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When employees feel financially secure, they can be more engaged, productive, and loyal workers. But simply offering a variety of financial benefits may not be enough to let all members of your workforce actually achieve financial wellness. And that’s especially true today, as employees navigate persistent inflation, elevated borrowing costs, and uncertainty about the future.

So what are you doing right? And what can you improve?

Measuring financial well-being can help you answer those important questions.

Why Measure Financial Wellness and Why Now?

According to the Consumer Financial Protection Bureau, financial well-being is defined by a person’s sense of security and freedom of choice, both today and in the future.

However, Bank of America’s 2025 Workplace Benefits Report — which surveyed nearly 1,000 full-time employees and 800 employers — reveals a stark reality:

•   Only 47% of employees feel financially well-off.

•   77% are stressed by the current economic climate.

•   85% are carrying personal debt.

•   50% wish they had started saving for retirement earlier.

So, how is your team faring? Measuring your workforce’s financial health allows you to identify specific struggles, understand how those challenges impact business performance, and refine your total rewards strategy to provide meaningful support.

How to Better Understand Your Unique Workforce

Measuring financial well-being will allow you to determine what segments of your workforce are struggling the most. It can also help you figure out what you can provide to help all your employees move forward. For many employers, that’s a two-part process.

1. Wage Assessment

Many employers start this process by assessing wages. No doubt you’ve compared your wage and salary decisions against competitors’ offerings, the local labor market, and industry averages. Indeed, you may be paying above the industry standard. But it’s important to remember that even above-standard wages don’t ensure financial wellness. Your workers may still be struggling.

With that in mind, you may want to compare your company’s wages against what constitutes a local living wage in the areas where your employees work. MIT’s Living Wage Calculator may be able to assist you with this. This tool helps determine how much money a person in a specific area needs to earn to cover basic expenses and how much that person has leftover for disposable income, including saving for the future. This may be a more realistic gauge for all levels of your workforce when assessing wages and determining financial well-being.

Recommended: 3 Ways to Support Your Employees During Times of Uncertainty

2. Self-Assessment Survey

The next phase involves gathering direct input from your workforce. If you haven’t already, design an anonymous online financial wellness survey to get a baseline assessment of your employees’ needs.

An effective assessment evaluates the four pillars of financial security:

•   Spending: Determine if employees are living beyond their means due to high living costs or budgeting habits. By asking how long employees think their money would last if they suddenly lost their income, you’ll also collect data on how many of your employees are prepared for an emergency.

•   Saving: While retirement participation and 401(k) deferral rates are primary metrics, a survey allows you to look deeper. Assess whether employees are saving for short- and mid-term goals like emergency funds, tuition, or homeownership, especially if your benefits package supports these areas.

•   Debt and borrowing: Identify the burden of high-interest credit card debt versus “strategic” debt like mortgages or student loans. Understanding your workforce’s debt-to-income stress is important, as it is often the most significant barrier to long-term financial health.

•   Planning: Evaluate employee preparedness by tracking enrollment in life and disability insurance. This section should also assess whether staff have set formal financial goals or are utilizing company planning tools. These insights reveal how effectively your workforce balances long-term stability with immediate needs, while identifying critical gaps in your current benefits communication.

Depending on your workforce and your goals for the assessment, you may also want to include more subjective elements in your research, such as employee interviews or focus groups. This can add human stories to the data collected and help inform new benefits going forward.

Measuring Financial Wellness Empowers Employees

When employees take a smart, well-written, and well-designed assessment survey, they’re not just providing information to their bosses, they’re also thinking through their own financial wellness strategy.

Incorporating an interactive tool that gives immediate feedback can help employees identify their current status and balance their short- and long-term financial goals.

Consider providing a one-on-one meeting with a financial planner or other expert to each employee who completes the survey. This encourages your workers to take action with their newfound knowledge and further enhance their overall financial wellness. (It can also prompt more willingness to take the assessment among employees.)

Recommended: Top 10 Reasons Financial Wellness Is Important in the Workplace

Measuring Provides a Compass for Your Financial Wellness Benefits

It’s also important to analyze your own data on the benefits you’re currently providing to determine how well they’re contributing to employee financial wellness. A comprehensive look at who is using what benefits — including everything from health insurance and 401(k)s to paid parental leave and student loan assistance — and what employees are paying for or contributing to those benefits, can unlock details about access and participation among all levels of your workforce.

