Employee wellbeing report

Pensions & benefits Financial wellbeing Personal finance

Using our research gathered from 10,000 UK employees, we explore the gap between managing day to day and feeling financially secure, as well as why that matters for employers.

owl perched on a branch against a background of bluebells

Uncovering financial resilience

More confident with money. Less financially secure. What does this mean for your workforce?

Employees may be keeping up with their bills without having the financial breathing room to cope with an unexpected cost or loss of income.

The sixth edition of LCP’s Employee wellbeing: Uncovering financial resilience report explores the gap between financial confidence and security - and what employers can do to help.

Confidence in managing everyday money has increased by 12% since 2024. Yet just 19% of employees feel financially secure, down from 28% in 2020.

Rising confidence does not necessarily mean a more resilient workforce. For employees who are just getting by, an unexpected bill or change in circumstances could put their finances under significant strain.

And that pressure does not stay at home. Our findings show how financial concerns are affecting employees’ working lives, engagement and motivation.

Employee wellbeing: Uncovering financial resilience

Read the report

Scroll down to explore our key findings

Some of our key findings

Financial wellbeing is a workforce issue, not simply a personal one.

57%

say financial concerns have affected their work
Financial pressure can undermine employees’ connection to their work.

41%

feel less engaged or motivated at work
Employees are considering significant changes to make ends meet.

34%

are considering a second job to support their finances
Financial demands are competing for employees’ time and attention.

27%

spend time during the working day dealing with personal finances
Financial worries are affecting how employees see themselves.

60%

say financial concerns affect their self-confidence and self-worth
Financial distractions are taking a toll on workplace productivity.

24%

is the average percentage impact on productivity where employees are distracted

From offering benefits to helping people take action

For employers, the opportunity is not simply to add more benefits. It is to understand employees’ differing financial needs and make relevant support easier to find, trust and use.

For CFOs, this means examining whether investment is addressing the pressures affecting the workforce. For HR Directors, it means identifying where employees may be struggling quietly and removing barriers to getting help.

The question is not just “What support do we offer?” but “Is it helping the right people to take action?”

What could these findings mean for your workforce?

Explore the report’s insights and practical actions to understand employees’ financial needs and identify opportunities to strengthen your support.

Whether you’re reviewing your approach or looking to get more value from existing benefits, Heidi Allan, LCP’s Head of Financial Wellbeing, can help you explore the insights most relevant to your organisation.

Tell us a little about your organisation and we’ll prepare some insights built around your wellbeing priorities:

Your financial wellbeing questions answered

: Employee financial resilience is the ability to meet everyday commitments and absorb financial shocks, such as an unexpected bill or loss of income. Being able to pay the bills is not the same as having room for the unexpected. LCP’s 2026 Employee wellbeing report finds that 35% of employees are ‘coping’, potentially leaving little financial breathing room. For employers, the challenge is to support this less visible group before financial pressure starts affecting engagement, performance or decisions to stay.

: Feeling in control of money does not mean having a financial safety net. Financial confidence describes how people feel about managing their money; financial security reflects their ability to meet commitments and withstand financial shocks. LCP’s 2026 Employee wellbeing report shows that confidence in managing everyday money has risen by 12% since 2024, yet the proportion who feel financially secure has fallen from 28% in 2020 to 19% in 2026. For employers, rising confidence alone is not evidence of a more resilient workforce.

: Start by understanding employees’ needs through workforce insight, surveys and feedback. Then connect relevant benefits, practical education and clear routes to guidance.

Make the first step easy: offer anonymous self-service resources without requiring employees to disclose personal concerns to a manager. Where employees need more help, provide clear routes to independent guidance or regulated financial advice.

: Employees need to feel comfortable seeking help with a sensitive, personal subject. Explain how their privacy is protected, use reassuring language and avoid involving managers unless requested.

Be clear about the limitations of digital and AI tools, and where employees can access trusted expertise. Support is only useful if employees feel able to use it.