Corporate Financial Wellbeing

Financial Wellbeing at Work

Helping your people feel clearer, more confident and more in control of their financial future.

Financial wellbeing is not about being wealthy. It is about having the knowledge, confidence and practical support to manage money day to day, prepare for the unexpected and make informed decisions about the future. When employees feel more financially secure, they can bring greater focus, energy and confidence to work. When money worries are unresolved, the effects do not remain at home: they can influence sleep, mental wellbeing, concentration, attendance and engagement.

Indigo Investment Group helps employers make financial wellbeing practical. Through engaging workplace sessions and confidential one-to-one conversations, we give employees a supportive space to understand their position, identify priorities and take sensible next steps.

Why financial wellbeing is a business issue

Financial pressure can absorb attention, reduce resilience and make it harder to concentrate. Employees may spend working time thinking about bills, debt, protection, pensions or unexpected costs. Over time, this can contribute to distraction, lower productivity, absence and a weaker connection with the organisation. It can also affect retention: an employee under sustained financial strain may be more inclined to seek higher pay elsewhere or move to an employer perceived to care more about financial wellbeing.

The evidence

Money worries are widespread in Ireland. Research cited by Ibec in 2025, based on more than 1,000 employees across Ireland, found that 74% regard money matters as stressful, 76% do not understand their workplace financial benefits and 82% believe they should receive more education on effective money management.
Financial stress follows people into work. Zellis reported in 2025 that 92% of surveyed UK and Irish employees had experienced financial stress or worry in the previous year and 89% said it had affected their working lives. Almost half reported greater difficulty focusing or concentrating, while more than a quarter said it made them less productive.
Retention can be affected. PwC’s 2023 US survey found that financially stressed employees were twice as likely to be looking for a new job: 36%, compared with 18% of employees who were not financially stressed. Among financially stressed employees distracted at work, 56% spent three hours or more each week dealing with or thinking about personal finances.
The evidence extends beyond individual surveys. A CIPD evidence review concluded that financial distress is associated with poorer wellbeing and job performance, creating implications for employers as well as employees.

Different studies use different samples and measures, so individual percentages should not be treated as a forecast for every organisation. Taken together, however, the research points consistently in one direction: financial strain can affect wellbeing, concentration, performance and an employee’s intention to stay.

A confidential conversation can be the first step

Many employees know they should take action but are unsure where to begin. Generic information can raise awareness; a private one-to-one conversation can help an individual turn that awareness into a clear and relevant plan. An Indigo financial wellbeing specialist can meet colleagues confidentially, listen without judgement and help them understand the areas that matter most to them.

Understanding income, expenditure and cash-flow pressures
Building an emergency fund and stronger savings habits
Reviewing debt priorities and the cost of borrowing
Understanding workplace benefits and pensions
Considering family protection, life cover, serious illness cover and income protection
Setting practical short-, medium- and long-term financial goals
Knowing when regulated financial advice or specialist debt support may be appropriate

Why employers choose to act

Support concentration and productivity: give employees a route to address financial questions rather than carrying them silently through the working day.
Strengthen attraction and retention: demonstrate a genuine commitment to employees’ overall wellbeing, not simply their salary.
Improve the value of existing benefits: help colleagues understand pensions, protection and other supports already available to them.
Build resilience: equip employees to prepare for financial shocks and major life events.
Promote a positive culture: normalise informed conversations about money while respecting privacy and personal choice.

What an Indigo workplace programme can include

We can combine an accessible group talk with optional confidential one-to-one meetings. The group session introduces the foundations of financial wellbeing and gives employees a shared language for money matters. Individual meetings then allow colleagues to discuss their own priorities privately and receive clear, practical guidance tailored to their stage of life.

Privacy is central. Participation should be voluntary. Personal financial information discussed in an individual meeting remains confidential and is not shared with the employer. Any employer reporting can be limited to anonymised participation and broad themes, with no personally identifiable financial details.

Invest in the wellbeing behind the performance

Supporting financial wellbeing is not about stepping into an employee’s private life. It is about giving people access to trusted information, a confidential conversation and a clearer path forward. A well-designed programme can complement your existing wellbeing and benefits strategy while helping your people feel supported, valued and better equipped to make informed decisions.

Start a conversation about financial wellbeing

Invite Indigo Investment Group to deliver a workplace financial wellbeing session and confidential one-to-one appointments for your team.

Research Sources

Information on this page is general in nature and is not a substitute for advice based on an individual’s circumstances. Where a personal recommendation is provided, the applicable fact-finding, suitability and regulatory requirements will apply.