A benefit analysis combined with a wage assessment and employee financial wellness survey helps provide a deeper understanding of gaps in your total benefits strategy, areas where employee engagement and education are needed, and what new tools and programs might enhance financial well-being among your workers.

The Takeaway

Measuring your employees’ financial well-being now can lead to the design and implementation of benefits that will enhance financial wellness for all of your employees in the future.

Photo credit: iStock/SDI Productions

Products available from SoFi on the Dashboard may vary depending on your employer preferences.

Advisory tools and services are offered through SoFi Wealth LLC, an SEC-registered investment adviser. 234 1st Street San Francisco, CA 94105.

SoFi Student Loan Refinance Loans, Personal Loans, Private Student Loans, and Mortgage Loans are originated through SoFi Bank, N.A., NMLS #696891 (Member FDIC), (www.nmlsconsumeraccess.org ). The 529 Savings and Selection Tool is provided by SoFi Wealth LLC, an SEC-registered investment adviser. For additional product-specific legal and licensing information, see SoFi.com/legal. 2750 E. Cottonwood Parkway #300 Cottonwood Heights, UT 84121. ©2025 Social Finance, LLC. All rights reserved. Information as of November 2025 and is subject to change.


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External Websites: The information and analysis provided through hyperlinks to third-party websites, while believed to be accurate, cannot be guaranteed by SoFi. Links are provided for informational purposes and should not be viewed as an endorsement.

SOAW-Q226-002

Benefits professionals play a critical role in leading their teams through periods of uncertainty. Whether driven by economic shifts, political/regulatory changes, or a global crisis, uncertain times can heighten employee stress, reduce morale, and impact productivity. Now more than ever, workers look to their employers for stability, empathy, and meaningful support. For HR pros, this presents a unique opportunity to strengthen employee trust, promote well-being, and reinforce organizational stability.

Supporting employees during challenging periods generally requires more than just maintaining current benefits; it often calls for thoughtful adjustments, clear communication, and a focus on mental, emotional, and financial health. What follows are three actionable ways benefits pros can meet the moment and help employees feel valued and secure even when the future feels unclear.

1. Make Sure Communications Are Honest and Accurate — and That They Reach Everyone

During uncertain times, it’s important to remain as open and transparent as possible with your team. This helps normalize what employees may be feeling and fosters a supportive environment where workers feel connected and reassured, even if the future is unpredictable.

Be Honest

Research indicates that employees engage more if they think company communications are honest. That means it’s OK to tell employees management is still looking into a change or isn’t sure exactly when a new policy will be implemented. In uncertain times, it’s better to keep in touch. Employees are looking to you for leadership, but they also want to be in on the process when changes are taking place. What’s more, giving employees honest updates can avoid the need for damage control later.

Be the Voice of Reason and Compassion

Your employees are likely overloaded with news and information, some of which may be contradictory and confusing. It’s important that your communications stay on top of breaking news and add a clear, helpful, and understanding voice to the discussion when events impact the company, the employees, and benefits.

Recommended: How Financial and Mental Health Can Collide With Work

Take a Multi-Channel Approach

While internal email remains the most common way to communicate with employees, you also want to use mobile and social media to help ensure that all workers see vital communications no matter where they are or what their work situation may be. This will be, literally, reaching out to your employees where they are.

Recommended: Benefits of Working From Home for Employees

2. Review Your Voluntary Benefits

In times of uncertainty, employees may look to their employer for a shoulder to lean on. Many HR professionals recognized this during the pandemic and responded by offering a variety of flexible benefits that helped employees solve their short-term financial challenges while also assisting them in building a stronger future.

Research shows that more employers are offering voluntary benefits across a wide spectrum of needs. The most popular add-ons include: supplemental health insurance policies (e.g., critical illness, accident, and long-term care), legal benefits, identity theft protections, and pet insurance.

Whatever combination of flexible or voluntary benefits you may be considering, you’ll want to be sure it fits your workers’ demographics and pressing needs. A variety of well-chosen benefits can help your employees face their specific challenges while also reducing stress and calming nerves during any period of uncertainty.

