Financial-wellness plans aim to help employees cut their debt, invest for retirement.
By Rachel Feintzeig , Wall Street Journal
Companies are expanding their wellness programs to focus on workers’ wallets in addition to their waistlines.
Meredith Corp., Staples Inc. and PepsiCo Inc., among others, have begun offering programs aimed at improving employees’ financial security.
Modeled after physical-wellness programs that invite employees to lose weight or undergo health screenings, financial-wellness programs include finance classes, counseling sessions and even videogames designed to help staffers pay down debt, stick
to a budget and invest for their retirement.
Bosses say the programs also boost productivity, citing research findings that suggest workers under financial strain can be distracted and absent from work. Employees, though, may wonder why their employers don’t just pay them more.
Several years after the global recession and a long spell of anemic wage growth, American workers still aren’t happy about the state of their finances.
The most recent Labor Department jobs report shows average hourly earnings for private sector workers were up 2.1% in March from the prior year, and wages have been growing at about 2% for the past four years. Nearly 80% of workers in the U.S. and Puerto Rico are under moderate or high levels of financial stress, according to evaluations of about 40,000 workers conducted by the financial-education firm Financial Fitness Group last year.
Companies say financially stressed workers call in sick more often and may be delaying retirement. In 2013, 76% of employers said they were interested in financial-wellness programs, according to a survey by Aon Hewitt. Last year, 93% said they were planning
to create or expand their efforts.
At Meredith Corp., workers who complete a 35-question “financial wellness checkup” or take a course on refinancing their mortgage earn points that can make them eligible for cheaper health plans offered by the media company.
Employees’ spouses can accrue points too, says Tim O’Neil, the company’s director of employee benefits and wellness. In 2014, 80% of Meredith’s 5,200 employees and spouses completed at least one workshop, and 95% filled out the questionnaire, which asks whether the person is behind on bills and whether financial stress affects their productivity at work.
‘Companies pulled away a lot of the social safety net that they used to provide.’
—Jeffrey Pfeffer, professor at the Stanford Graduate School of Business
Since the program began, employees’ financial stress has abated at a pace that Mr. O’Neil says reflects more than just the improvement in the economy. The company says employees’ focus at work has improved, too. According to Meredith surveys, 88% of workers who reported less money stress used no sick time last year, a figure that was 10 percentage points better than for those with higher levels of money stress.
As corporate-benefits programs shift more responsibility onto workers, Meredith’s chief executive, Stephen Lacy, says he hopes the personal-finance help will “empower” employees to make the right choices. “This whole self-directed activity is extremely risky without a lot of education and effort,” he says.
Others say businesses are trying to solve a problem of their own making. “Companies pulled away a lot of the social safety net that they used to provide,” says Jeffrey Pfeffer, a professor of organizational behavior at the Stanford Graduate School of Business. “Since we pulled away the safety net, you of course are going to be stressed.”
In a Towers Watson report from March 2014, 76% of workers said their employer “recently enacted significant changes that could compromise their near-term or long-term finances,” like scaling back retirement benefits or raising health-care costs.
“It can feel a little like ‘budget better, you’ll have more money,’” says a Meredith editor in New York who spoke anonymously to avoid offending her bosses. “If I make more money, I’ll have more money.”
She has also found the program “a bit big brother-y,” adding: “There’s something a little uncomfortable about the person who pays your salary knowing what margins you have.”
Meredith says that individuals’ financial information is confidential and that it views workers’ survey responses only in the aggregate. Employers also say that financial wellness programs show employees that they care—and also cost less than increasing
pay. Meredith says its program costs $100,000 a year.
Michael Case Smith, who oversees a 401(k) fund that provides one-on-one financial counseling to participating workers, says the counseling provides a “perceived benefit” to workers. “Anything