Emergency! Financial stress is costing employers $4.7B a week in productivity

A new study suggests that financial stress has become a top issue for employees, and a major driver of employee turnover at a time when companies are desperate to attract and retain workers.

The new analysis by SecureSave found that 63% of employees would be unable to cover a $500 emergency. The impact on employers is dramatic, with the report noting that U.S. companies collectively lose $4.7 billion a week in productivity due to employees dealing with financial stress.

The study polled 1,600 employees and found that one-third of the respondents reported facing a financial emergency in the past six months. Perhaps linked to the stress is the finding that 44% of all participants said they have intentions to seek alternative employment within the next six months—which also had an impact on their work performance and satisfaction.

“The lack of emergency savings has become a billion-dollar problem for employers and a serious problem for employees,” said Suze Orman, co-founder of SecureSave. “Employer-sponsored emergency savings accounts (ESAs) are now the number one benefit that employers need to offer, and time is of the essence.”

A wide-ranging problem

Although some might think financial stress is mostly a problem for lower-income workers, the study found that 64% of employees earning over $100,000 annually said financial stress has affected their productivity at work; 35% of those workers reported living paycheck-to-paycheck.

Financial advisors say Americans should have 8 to 12 months’ living expenses in an emergency savings fund, yet the survey found that 76% of respondents said they lack the savings to cover even a single month’s worth of expenses if they were faced with an emergency.

When asked about what benefits would be appealing in a new job, 90% of employees expressed interest in an employer-matched ESA. When asked to rank their interest in benefits, 44% of respondents said an ESA would be the most compelling benefit, rating it higher than other popular benefits such as an employer-matched Health Savings Accounts (HSAs) at 31%, mental health support (8%), student loan repayment (7%), and financial wellness coaching (6%).

“Emergency funds are the top choice of nearly half of employees as a new benefit option,” said Devin Miller, CEO and co-founder of SecureSave. “Having an ESA in place is important for companies of all sizes because it can be a lifesaver for all employees in times of financial need. It can help reduce financial stress and improve overall well-being among workers, which can lead to better job performance and employee retention.”

Related: Only 48% of Americans can cover an emergency expense: How employers can help

He added that having an ESA also can help protect retirement saving plans. “Loans and hardship withdrawals are very high right now and going higher,” Miller said. “Leveraging a 401(k) to pay for an emergency — or adding a charge to a high-interest credit card, or taking out a payday loan — all have long-term financial consequences for borrowers. Taking money out of a 401(k) before retirement means paying fees and tax penalties as well as delaying your long-term retirement goals, possibly indefinitely. And the interest rates for credit cards and payday loans can take months, if not years, to pay off entirely.”

On the other hand, having both a 401(k) and an ESA provides a balanced approach, Miller said. “Establishing an ESA helps protect the funds in a 401(k) and allows them to grow more effectively than they could otherwise. And the presence of a 401(k) means that the money in an ESA isn’t hoarded for some distant future goal but instead can be spent immediately when the need is there,” he said.

Other tools that can help

In addition to ESAs, Miller suggested several other strategies to ease financial stress.

On top of the list was the suggestion to offer financial wellness tools, apps, and online resources, so that employees can learn more about managing their money. Miller said these tools can help employees make financial goals and stay on track with them.

Other suggestions:

• Make sure the company has an Employee Assistance Program (some of which provide financial resources)
• Put an emphasis on a healthy work-life balance (including encouraging employees take advantage of vacation days and sick leave)
• Create flexible compensation packages

Miller wrote in a blog post at SecureSave that employees appreciate a transparent and fair approach to wages. “The compensation structure at your firm should be transparent and easy to comprehend, and employees should understand why they are getting paid at their current rate and what they can do to increase that pay if they desire,” he wrote. “Salaries or hourly wages should be revisited on a regular basis (at least annually) for each employee, and they should also understand the path to advancement at your company.”