Two-thirds of employees now report that financial worries are impacting their productivity at work — a significant increase on last year, according to research.
The survey, from Hymans Robertson Personal Wealth, found that this issue affects 67 per cent of workers, up from just over a third (38 per cent) in a comparable poll last year.
Overall 68 per cent of employees said money worries have negatively affected their motivation or engagement at work, while just under 4 in 10 (37 per cent) have taken time off due to financial stress.
The research shows that more than half of employees reported that they had access to financial wellbeing support, but more than a quarter (28 per cent) said it focuses on areas that aren’t important to them.
A similar proportion(24 per cent) also said they would engage more with financial guidance linked to key life events, such as buying a home or having children, the findings point to a need for employers to offer more tailored support.
Hymans Robertson says these findings, included in its annual employee financial stress survey, highlight a growing need for employers to design support that reflects different life stages and addresses real financial pressures.
Hymans Robertson adds that while 32 per cent saying the impact on their productivity is minimal, there is a risk that even slight financial pressures could develop into more significant challenges over time if left unaddressed.
Hymans Robertson Personal Wealth, head of corporate Steve Butler (pictured) says: “Financial stress may well be a hidden cost for many employers. Employees’ money worries don’t stay at home when they start work each day. Our research show that it affects concentration, motivation and, ultimately, performance.
“External pressures are continuing to alter the financial situations of many individuals. The share of employees reporting that money worries affect their productivity has jumped since 2025. That creates a clear business case for employers to see this as an evolving risk and review their financial wellbeing support accordingly.”
He adds that while many employers are putting support in place it is not always reaching those that need it most. “Too often, support is built around a standardised set of benefits which don’t always reflect individual need. Our research shows that this impacts the take-up of financial wellbeing support, leading to missed opportunities to support employees and alleviate stresses.
“Early engagement is key to maintaining financial wellbeing and building resilience, particularly of those suffering with financial woes.
“This is why taking time to target key life stages should be a fundamental part of what an employer offers for financial wellbeing. Ultimately, effective financial wellbeing isn’t about offering more support, it’s about offering the right support at the right time.”
He adds: “What’s particularly striking is that our research shows that support already exists in many workplaces, but too often employees aren’t engaging with it. There is work to do here then, when it comes to communicating about what they offer and showing its relevance to different milestone-moments in their lives.”