3. Help Employees Balance Short-Term and Long-Term Financial Well-Being

In uncertain times, a flexible financial well-being approach that includes the short-term benefits employees need to make it through is more important than ever. That’s why so many employers have introduced the types of benefits that employees feel are most relevant to their current financial concerns. Those may include emergency savings programs, homeownership benefits, and student loan repayment programs, to name just a few.

But this doesn’t mean that the importance of retirement savings and other long-term benefits should be diminished. Far from it. The security of knowing long-term retirement savings is in place can help add to employees’ overall financial well-being, especially during tumultuous times. Through effective communication and education programs, HR professionals can help employees balance short-term and long-term financial needs and goals.

The Takeaway

Periods of uncertainty present both challenges and opportunities for benefits professionals. By prioritizing clear, honest communication, strategically reviewing and expanding voluntary benefits, and offering resources that support both immediate financial needs and long-term security, employers can effectively support their workforce.

These proactive steps not only help employees navigate stressful times but also build essential trust and reinforce the organization’s commitment to employee well-being.

SOAW-Q226-003

Supporting employee homeownership is a strategic win-win. When companies help workers plant roots, they don’t just gain a more loyal workforce — they gain a more stable one. Homeowners are statistically less likely to relocate or switch jobs, creating a foundation of security that translates directly into higher productivity and job satisfaction.

The timing couldn’t be more critical. Stubbornly high home prices and mortgage rates, low housing inventory, and the high overall cost of living have meant that it has been harder for employees, particularly workers under age 35, to afford to buy their own homes. For many first-time homebuyers, the only option is to move to a lower-priced housing market. If those employees can’t work fully remotely, they may simply switch jobs. Studies suggest that the cost of replacing an individual employee costs six to nine months of that worker’s salary.

The ultimate result? A huge challenge for HR professionals.

Offering home-buying benefits can help. Numerous companies, understanding the link between homeownership and retention, have introduced homeownership benefits to help build a loyal, productive workforce that can further advance their business objectives.

Below are some of the ways employers can help their workforce become satisfied homeowners. After studying your workforce demographics and your budget, you may find inspiration among the various approaches below.

Homebuyer Education and Counseling

Knowledge is one of the most cost-effective benefits there is. Consider pairing up with area mortgage experts, financial counselors, and others to produce on-site or virtual information seminars on various homebuying topics. Banks, mortgage brokers, and real estate brokers in your area may be willing to offer free information sessions at your organization in hopes of generating clients.

These programs can provide interested employees with the basics on the local market, different types of mortgages and their rates, mortgage insurance, down payment assistance, legal issues related to homeownership, foreclosure prevention, and much more. And an informed employee can avoid the financially costly mistakes that can so often be part of real estate purchases.

Recommended: How Homeownership Can Help Build Generational Wealth

Credit Counseling

A good credit score is key to qualifying for a mortgage with favorable rates. Employer-sponsored credit counseling can help employees learn how to check their credit scores and, if necessary, take steps to improve them. Consider partnering with a respected credit counseling firm to conduct in-house or virtual workshops or allowing employees time off to attend approved credit counseling seminars outside the workplace.

Down Payment Assistance Programs

With home prices as high as they are in many markets throughout the U.S., saving up a down payment of 10% to 20% or more can be a barrier to homeownership for many workers.

Employers can help in two ways. They can offer direct financial assistance. This usually entails paying a percentage of an employee’s down payment with a dollar amount maximum.

Employers can also help employees access government-sponsored grants and low-interest loans designed to help first-time homebuyers cover down payments and/or closing costs. Your state’s housing finance agency and your local housing authority likely have first-time homebuyer programs. Many offer qualifying buyers grants that don’t have to be paid back. Others have low or no-interest loans that often don’t have to be paid back until the house is sold or refinanced. As a rule, these programs aren’t broadly advertised, so employers who help workers find and apply for such assistance can play an important role in securing these funds.

Help With Finding and Paying for Real Estate Professionals

Consider partnering with a local bank or mortgage broker to help employees find home financing. In return for the potential mortgage clients, you may be able to negotiate lower closing costs and fees for your employees that your firm also might or might not help subsidize.

A partnership between your firm and local realtors can provide workers with special help in the house-hunting process. And a relationship with local real estate lawyers or access to your own firm’s legal expertise can help lower legal fees associated with home buying for your employees.

