Financial Wellness Needs of Gen Z Employees

November 13, 2025

Stephanie Gilman

For Gen Z, money is more than a paycheque—it’s a source of anxiety, a measure of security and often, a dealbreaker at work. They’re entering the workforce in a time of soaring housing prices, high cost of living and economic uncertainty. If companies want to attract, engage and retain this new generation, understanding Gen Z’s financial needs in the workplace isn’t optional—it’s essential.

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Gen Z’s financial concerns

While older generations may view financial wellness as a long-term goal, Gen Z sees it as an immediate need. Many are first-time earners barely scraping by, juggling rent, groceries and rising interest rates on entry-level salaries. According to Deloitte, nearly half of Gen Zs say they don’t feel financially secure—highlighting the urgency for employers to understand and address their unique financial stressors.

That financial stress is compounded by low financial literacy among Gen Z workers. The P-Fin Index, a global survey that measures financial literacy, found that Gen Z has the lowest level of financial literacy compared to all other generations, at a rate of 38 per cent. The report found that lower financial literacy strongly correlates with poorer financial well-being. Gen Z adults with limited financial knowledge are twice as likely to be in debt and five times more likely to lack— or not know if they have— even one month of emergency savings compared to their peers with very high financial literacy.

How employers can support Gen Z’s financial well-being

So how can companies support Gen Z employees’ financial wellness?

Emergency savings programs
Living paycheque to paycheque is a reality for more than half of Gen Z workers. Employers offering emergency savings tools—like payroll-linked emergency savings accounts or matched contributions—can directly reduce anxiety while building trust.
Student loan repayment assistance
Many Gen Z employees carry significant student debt. Resources and programs that offer strategies and support around paying down debt show employees their employer understands the financial pressures they face—and is willing to help.
Personalized budgeting tools
Apps and digital platforms that help employees manage their day-to-day and monthly expenses—by tracking spending and building tailored budgets—can boost Gen Z’s financial literacy and confidence.
Accessible financial education
Short, engaging, mobile-friendly content will speak directly to Gen Z’s early career financial needs. Use clear, conversational language to teach employees about taxes, investing and other important financial topics.
Financial wellness as part of benefits
Gen Z’s financial concerns aren’t only about the dollar amount on their paycheques. They value financial counselling, mental health support, retirement savings plans and other programs to help improve financial wellness. Consider how your employee benefits for Gen Z reflect the full picture of financial well-being.

” Gen Z adults with limited financial knowledge are twice as likely to be in debt and five times more likely to lack— or not know if they have— even one month of emergency savings compared to their peers with very high financial literacy. ”

Increasing Gen Z retention through financial support programs

Offering these perks isn’t just about being nice—it’s about retention. In a recent study conducted by the Oliver Wyman Forum, 70 per cent of Gen Z workers who claim loyalty to their employers still say they’re either actively or passively seeking a new job. They’re also more likely than previous generations to leave an unfulfilling job without having another job waiting for them. Companies that support Gen Z’s financial well-being are more likely to earn their trust—and keep it. In fact, 92 per cent of Gen Z employees say they’re more likely to stay with a company that offers financial wellness benefits. That proves these benefits aren’t just nice-to-haves—they’re a strategic retention lever.

But it’s not just about offering the right benefits—communication matters just as much. Studies show that many employees don’t understand or use their financial wellness benefits—not because they don’t want to, but because no one explained them clearly. That’s where strong communication strategies around Gen Z financial wellness come in.

Follow these best practices to communicate your workplace benefits to Gen Z employees:

Promote benefits year-round (share updates and reminders throughout the year);
Use language Gen Z understands (avoid jargon and overly complicated explanations);
Make support feel personal (encourage questions and feedback); and
Use their preferred channels (communicate via the apps and platforms they use the most).

Gen Z’s financial stress at work: Where it starts and how it shows up

Understanding Gen Z’s financial needs in the workplace also means understanding where they’re coming from. Many are managing money for the first time and often with little or no guidance. According to a 2025 study by Investopedia, only 20 per cent of Gen Z adults seek financial advice from professionals—many instead turn to social media, where the content isn’t always accurate.

These stressors don’t stay at home—they follow Gen Z into the workplace, affecting focus, productivity and even absenteeism. Some of the most common financial concerns include:

Not being able to afford rent or housing;
Unable to save for future goals;
Economic instability;
Paying off student loans;
Making credit card payments;
Affording monthly expenses like groceries and bills; and
Feeling unprepared for emergencies.

Balancing Gen Z’s financial anxiety with benefits starts with recognizing the gap between what they know and what they need. Employers can play a key role by offering clear, trustworthy tools and support—turning financial stress into financial confidence.

Financial tools Gen Z employees actually use

When it comes to financial wellness, Gen Z employees are selective. It’s not enough to just offer cookie-cutter programs—they need to be intuitive, personalized and aligned with how this generation manages money. Yet too often, financial benefits go unused because they feel irrelevant or hard to access.

To make a real impact, HR teams should focus on financial tools Gen Z employees actually use, such as:

Mobile budgeting apps with real-time alerts and AI-driven spending insights;
Slack or Teams channels for casual peer discussions around money;
Digital platforms that combine gamified learning with financial goals;
Short videos or TikTok-style explainers for quick financial tips; and
Live Q&As with relatable experts, not traditional corporate webinars.

But if you really want to know what resonates with Gen Z? Ask them. A quick pulse survey can tell you which tools they’ve downloaded, opened and returned to—and which ones sit untouched in your benefits portal.

With just 28 per cent of employers offering financial wellness programs and Gen Z employees clearly needing them, there’s a huge opportunity to stand out. Only 28 per cent of employers currently offer financial wellness programs, marking a clear opportunity to stand out and address Gen Z’s needs. The best benefits package for Gen Z’s financial needs isn’t the one with the longest list—it’s the one they’ll actually use. Meet them where they are and you won’t just reduce financial stress, you’ll also build lasting loyalty.

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