1. What early warning signs should employers look for that indicate employees might be struggling financially?

Financial stress tends to show up long before an employee asks for help. Some indicators could be increased absenteeism because of unreliable transportation or childcare, employees taking on unexpected overtime, or asking for increased overtime. Managers may also notice more requests for paycheck advances or asking about raises and bonuses. One of the most telltale signs is increased 401(k) loans or hardship withdrawals that are not related to home purchases. 

Another indicator comes from listening to the conversations around the workplace. When employees ask more questions about benefits, express confusion about open enrollment choices or share frustrations about rising costs, those are signals that financial stress may be building. Employers who tune into these patterns can intervene earlier with supportive resources. 

2. How can leaders start a conversation about financial stress without making employees feel judged or uncomfortable?

Leaders should frame conversations around support, not performance or personal financial choices. A good opener is, “We know financial stress affects many people, especially at this time of year, and we want to make sure you are aware of the resources we have available.” 

Leaders should avoid asking about specific financial situations. Instead, they should pinpoint employees towards confidential tools, coaching or benefits that empower them to take the next step. 

Employers can provide manager training for our employer partners to help leaders build the confidence needed to have these sensitive conversations. These sessions give managers the language, frameworks, and boundaries they need to offer support without overstepping. We’ve seen great success with managers feeling better equipped, and employees engaging more frequently with resources available to them. 

3. What role should financial education play during year-end, when people are juggling bonus expectations, holiday expenses, and tax planning?

Year end can be one of the most financially complex times of the year. Financial guidance around year end can help employees understand how to prioritize competing needs like managing holiday spending, planning for taxes, optimizing benefit elections, making last minute decisions around retirement contributions and making smart decisions around year-end bonuses. It is also a great time for reflection on what went well during the year and setting attainable goals for 2026. 

We see strong engagement when education is personalized and actionable. Employees don’t need generic budgeting advice; they need clear guidance on questions like, “should I adjust my W-4?” or “what’s the best use of my bonus given my debt and savings goals?”

When employers provide timely education and access to financial coaches, employees feel more confident and in control. 

4. Do flexible benefits like earned wage access, childcare support, or mental-

Do health allowances actually reduce year-end financial anxiety? What have you seen work well?

When implemented thoughtfully, flexible benefits can make a meaningful difference. The key is pairing benefits with education so employees understand how and when to use them. 

Childcare support is an unbelievably impactful benefit and it can really ease a major financial and emotional burden for working parents, especially during the year-end illness season or school breaks. Mental health stipends allow employees who might be having a tough holiday season financially or emotionally to reach out to someone without the burden of cost. 

Earned wage access can help employees avoid high cost payday loans, but it shouldn’t replace long term cash flow planning. 

5. What tools or platforms can make it easier for employees to track spending, manage savings, or access financial wellness resources, especially heading into 2026?

As we head into 2026, employers should focus on tools that support the whole financial journey: Daily cash flow planning, benefits optimization, savings automation and guidance on major life events like buying a home, starting a family or preparing for retirement. The more seamless and flexible the experience, the more likely employees are to use it. 

6. As companies begin planning their 2026 budgets, which initiatives can still make a meaningful impact on employee financial wellbeing?

An impactful initiative is adding a trusted financial wellbeing partner that provides scalable education and coaching. Having a financial wellbeing partner that understands your company’s unique benefits in detail can deliver meaningful impact to improve how employees use and understand the benefits they already have. 

Even with budget constraints, there are several high impact initiatives that don’t require large new investments. Improving or increasing communication around existing benefits is one of the most cost effective steps employers can take. Employees often feel increased stress because they don’t understand what they have access to. 

7. If an employer can only prioritize one initiative in the 2026 budget to reduce financial stress, which should it be and why?

If you can do only one thing, invest in a comprehensive financial wellbeing program that provides personalized guidance from unbiased experts. Financial stress is deeply individualized and no single benefit solves it, but access to trusted digital tools and human coaching can meet employees where they are and help them make the most of all the benefits a company offers. 

Author: Mamie Wheaton, CFP®, CDFA®

Author Bio: Mamie Wheaton is a Certified Financial Planner® with over 15 years of experience in financial and retirement planning and wealth management. She serves as Director of Financial Planning at LearnLux, the leading workplace financial wellbeing provider.

Company Bio: LearnLux is the leading workplace financial wellbeing provider that blends fiduciary digital planning with access to one-on-one guidance from Certified Financial Planner® professionals. LearnLux’s award-winning program equips employees with a financial plan to guide them through decision points like budgeting, paying down debt, electing benefits, understanding equity compensation, starting a family, buying a home, saving for retirement, and more. Advanced reporting keeps our partners in the know, and drives results like reduction in financial stress, increased productivity, reduced employee turnover, greater use of pretax products, on-time retirement, and healthcare savings. LearnLux members feel great about their money, allowing their work and wellbeing to thrive. Learn more at learnlux.com.