Professional relocation services can help with home buying when a new hire moves from one area of the country to another. However, with the rise of remote work, this is increasingly less common.

Important Extras

There are lots of small but important and cost-effective gestures employers can make when employees are finishing up with the home-buying experience. Extra days off (with pay) for closing and moving, for instance, can reduce stress and produce goodwill.

When the deal is done, it’s a nice gesture to acknowledge the new homeowner with a card or housewarming gift. Be sure to remind your employees that you or your expert partners can help answer any follow-up questions that come with homeownership.

You’ll also want to make sure that learning to manage mortgage payments and home ownership is part of your employees’ overall financial well-being picture. Your wellness programs may be able to help with budgeting for home improvements, maintenance, insurance, and other costs your employees may not have anticipated with home ownership.

The Takeaway

Employers can’t be the only resource employees turn to when it comes to buying a home. But a company that has a workforce full of employees of home-buying age may find that it can fill an important need and, in the process, help keep its workforce steady, loyal, productive, and satisfied.

SOAW-Q225-003

Navigating the complexities of educational assistance programs can be challenging for employers and employees alike. Recent legislation changes have expanded how employers can provide direct and indirect education assistance. Still, the tax incentives offered by the Secure 2.0 Act and Section 127 can be confusing. While they sound alike, they take different approaches to the same problem.

In this article, we’ll provide a detailed FAQ based on section 127 of the Internal Revenue Code to help you understand how these benefits can be leveraged, whether you’re an employer, employee, or self-employed individual.

What Is an Educational Assistance Program?

An educational assistance program is a plan established by an employer to provide educational benefits to its employees. To qualify under U.S. Code § 127, the educational assistance program must be a written plan that meets all legal requirements. These programs are designed to support employees in furthering their education, covering expenses such as tuition, qualified education loans, fees, books, and supplies.

Most importantly, these programs have the benefit that they are tax-free, up to $5,250 for 2026. This means the benefits provided under this threshold are not included in the employee’s gross income nor reported as wages on their Form W-2.

Recommended: How Does an HR Team Implement a Student Loan Matching or Direct Repayment Benefit?

Can Educational Assistance Cover Loan Payments?

Yes, under certain conditions. Payments on principal or interest of qualified education loans are considered educational assistance benefits. These payments must be for the employee’s education and not for a family member’s education. The total combined limit for these payments and other educational assistance is currently $5,250 annually.

This expansion began for payments made after March 27, 2020, as part of the CARES Act. While originally temporary and set to expire at the end of 2025, recent legislation (the One Big Beautiful Bill Act of 2025) has made this student loan repayment provision permanent. Starting in 2027, the $5,250 annual cap is scheduled to be indexed for inflation.

Recommended: Helping Employees Make Smart Student Debt Decisions: The Urgent Need for HR Support

Are There Restrictions on the Types of Courses Covered?

Per the Code, educational assistance benefits cannot cover payments for the following items:

•   Meals, lodging, or transportation.

•   Tools or supplies (other than textbooks) that you can keep after completing the course of instruction (for example, educational assistance does not include payments for a computer or laptop that you keep).

•   Courses involving sports, games, or hobbies unless they:

◦   Have a reasonable relationship with the business of the employer

◦   Are required as part of a degree program

An employer can further define what their program will or will not pay for as long as it meets the other requirements of the provision.

Who Can Benefit From These Programs?

Educational assistance programs are intended for the exclusive benefit of employees. They cannot discriminate in favor of highly compensated employees or disproportionately benefit shareholders or owners. However, self-employed individuals and owners who meet specific criteria can also receive benefits, though not more than 5% of the total benefits provided can go to owners or their families.

Recommended: The Student Loan Crisis and Its Impact on Borrowers

What Happens if Benefits Exceed $5,250?

Suppose educational assistance benefits exceed $5,250 in 2026. In that case, the employer must include the excess amount in the employee’s gross income, subject to relevant business and income tax.

Both employers and employees should keep track of these benefits to ensure they are reported correctly. This is especially important for employees who change organizations within a given tax year, as the total assistance they receive can be at most $5,250 (for 2025 and 2026), regardless of the employer paying it. Additionally, any “unused” amounts of the $5,250 annual limit cannot be carried over by the employer/employee to subsequent years or retroactively applied to previous years of employment.

Can Educational Assistance Be Used for Non-Employees?

