Key takeaways from our sponsored webinar on November 20, 2025, as part of Commonwealth’s Benefits for the Future Initiative, “Good for Business: Turning Workplace Benefits into Financial Health Win-Wins” with our partners Bernadette Branosky from JPMorganChase, Ricarda Ganjam from Marriott International, Tracy Watts from Mercer, and Nancy D. Weis from AutoNation.
Employers have a powerful opportunity to support employee financial health through intentional workplace benefits. However, employers can often lack a clear understanding of what their employees, including low-to-moderate income (LMI) earners actually need, use, or value. To help close this knowledge gap, Commonwealth surveyed more than 2,000 workers earning LMI nationwide to uncover how they engage with workplace benefits, the challenges they face, and goals they are striving toward. Discussing our results with leading benefits experts reinforced how intentional workplace benefits can unlock both employee financial health and business value.
Key Takeaway #1: Emergency Savings is a Priority for Employers and Employees
Employers already invest billions in workplace benefits, but too often those benefits can end up missing the mark because they aren’t designed or communicated in ways that meet employees’ real needs. Workplace benefits are most impactful when they are outcome-focused, responsive to the financial needs of workers earning LMI, and additive to cornerstone healthcare and retirement benefits.
“We are talking about the importance of impact,” said Ricarda Ganjam from Marriott International. “How do people like me use these benefits in situations like I am in? It is about sharing personal stories that might better help people understand the impact benefits can have on their lives.”
Our national survey also found that half of respondents wanted more frequent benefits communications from their employers. The ecosystem of financial products is complex, and employees often look to their employers as a trusted source of information regarding where their next best dollar can be saved, depending on their needs.
Tracy Watts from Mercer shared, “You probably have all of the benefits in place, but how are you reaching your workforce and how are you truly having an impact on them with all of the great things you are already doing?”
Key Takeaway #2: Intentional design and communication of workplace benefits delivers results
Employers already invest billions in workplace benefits, but too often those benefits can end up missing the mark because they aren’t designed or communicated in ways that meet employees’ real needs. Workplace benefits are most impactful when they are outcome-focused, responsive to the financial needs of workers earning LMI, and additive to cornerstone healthcare and retirement benefits.
“When employers step back and design benefits around the financial realities of their workers, they can close gaps that traditional plans miss,” shared Tracy Watts from Mercer. “Moderate improvements to programs, contributions, and plan design can have an outsized positive impact on engagement.”
Our national survey also found that half of respondents wanted more frequent benefits communications from their employers. The ecosystem of financial products is complex, and employees often look to their employers as a trusted source of information regarding where their next best dollar can be saved, depending on their needs.
“We are talking about the importance of impact,” said Ricarda Ganjam from Marriott International. “How do people like me use these benefits in situations like I am in? It is about sharing personal stories that might better help people understand the impact benefits can have on their lives.”
Key Takeaway #3: Worker financial health is a business imperative
The financial health of employees is not just a worker issue. It’s a business issue. Financial strain results in lower productivity, higher absenteeism, and increased turnover. This financial stress costs employers $183 billion in lost productivity each year.
“We believe that the strength of any organization lies in its people,” shared Bernadette Branosky from JPMorganChase. “And we also know that when employees feel financially secure, they are empowered to bring their best selves to work – driving productivity, engagement, and long-term success.”
Implementing workplace solutions that boost employee financial health is beneficial for both the employee and the employer. Treating worker financial health as a core business priority is key to protecting performance, culture, and long-term growth.
The Time for Action is Now
Watch the full webinar recording here.
Workplace benefits are one of the most powerful yet underutilized tools for improving employee financial health. When employers prioritize intentional financial benefits that meet the needs of their employees, they help workers weather shocks without derailing their futures. The time for employers to step into the new frontier of human capital investment is now. To learn more about the Benefits for the Future initiative and how your organization can partner with us to discover new data, receive expert insights, and strategize for organizational success, reach out to us at info@buildcommonwealth.org.
About Benefits for the Future
Benefits for the Future (BFF) is Commonwealth’s ambitious multi-year initiative to advance intentional workplace benefits that support employee financial health. With philanthropic support from JPMorganChase, BFF partners with leading employers and benefit providers to research, design, and pilot intentional workplace financial benefits—those that are outcome-focused, responsive to employee needs, and additive to existing offerings, such as retirement and healthcare.