian
Metnal Health Assocation. “Information for Employers.” http://www.cmha.ca/mental_health/
information-for-employers-2/#.UJegomjybxA. 31
Towers Watson. 2011/2012 Staying@Work,
December 2011.
© 2014 Employee Financial Well-Being
8

9. Financially stressed people tend to focus on the dollar
amount: the amount coming in and the amount going
out. Individuals who are more financially educated
spend less time focusing on the dollar amount and
more time on their goals and objectives. People who
are in a better financial position or have better control
of their finances care more about recognition and
advancement then they do about a 2% or 3% raise.
A lot of employees think that a salary increase will cure
them of their financial stress, but a higher wage doesn’t
guarantee increased happiness.
Studies show that people who make more than
$75,000 aren’t any happier than people who make
about that amount.37
While the study didn’t address
stress, it’s reasonable to conclude that someone’s
financial problems won’t be reduced with a raise.
In many cases, when people make more money they
spend more money. Depression, which many financially
stressed employees suffer from, can also lead to
increased spending.38
Another study found that it’s more important that
people be adequately compensated for their work.39
This doesn’t mean doling out raises, though. Stress
increases when people feel they are underpaid.
The same report says that proper compensation alone
won’t alleviate stress. The authors write: “Findings
suggest that many personal struggles could be eased
through better management of financial resources and
a stronger sense of financial well-being.”
It’s clear that throwing money at the problem doesn’t
help. What does reduce stress is comprehensive
financial education. It’s only when employees
understand how to meaningfully take control of their
finances permanently and for the long term that they’ll
focus more on their work and less on their salary.
People who are more
in control of their
finances care more
about recognition
and advancement
than they do about
a 2% or 3% raise.
Financial Education Can Help the Company Payroll
9
37
Kahneman, Daniel, Deaton, Angus. High Income Improves Evaluation of Life But Not Emotional Well-Being, August 2010. 38
USA Today. Study: Sadness Can Make You Spend More, February 2008. 39
Bailey, Woodiel, Turner, Young. The Relationship of Financial Stress to Overall Stress and Satisfaction, Personal Finances and Worker Productivity, 1998
© 2014 Employee Financial Well-Being

10. As much as financial stress affects someone’s work
life, it can make home life extremely difficult as well.
One study has found that 80% of divorces are directly
or indirectly related to financial problems.35
This is
not really surprising as more than 60% of people cite
personal finances as their number one stress.
An unhappy home life outside of financial stress
can have a significant impact on productivity and
engagement. Another study found that a divorce costs
an employer about $8,300 an employee.36
Divorce, and the turmoil that leads up to a separation,
can also ruin someone’s financial health even further.
Research has shown that wealth begins falling four
years before a divorce and can reduce a person’s net
worth by 77%.37
Employee financial education is taken home and
helps to increase communication and foster better,
stronger relationships between spouses, children
and other family members. This compounds the
benefit of the education by creating a happier home
life and improving the overall mental and physical
health of the employees. As proven earlier, this can
have a dramatic effect on an employee’s productivity
and engagement.
Not only does offering financial education help staff
deal with stress due to personal finances, but it also
reduces the ripple effects that money-related problems
have on home life. By addressing financial issues early,
employees can be happier at home and, therefore,
more satisfied at work.
Employee financial
well-being helps
to foster better
relationships
between spouses
and among family
members.
The Ripple Effects of Employee Financial Well-Being
10
35
Carr, Damon. Until “Debt” Do Us Part, November 2003. 36
Huffington Post.
Downgrading Divorce from Crisis to Process in the Workplace, March 2012.
37
Zagorsky, Jay. Marriage and Divorce’s Impact on Wealth, December 2005.
© 2014 Employee Financial Well-Being