Generally, educational assistance benefits are exclusively for employees. Benefits extended to spouses or dependents do not qualify under section 127 and must be included in the employee’s gross income unless they also qualify as employees.

How Do Employers Benefit From Offering These Programs?

Employers can deduct the costs of educational assistance up to the $5,250 (or current) limit per employee per year as a business expense. This helps employers support their employees’ pursuit of higher education and skill development while also benefiting from tax incentives. Education assistance initiatives can enhance the workforce’s expertise and knowledge, boost employee morale and productivity, and help reduce employee turnover.

What Should Employers Include in an Educational Assistance Plan?

An effective educational assistance plan should clearly outline the eligibility criteria, types of benefits provided, conditions for receiving benefits, and procedures for claiming benefits. Employers may customize their plans to include provisions for part-time employees and/or prorate benefits based on employment tenure, or even grades received at course completion.

Here is an example plan document that outlines an Educational Assistance Program. Though it will have to be adapted to your organization’s unique needs and policies, this template can help you meet the written plan requirement.

The Takeaway

Educational assistance programs offer valuable benefits that significantly reduce the financial burden of furthering education. Both employers and employees stand to gain from well-structured programs that align with IRS guidelines. As these programs are subject to specific IRS rules and potential legislative changes, staying informed through reliable sources like IRS publications and updates is important for maximizing the benefits while remaining compliant.

For more detailed information or specific scenarios, you may also want to consult with a tax professional, who can provide guidance tailored to individual circumstances.

SoFi at Work can also help. We’re experts in the employee education assistance space. With SoFi at work, you can access platforms and information that will help build the benefits needed to create a successful and loyal workforce.

Products available from SoFi on the Dashboard may vary depending on your employer preferences.

Advisory tools and services are offered through SoFi Wealth LLC, an SEC-registered investment adviser. 234 1st Street San Francisco, CA 94105.

SoFi Student Loan Refinance Loans, Personal Loans, Private Student Loans, and Mortgage Loans are originated through SoFi Bank, N.A., NMLS #696891 (Member FDIC), (www.nmlsconsumeraccess.org ). The 529 Savings and Selection Tool is provided by SoFi Wealth LLC, an SEC-registered investment adviser. For additional product-specific legal and licensing information, see SoFi.com/legal. 2750 E. Cottonwood Parkway #300 Cottonwood Heights, UT 84121. ©2025 Social Finance, LLC. All rights reserved. Information as of November 2025 and is subject to change.


Financial Tips & Strategies: The tips provided on this website are of a general nature and do not take into account your specific objectives, financial situation, and needs. You should always consider their appropriateness given your own circumstances.

External Websites: The information and analysis provided through hyperlinks to third-party websites, while believed to be accurate, cannot be guaranteed by SoFi. Links are provided for informational purposes and should not be viewed as an endorsement.
Tax Information: This article provides general background information only and is not intended to serve as legal or tax advice or as a substitute for legal counsel. You should consult your own attorney and/or tax advisor if you have a question requiring legal or tax advice.

SOAW-Q324-005

In the evolving landscape of employee benefits, HR professionals are increasingly recognizing the importance of supporting their workforce in managing student debt. With the ongoing changes in the federal student loan landscape and the introduction of innovative matching programs, there’s a pressing need for HR teams to stay informed and proactive. Here’s a closer look at the current state of student loan benefits and how HR can effectively implement these programs to enhance financial wellness in the workplace.

Understanding the Impact of Student Loan Debt

Student loan debt is a significant burden for millions of Americans. Today’s employees aren’t just looking for a paycheck; they are seeking employers who help them manage this financial strain.

As of December 2025, total education debt — including federal and private loans — totaled approximately $1.84 trillion, according to the Federal Reserve. This debt impacts a broad segment of the workforce, not just recent graduates. In fact, over 20% of borrowers are aged 50 or older, and those between 50 and 61 carry an average federal balance of $46,790.

The number of companies offering student loan benefits has risen sharply in recent years, fueled by new tax incentives and a competitive hiring market. Employers increasingly recognize that financial stress impacts the bottom line: SoFi at Work’s 2024 Future of Workplace Financial Well-Being study found that employees spend a full 8.2 hours dealing with finances every week while at work. Offering these benefits is now a vital strategy for both supporting staff and increasing workplace productivity.

