Money is part of everyday life. We all have to think about it, plan around it, and sometimes worry about it. And while financial worries can feel hugely personal, they don’t stay neatly contained at home – they often spill into our work, affecting our focus, confidence and overall wellbeing.
With the ongoing cost-of-living pressures, many people are experiencing increased financial strain. According to the mental health charity Mind, two-thirds of employees who are struggling financially report at least one sign of poor mental health that could affect their ability to function at work. When financial wellbeing suffers, it can have a real impact on how people show up – both in themselves and in their roles. This makes it an important area for employers and managers to pay attention to.
How financial worries show up at work
Talking about money can be uncomfortable. Many people feel a sense of shame or embarrassment, or worry about being judged. Others fear burdening the people they tell, or feel that they “should be doing better” than they are. For colleagues in debt, these emotions can be even more intense.
Financial stress isn’t just a practical challenge – it can take a toll emotionally and physically. You may see colleagues experiencing:
- Sleepless nights or ongoing sleep difficulties
- Anxiety or heightened stress
- Difficulty focusing or making decisions
- Reduced motivation or engagement
Over time, these challenges can affect performance, relationships, and overall wellbeing. When employees feel they can’t talk about their money worries, they may struggle in silence, often for longer than they need to.
What managers and employers can do
Managers don’t need to be financial experts. What matters most is creating a supportive environment where employees feel safe to ask for help and where practical support is easy to access.
Small actions can make a big difference:
Signpost to support early and often
If your organisation offers an Employee Assistance Programme (EAP), make sure staff know what it includes – many programmes provide both emotional support and practical guidance around finances, debt, budgeting and more. The festive season and other high-spend times of year can be particularly helpful moments to remind colleagues what’s available.
You can also highlight internal resources – financial wellbeing hubs, intranet pages, webinars, or any partnerships your organisation has with external providers.
Spot the signs and check in
Managers may notice when a team member seems out of sorts, overwhelmed, or unlike themselves. A gentle, private check-in can create an opening for someone to share what’s going on. This isn’t about prying – it’s about showing care.
Simple phrasing such as: “I’ve noticed you seem a little stressed recently. Is everything ok? I’m here if you’d like to talk or if I can help signpost you to support.” can go a long way.
Build confidence to have sensitive conversations
Training can help managers feel more prepared – particularly mental health awareness training, which often includes guidance on spotting signs of struggle, using non-judgemental language and approaching difficult topics with compassion.
Offer practical flexibility where possible
Flexibility around working patterns can help employees manage caring responsibilities or attend financial support appointments, reducing additional time or cost pressures. Small adjustments can remove barriers to getting help.
Review your organisation’s financial wellbeing offering
Take stock of what’s currently available. Are benefits being used? Do employees know about them? Are there gaps? Manager feedback, HR data, surveys and focus groups can all help build a clearer picture. An anonymised survey may be particularly effective for a sensitive topic like personal finances.
Starting the conversation as a manager
It’s completely natural to feel hesitant about raising the topic of financial wellbeing. Managers may worry about overstepping, saying the wrong thing, or even triggering their own money-related stress.
But initiating the conversation doesn’t mean you’re responsible for fixing someone’s financial situation. It simply means:
- You’re open to listening.
- You won’t judge.
- You can point them towards support.
Money worries are incredibly common, especially in the current economic climate. By normalising conversations around financial wellbeing, you help reduce stigma and create psychological safety. This can be the difference between someone feeling isolated and someone feeling supported.
And when employees feel supported, they’re better able to bring their full selves to work, contributing to a healthier, more engaged and resilient workforce.
Helping staff find the right support
Alongside internal benefits and resources, you may want to direct employees to external support. This could include:
- Charity services or free debt advice such as PayPlan, Citizens Advice or Money Helper.
- Practical budgeting tools, such as these examples shared by PayPlan.
- Webinars or workshops on managing money.
PayPlan, a debt-solution provider, have created this mini-webinar series which you can also use as a resource to offer tips and best practice when it comes to managing money.
Final thoughts
Financial wellbeing is a key part of whole-person wellbeing. When employers and managers create space for open, compassionate conversations, they help break down the stigma that often surrounds money worries. This not only supports individuals – it also strengthens teams and builds a workplace culture where people feel valued, understood and equipped to thrive.
By starting the conversation, you’re not just offering support, you’re making a meaningful difference.
Sources:
https://www.mind.org.uk/news-campaigns/campaigns/mental-health-at-work-commitment/resources/supporting-the-financial-wellbeing-of-your-employees-and-you/
Ref: WPW 0340 This information was published December 2025.