11. It’s evident that there are numerous benefits to
having a financially fit workforce. Yet, many
companies don’t offer anything beyond the usual
pension and benefit retirement training.
The Employee Financial Education Division
asked employers that offer some form of
financial training why they don’t provide
more comprehensive financial education.
• 39% cited the cost of the program
• 28% said it takes too much effort to implement
• 25% didn’t want to give time off to participate
• 23% didn’t know what else was available
• 20% said they didn’t have senior level support5
Companies that offer no financial education
were asked why they didn’t offer it:
• 42% worried about the cost of the program
• 30% didn’t know what was available
• 28% didn’t want to give time off to participate
• 24% thought it would be difficult to implement
• 20% said they didn’t have senior level support
Yet, most executives agreed that a comprehensive
financial plan can reduce everything from employee
stress and turnover to drug benefit costs and
absenteeism.
Research has also proven that the expense of running
a program is quickly recouped through cost savings
and increased productivity.
For companies who are worried about program costs,
most financial literacy programs can be tailored to fit
within a specific budget. With different delivery options
— such as group seminars and webinars — employers
can offer comprehensive financial education at different
price points. Whatever type of method the company
chooses, financial education is an investment that will
pay dividends for years to come.
Employee financial
well-being is an
investment that will
pay dividends for
years to come.
Challenges and Solutions to Offering Financial Education
11
© 2014 Employee Financial Well-Being

12. An employee financial well-being program
can help your company grow
Numerous studies show that having financially stressed
workers affects productivity and company profits.
With the economic turbulence and increased workplace
uncertainty, stress over personal finances has ballooned.
It’s highly likely that many of your employees are
financially distressed and aren’t as engaged as you want
them to be.
Reports reveal that workers won’t seek out financial
help on their own, which means it’s up to you to provide
it if you want to reduce employee stress levels. Offering
financial education in the workplace is one of the best
ways to show your employees that you are concerned
about them and want to help reduce their stress.
Stress costs companies millions of dollars a year
and studies have shown that absenteeism and
presenteeism are on the rise. So while overwhelmed
employees may cost businesses a lot now, that number
will only grow unless something is done to address
this issue.
Comprehensive financial education taught by an
independent third-party provider is an ideal way to
decrease that stress. When employees come to
work happy, they’re more engaged, more productive
and they’re physically healthier too. Not only should
revenues rise as staff produce more, but also it’s likely
demands for salary increases will fall too. Financially
stressed employees think a higher pay will solve their
problems, but it doesn’t. Studies show that the old
adage of “money doesn’t by happiness” is true.
While financial education can improve people’s work
life, it also can better their home life too. Money is one
of the main reasons why people divorce. A happy
home is important for businesses — divorce and
mental wellness-related stress can be even more costly
to companies.
Companies have been resistant to financial education
because of things like cost of the program and they
worried about giving employees time off to participate,
but employees actually want financial education to
be taught at work. As well, any costs associated with
creating a healthy, happy and productive workforce will
easily pay for itself in short order.
No matter how you look at it, comprehensive financial
education should be made available to employees. The
more financially fit they are, the more profitable your
company will be.
Offering financial
education in the
workplace is one
of the best ways
to show your
employees that you
are concerned about
them while improving
the company’s
bottom line.
Conclusion
12
© 2014 Employee Financial Well-Being

13. 13
We develop, deliver and implement customized
financial education programs for businesses
with 10 to 10,000 employees. We do not sell or
manage any products and only provide financial
education services.
Education Not Information
Our programs are designed using the most modern
adult education methods to ensure your employees
are educated and not just informed.
Financial Basics and Much More
Our modules cover the entire personal finance
spectrum. Lifestyle planning, debt and cash flow to
investing, retirement, tax and estate planning make up
the core programs. Additional programs on elder care,
children’s education and executive compensation
are also available.
Available in All Formats
Seminars, webinars, one-on-one coaching, individual
financial planning, self-study, recorded webinars and
video are all available. All our education can be taught in
most formats. We will work with you to help determine
which is likely to be most successful.
Delivered by Accredited, Experienced
Professionals
All our facilitators are experienced at delivering personal
financial education. They also hold at least two personal
finance designations. This combined knowledge and
experience ensures employees’ questions are answered
and the correct information is given. It also increases the
rate of change in your employees.
Determining Employees’ Wants and Needs
We work with you by conducting a comprehensive
survey to help identify your employees’ wants and
needs for a financial education program. We run the
survey and conduct a few interviews confidentially
to understand the underlying financial concerns of
your employees. We use the data to build a proposal
recommending the best topics, times and formats to
ensure a successful financial education program.
Measuring Performance and
Defining Success
Through our proprietary methods, we assess the
employees’ financial well-being prior, during and post
education to be able to measure the change. We work
with you to define what success looks like and develop
ways to measure the performance of your employees.
Program Communication
We know that you and your team are busy running a
company. To make it easier and help to ensure greater
participation and engagement in the program, we have
developed a communications package for you to add
your names and logos to. From initial communication
from the CEO, to the ongoing communication of the
various modules, this package takes the work out of
getting employees to participate.
To discuss the goals of your business and help
your employees achieve a better quality of life,
please contact Frank Wiginton.
Financial Education – It’s ALL We Do
Frank Wiginton, CEO
Employee Financial
Education Division
frank@employeefinancialeducation.ca
employeefinancialeducation.ca
416-999-7392 877-227-8201
© 2014 Employee Financial Well-Being

