Originally Posted On: https://www.empower.com/the-currency/work/the-benefits-blueprint-research

The Benefits Blueprint: Benefits to build financially resilient workforces

Empower’s latest research, based on a nationally representative survey of employed Americans (see ‘Methodology’), reveals while most employees are optimistic about reaching long-term financial goals, nearly as many are anxious about their day-to-day financial futures.

The findings underscore a growing demand for personalized, practical financial wellness benefits (also read Empower’s Trust in technology: AI-driven personalization in consumer finance study) that not only support individual employees but also influence productivity, engagement, and retention.

The optimism-anxiety dynamic

Empower research reveals that over half (59%) of employed Americans are optimistic about achieving their financial goals within the next 10 years. Yet this forward-looking confidence is counterbalanced by pervasive near-term concerns: 59% say they worry about their financial future and 25% “strongly agree” they’ve experienced financial hardship in the past year (figure 1).

Figure 1: Financial wellness sentiments (among employed)

Question: Please rate your level of agreement with the following statements about your financial wellness.

Source: Empower “The Benefits Blueprint” study 2025.

Key takeaway: Financial optimism does not negate financial stress. Employers can design wellness programs that address both near and long-term considerations.

Financial wellness and employee experience

The study findings reveal 4 in 10 employees (40%) say financial concerns distract them at work (figure 2).

Figure 2: Workplace financial benefits sentiments (among employed, currently using some or all workplace financial benefits)

Question: Please rate your level of agreement with the following statements about employer-sponsored financial benefits.

Source: Empower “The Benefits Blueprint” study, 2025.

Employees who use financial benefits are more likely to say those benefits improve their productivity and engagement (72%), and decision to stay (71%). In fact, 79% of Millennials and 78% of employees earning $100K+ report that workplace financial wellness programs are a factor in retention.

Key takeaway: Financial wellness is now a strategic retention and engagement lever, particularly among high-potential employees.

Access isn’t enough—Utilization gaps persist

Nearly two-thirds (62%) of employees say they have access to employer-sponsored financial wellness programs, yet only about half of those with access are actually using them, suggesting a major disconnect between availability and value perception (figure 3).

Figure 3: Employees with access to workplace financial wellness benefits (among employed)

Question: Does your employer currently offer any financial benefits (e.g., financial education, budgeting tools, debt support, retirement planning)?

Source: Empower “The Benefits Blueprint” study, 2025.

Access is highest among household income (HHI) $100K+ (81%); Millennials (68%); and private sector employees (64%). But usage is notably lower among Boomers (51%) and those with HHI < $50K (50%)—two groups with distinctly different needs but equally pressing financial concerns.

Key takeaway: Accessibility doesn’t guarantee impact. Employers must close awareness, understanding, and relevance gaps to drive program adoption.

Personalization is the new table stakes

As the workforce grows more diverse in age, income, and expectations, personalization in financial benefits has become a baseline expectation (figure 4).

Figure 4: Workplace financial benefit preferences (among employed)

Question: What level of personalization do you expect from your employer’s financial wellness benefits?

Source: Empower “The Benefits Blueprint” study, 2025.

65% of employees want some level of customization in their employer-sponsored financial tools. Millennials lead the way, with 36% expecting highly personalized advice. Personalization preferences increase with income and education (figure 5).

Figure 5: Workplace financial benefit preferences (among employed, key demographics)

Question: What level of personalization do you expect from your employer’s financial wellness benefits?

Source: Empower “The Benefits Blueprint” study, 2025.

Key takeaway: One-size-fits-all is obsolete. Employers can design offerings aligned to life stage, income level, and financial confidence.

Employees value the foundational financial tools the most

When asked which financial benefits they value most, employees favor foundational tools. Contributions to retirement and cash bonuses are the most popular traditional employer-sponsored financial benefits (figure 6).

Figure 6: Most desired traditional workplace financial benefits (among employed)

Question: Of the employer-sponsored financial wellness benefits listed, which benefits would you most like your employer to offer? You can select up to two.

Source: Empower “The Benefits Blueprint” study, 2025.

Notably, retirement contributions rise in importance with age and income, peaking at 63% among Boomers and 53% among HHI $100K+. Also, close to 1 in 5 Gen Z would like to see student loan repayment benefits.

Next-generation financial wellness benefits are clearly resonating with today’s workforce. While unlimited paid time off (PTO) or flexible leave options top the list at 45%, a significant share of employees also prioritize financial support for major life events (33%), the ability to flex wages (32%), and paid sabbaticals (21%) (figure 7). These preferences suggest a growing demand for more adaptable, real-life-aligned financial support that moves beyond retirement plans and into day-to-day financial resilience and lifestyle flexibility.

Figure 7: Most desired next generation workplace financial benefits (among employed)

Question: And, of the employer-sponsored financial wellness benefits listed, which benefits would you most like your employer to offer? You can select up to two.

Source: Empower “The Benefits Blueprint” study, 2025.

When it comes to paid time off, the findings suggest that employees are interested in PTO exchange flexibility. Among respondents, PTO exchange programs (e.g., converting unused time into retirement savings, student loan repayments, or HSA contributions) were especially valued by Gen Z (19%); Millennials (15%); and HHI <$50K (14%).

Key takeaway: The most valued benefits aren’t necessarily the most modern—they’re the ones that reduce financial stress today and build financial confidence for tomorrow.

What’s holding people back?

Among those who don’t use workplace financial benefits, the #1 barrier is cost—reported by 28% of non-users (figure 8). This is followed by preference to manage finances independently (25%); lack of time to participate (23%); privacy concerns (23%); and lack of awareness (22%).

Figure 8: Barriers to using workplace financial benefits (among employed, not currently using some or all workplace financial benefits)

Question: What are the main barriers preventing you from using employer-sponsored financial benefits? Select all that apply.

Source: Empower “The Benefits Blueprint” study, 2025.

Key takeaway: Cost and complexity create friction. Employers can consider awareness and other barriers to participation.

Methodology

Empower’s “The Benefits Blueprint” study is based on online survey responses from 2,202 Americans ages 18+ fielded by a third-party panel provider from April 28-30, 2025. The survey is weighted to be nationally representative of U.S. adults (aged 18+).