Recommended: Helping Employees Make Smart Student Debt Decisions: The Urgent Need for HR Support

Legislative Enhancements for 2026

Two primary legislative changes make it significantly easier and more attractive for employers to offer student loan benefits: the permanence of tax-free repayments and the implementation of retirement matching for student loan payments.

Tax-Free Student Loan Repayment Benefits

Under the CARES Act, employers can contribute up to $5,250 annually per employee towards student loans on a tax-exempt basis. By enhancing Section 127 benefits, this provision not only helps employees but also offers payroll tax exclusions for employers, making it a mutually beneficial arrangement.

This benefit was set to expire on January 1, 2026. However, under the One Big Beautiful Bill Act (OBBBA), signed into law on July 4, 2025, the tax-free status of employer-provided student loan assistance is now permanent. Starting in 2027, the $5,250 limit will be adjusted annually for inflation.

Student Loan Retirement Matching Benefit

The retirement matching benefit (authorized in 2024 by the SECURE 2.0 Act) allows employers to make matching contributions to an employee’s retirement account based on an employee’s qualified student loan payments. Companies like Chipotle and Kimley-Horn have already adopted this innovative approach, allowing employees to address their student debt while enhancing their retirement savings, presenting a win-win scenario for financial wellness.

Recommended: How Does an HR Team Implement a Student Loan Matching or Direct Repayment Benefit?

Implementing Student Loan Repayment Benefits

For HR professionals looking to implement or enhance student loan repayment benefits, several key considerations must be addressed:

Direct Educational Assistance Benefits (Section 127 Provisions)

•   Determine the contribution level. While the maximum tax-exempt direct contribution stands at $5,250, companies can start with smaller amounts, such as $25 to $100 per month, which can still significantly reduce the interest burden for employees.

•   Consider tenure and eligibility. Some companies may tie these benefits to tenure, requiring a certain period of employment before employees can qualify, which can aid in retention.

•   Ensure compliance. It’s important to have a program document that complies with IRS regulations and coordinates with any other educational assistance programs offered by the employer.

Recommended: Understanding Educational Assistance Programs: A Comprehensive FAQ

Qualified Student Loan Payment Matching (Secure 2.0 Act Provisions)

•   Understand the timeline for qualified student loan payments. When setting up a qualified student loan match, plan advisers and sponsors must be clear on the timing of when these payments may be reported. This is key because the timeline for these matching contributions differs from that of a traditional 401(k) deferral match. Understanding and communicating these timelines can ensure smooth implementation and compliance.

•   Don’t exceed matching fund limits. When it comes to the level of matching funds that are available, it’s important to note that contributions that exceed the 402(g) limit — which is the maximum amount of money employees may defer to their 401(k) plan each year — may not be matched. For 2026, this limit is set at $24,500. The traditional 401(k) rule for matching, which allows matching only up to this limit, remains in effect. This ensures that the matching contributions are made within the legal financial thresholds.

By carefully considering these aspects, HR professionals can effectively implement student loan repayment benefits that help employees manage their debt and align with regulatory requirements and fiscal prudence.

The Role of HR in Facilitating Smart Debt Management Without a Formal Program

HR can play a pivotal role in supporting employees with student debt beyond providing direct financial benefits. If your organization cannot yet implement Direct Educational Assistance or Qualified Student Loan Matching programs, consider hosting financial literacy workshops focused on debt management, budgeting, and loan terms.

In addition, you might provide access to Employee Assistance Programs (EAPs) or specialized financial planning vendors that can help employees navigate repayment and consolidation options. Partnering with a student loan refinancing company may also offer employees access to better terms and lower interest rates, empowering them to make more informed repayment decisions.

Recommended: The Student Loan Crisis and Its Impact on Borrowers

The Takeaway

As we navigate a landscape where student loan debt remains a critical issue for many workers, the role of HR in facilitating debt management and financial wellness is more important than ever. By leveraging legislative tools and providing educational support, HR professionals can significantly impact their employees’ financial health and, by extension, their overall job satisfaction and loyalty. This proactive approach not only enhances the company’s appeal to top talent but also fosters a supportive workplace culture that recognizes and addresses the real-world challenges its team members face.

Photo credit: iStock/ArLawKa AungTun

SOAW-Q126-001