Financial wellness programs are becoming an increasingly important part of employee benefits strategies. But as employers continue to invest in these programs, HR leaders also need to demonstrate that they are creating meaningful value for both employees and the organization.
Measuring the return on investment (ROI) of financial wellness can be more complicated than measuring other types of benefits. Financial wellbeing is not always reflected in one simple metric, and meaningful changes may take time to become visible.
Recent research from the Employee Benefit Research Institute (EBRI) highlights this challenge. While employers are increasingly evaluating the impact of financial wellness programs, they are looking at more than just participation. EBRI found that improved overall worker satisfaction was the top factor employers considered when measuring financial wellness success, followed by increased employee productivity.
By identifying the right metrics and connecting employee outcomes to broader business goals, HR leaders can better understand the return on their investment, demonstrate value to leadership, and make more informed decisions about their financial wellness strategy.
What Does ROI Look Like for Financial Wellness Programs?
When organizations think about ROI, it is easy to focus on direct financial returns. However, the value of a financial wellness program can extend beyond a simple dollar-for-dollar calculation.
Financial wellness programs can help employees:
- Reduce financial stress
- Feel more confident managing their finances
- Build healthier financial habits
- Prepare for unexpected expenses
- Make more informed financial decisions
- Work toward short- and long-term financial goals
These outcomes may not immediately appear as a direct financial return for the employer, but they can still create meaningful value for both employees and the organization. Financial challenges can affect employees at work as well, potentially influencing their focus, engagement, and overall job satisfaction.
Research from SHRM and Raymond James found that organizations with highly developed financial wellness programs are more likely to exceed their business goals. The research also found that highly developed financial wellness programs are associated with higher employee engagement and greater job satisfaction.
These findings highlight why HR leaders should consider both employee and business outcomes when evaluating financial wellness.
Depending on an organization’s goals, HR leaders may look at:
- Employee engagement
- Productivity
- Retention
- Absenteeism
- Employee satisfaction
This does not mean every change in these areas can be directly attributed to a financial wellness program. However, tracking these metrics alongside financial wellness data can help HR leaders identify trends and better understand the potential impact of their investment.
What Should HR Leaders Measure?
One of the most straightforward ways to evaluate a financial wellness program is to determine whether employees are actually using it.
HR leaders can track metrics such as:
- Program participation
- Enrollment rates
- Benefits utilization
- Use of financial tools and resources
- Attendance at financial education sessions
- Engagement with financial wellness content
The Financial Health Network recommends tracking employee engagement as a way for employers to evaluate the impact of financial wellness programs. Monitoring engagement can help employers determine whether their programs are providing employees with the right resources and whether employees continue to use and engage with those resources over time.
However, participation alone does not tell the whole story. HR leaders should also consider whether employees are experiencing meaningful changes in their financial confidence, knowledge, and habits.
Potential measures may include:
- Financial confidence
- Changes in financial stress
- Improvements in budgeting habits
- Increased emergency savings
- Progress toward financial goals
Establishing a baseline can make these outcomes easier to measure. The Consumer Financial Protection Bureau recommends measuring financial well-being at regular intervals to track changes over time.
This approach gives HR leaders a better understanding of whether employees are simply using the program or actually benefiting from it.
Turning Financial Wellness Data into Business Value
Once HR leaders have identified their goals, they can determine which metrics will best demonstrate progress.
A strong measurement strategy should include both data and employee feedback.
Quantitative data can help HR leaders understand:
- Participation rates
- Resource utilization
- Engagement scores
- Retention trends
- Absenteeism
Qualitative feedback can provide additional insight into:
- How employees feel about their financial wellbeing
- Which resources they find most helpful
- Where employees need additional support
- Whether employees feel more confident making financial decisions
Combining both types of information gives HR leaders a more complete picture of program impact. It can also help identify areas where additional resources or communication may be needed. Numbers can show what is happening, while employee feedback can help explain why.
Making the Case for Financial Wellness Investment
When presenting financial wellness ROI to leadership, HR leaders can bring together various types of information. Rather than focusing on one number, HR leaders can use these findings to tell a broader story about how financial wellness is supporting employees and contributing to the organization.
This approach is becoming increasingly relevant as employers look more closely at the value of their financial wellness investments. EBRI found that more than three-quarters of benefits decision-makers reported that their organizations had developed a cost/benefit analysis of their financial wellness offerings. The factors most commonly used in those analyses included improved productivity or performance and improved employee financial wellbeing.
Financial wellness programs may not produce immediate, easily measurable returns. Developing healthier financial habits and improving financial confidence takes time.
Looking at financial wellness as a long-term investment allows employers to identify trends, demonstrate progress, and make informed decisions about future investment.
Having the right tools and data can make it easier for HR leaders to understand how employees are engaging with financial wellness resources and where additional support may be needed.
How BenefitsMe Supports Financial Wellness
BenefitsMe takes a practical approach to financial wellness by giving employees access to resources that can help them make healthier financial choices in their everyday lives.
Through BenefitsMe, employees can access:
- Financial Education Learning Center: Resources to help employees better understand their options and make informed decisions.
- More affordable purchasing options: Access to products that may otherwise be unaffordable or out of reach.
- Credit-building opportunities: Options designed to help employees build credit and strengthen their financial foundation.
These resources give employees more opportunities to make informed financial decisions, address immediate financial needs, and take steps toward stronger financial health.
For employers, BenefitsMe provides a practical way to connect financial wellness to the everyday financial decisions employees are already making.
Sources
Employee Benefit Research Institute. “2025 EBRI Financial Wellbeing Employer Survey: Focusing on the Bottom Line Continues.” 2025. EBRI – 2025 Financial Wellbeing Employer Survey
SHRM and Raymond James. “The State of Financial Wellness: Challenges, Gaps & Opportunities.” 2026. SHRM – The State of Financial Wellness
Financial Health Network. “Employee Financial Health.” 2017. Financial Health Network – Employee Financial Health
Consumer Financial Protection Bureau. “Two Ways to Use the Scale in One-on-One Work.” 2026. CFPB – Two Ways to Use the Scale in One-on-One Work