1.How comprehensive is your financial wellness program, including budgeting tools, debt management, retirement planning, and financial coaching?
Comprehensive financial wellness programs address the full financial lifecycle: emergency savings, debt, insurance, retirement, and estate planning.
2.How well does your benefit program support employee emergency savings, including payroll-deducted savings accounts or employer-matched emergency funds?
57% of Americans cannot cover a $1,000 emergency expense. Emergency savings programs reduce financial stress and unplanned leave.
3.How well does your benefit program provide access to unbiased financial counseling and planning services?
EAP financial counseling, financial wellness platforms (Brightside, LearnLux), and 1:1 financial coaching are common approaches.
4.How well does your 401(k) or retirement plan design (match, vesting, auto-enrollment, auto-escalation) drive retirement readiness?
Auto-enrollment at 6% with auto-escalation to 10% and immediate vesting is the current best-practice design.
5.How equitably does your financial wellness program serve lower-wage and hourly employees who face the greatest financial stress?
Financial wellness programs often over-serve higher earners. Targeted programs for lower-wage employees have the highest ROI.
This tool provides educational decision support only. Results are not legal, tax, actuarial, or insurance advice. Validate all outputs against current plan documents, applicable law, and qualified professional guidance. Scoring version 1.0 · Reference year 2026.
