Retirement

Most employees would prefer financial benefits such as a company stock plan, and a broad-based plan tied to payroll such as employee stock purchase plans may be a good fit, as more employees will be able to participate.

About half of millennials (56%) and Gen Z talk (49%) about money regularly, compared to 22% of baby boomers, according to CNBC, but employers can encourage employees by offering financial education.

There is a disconnect between the idealistic notion of early retirement vs. the reality of prioritizing saving for it, and one clear area for improvement for many employers is offering financial education, according to a new survey.

Employers depend greatly on their advisors and consultants – called "gatekeepers," in a new retirement income white paper that says 83% of plan participants said their employers should offer in-plan retirement income options.

The compensation employees receive is more than the number on their paycheck – 401(k) matching contributions, student loan repayment, employee stock purchase or employee discounts can add up to $10,000.

Emergency savings accounts – and interest-free emergency loans – can have a palpable impact on employees' lives in the short-term, preventing them from racking up credit card debt or turning to predatory payday loans.

The Saver's Match program offers a 50% federal match on the first $2,000 of retirement savings for low-income workers, but the industry needs to educate employees how to take advantage of the program, says a new report.

When all of these components are at play, an employee financial wellness program can be a powerful tool for creating better financial futures for your employees.