14. © 2014 Employee Financial Well-Being
Guide
Employee Financial Well-Being
10 steps to successfully implementing an
employee financial well-being program
Part 3
Learn More About Financial Well-Being in the Workplace
White Paper
Increase Profitability Through
Fiancial Literacy
Restore productivity and regain
organizational commitment through
employee financial well-being
White Paper
Financial Literacy for Employees
Understanding what makes an effective
financial well-being program
Part 1
White Paper
Workplace Financial Education
The benefits and rewards of a financially
literate workforce
Part 2
Guide
howtoeatanelephant.ca
Infographic 1
Financial Well-Being in
the Workplace
87%
Financial Well-Being in the Workplace
48%are willing to
pay some or all
of the costs
have not sought
financial advice in
the last 24 months
51%of employees will
participate in
financial education
86%
$2,000a year employers can save
from a financially healthy
employee
3:1or more ROI for employers who
offer employees quality financial
programs
$
during work hours
during
lunch breakat home on my own time on the weekend
Preferred formats for receiving financial
education:
LEARNING
EFFECTIVENESSCOST
EMPLOYEE
PREFERENCE
#1 in-person seminars
one-on-one coaching
#2
live webinars
#3
self-study/video tutorial
#4
self-study workbook and guides
#5
recorded webinars
#6
social media and short clips
#7
#8 blogs/e-mail/newsletter articles
of employees WANT financial education
feel that it is very to extremely important to have
an EXPERIENCED financial educator providing
financial education
86%
80%feel it is very to extremely
important to have an
ACCREDITED financial
educator providing the
education
Preferred times to participate in a financial
education program are:
right after
work
Infographic 2
Financial Literacy
for Employees
BOOKLET
See Money DifferentlyTM
Financial Literacy for Employees
Companies top concerns regarding employees and their benefits:
When do companies provide
financial education?
of companies feel the
education provided is useful59%
PRODUCTIVITY
ENGAGEMENT
MARKETPLACE COMPETITIVENESS
SALARIES
ORGANIZATIONAL COMMITMENT
TURNOVER
BENEFITS
DRUG BENEFIT COSTS
MENTAL WELLNESS
ABSENTEEISM
PRESENTEEISM
HARASSMENT
WORKPLACE VIOLENCE
during work hours
on employee’s
time
lunch
breaks
weekends
right after work
69%
50%
of COMPANIES say they offer
financial education
of EMPLOYEES say their company
offers financial education
vs
Who provides the financial education?
57%
company HR
38%
independent
3rd party provider
28%
benefit provider
27%
employee assistance
provider
72%of companies believe employee financial education will benefit them
42%
online self-study one-on-one coaching
39%
live webinar
59%
live seminar
How companies are providing financial education:
32%
Companies want education from a third-party educator to be:
82%
88%Unbiased
87%Experienced
Accredited
Money
DifferentlyTM
See
and build a better financial future
Workplace Financial Education
The benefits and rewards of a
financially literate workforce
Part 2
WHITE PAPER
Financial Literacy for Employees
Understanding what makes an effective
financial well-being program
Part 1
WHITE PAPER
Increase Profitability Through Financial Literacy
Restore productivity and regain
organizational commitment through
employee financial well-being
WHITE PAPER
Employee Financial Well-Being
to successfully
implementing an employee
financial well-being program
Part 3
GUIDE
STEPS
10
14