There are clear benefits to workplace stability and wellbeing

Last updated: 29 September 2026

Financial wellbeing and stability go hand in hand. When employees feel secure and in control of their money, they are better placed to settle, focus and do their best work. For employers, that stability shows up as better productivity, steadier attendance and stronger retention. Both are within your reach, even while the cost of living squeezes household budgets.

What does financial wellbeing and stability mean at work?

Financial wellbeing means feeling secure and in control of your money today, and confident about the future. Stability is what that feeling creates at work: people who are settled, focused and committed.

The Money and Pensions Service (MaPS) describes financial wellbeing as feeling secure and in control, making the most of your money day to day, dealing with the unexpected, and being on track for a healthy financial future. Financial health and stability are closely linked: when money is under control, people bring more of their attention, energy and confidence to work.

Both go a long, long way to helping people do their best work. They bring peace of mind, can boost confidence, and can propel productivity. That is why employers need to be focused on helping their employees when it comes to financial wellbeing and stability.

Can you create stability during a cost of living crisis?

Yes, you can. It takes good leadership, and the determination and clear sightedness to put employee wellbeing at the forefront of company policy.

Rising costs have put pressure on many households, and that pressure does not stay at home. Creating stability may be a challenge, but it is a challenge worth taking on, and winning, for employer and employee alike. For more on who has felt the squeeze most, read our cost of living reality check.

What are the benefits of workplace stability?

A stable, financially well workforce benefits the whole business, from day-to-day output to long-term growth. Here are the seven clear benefits.

1. Better productivity and performance. People who are not distracted by money worries can give their full attention to the job in front of them. Focus improves, and so does the quality of the work.
2. Reliable attendance and a great working environment. Stress takes a toll on health, and health drives attendance. The CIPD’s Health and wellbeing at work report 2025 found average absence had reached 9.4 days per employee per year, up from 5.8 days before the pandemic. A settled team turns up, and recognises a good place to work when it has one.
3. Retention of your very best employees. When people feel supported, they have fewer reasons to look elsewhere. Keeping your strongest people protects the skills, knowledge and relationships that are hardest to replace.
4. Career development and progression. Stability gives people the headspace to learn, take on new responsibilities and grow into bigger roles. That builds your future leaders from within.
5. Return on your investment in employees. Recruitment and training are costly. Staff who stay, grow and perform help you get the full value from every pound you invest in them.
6. Profitability and growth. Productive, present and committed teams are the foundation of a business that can plan ahead with confidence.
7. Customer satisfaction. Settled, engaged employees tend to give better service. Customers notice the difference.

How do you create stability for your business and your staff?

Stability comes from clear leadership and the right support. These six steps give your people the security they need to thrive.

1. Good, honest communication. Tell people what is happening, even when the news is difficult. Uncertainty breeds worry, and clear information reduces it.
2. Share the action plan. When employees can see where the business is heading and how it will get there, they can see their own place in it.
3. Lead from the front, with optimism and openness. Staff take their cue from leaders. Calm, visible and open leadership sets the tone for the whole organisation.
4. Emphasise your company values. Values give people something steady to hold on to when circumstances change. Live them, and refer to them in everyday decisions.
5. Make sure all your employees feel valued, and have a sense of purpose. Recognition and meaningful work help people feel that they matter and that their contribution counts.
6. Provide the right resources to succeed. That means tools, training and support, including support with money.

What are the solutions for poor financial wellbeing?

The most effective solutions combine education, one-to-one guidance and easy access to help, so employees can understand their finances and plan ahead. Workplace programmes make that support simple to reach.

Included in those resources should be the opportunity for staff to receive a financial wellbeing programme. A good programme enables them to understand their finances, be confident knowing what their money can and can’t do for them, and have a plan in place so that they can make good financial decisions, today, tomorrow and in the future.

Practical solutions for poor financial wellbeing include:

• Financial education in short, practical sessions on budgeting, debt, saving and pensions.
• One-to-one coaching with a qualified coach, so people can talk through their own situation in confidence.
• A financial wellbeing app that employees can use in their own time. See how the Lifetime financial wellbeing app works.
• Signposting to free help. MoneyHelper, backed by government, offers free and impartial money guidance, including debt advice.
• A culture where money can be discussed. Our guide to building confidence around financial wellbeing at work shows how to start those conversations.

Employers looking to put this in place can find out more about our workplace financial wellbeing programmes for employers, which combine coaching, education and the app.

Frequently asked questions

What is the link between financial wellbeing and stability?

Financial wellbeing is feeling secure and in control of your money. Stability is the result: people who are settled, focused and committed. When employees are not preoccupied by money worries, they bring more attention and confidence to their work, which supports a more stable workplace for everyone.

What is the difference between financial health and financial wellbeing?

The terms are often used interchangeably. Financial health usually describes the state of someone’s finances, such as savings, debt and budgeting. Financial wellbeing adds how people feel about their money, including their confidence and sense of control. A good workplace programme supports both.

How can employers help staff with poor financial wellbeing?

Offer practical, confidential support: financial education, one-to-one coaching, an app employees can use privately, and signposting to free guidance such as MoneyHelper. Just as important is a culture where people feel able to ask for help without embarrassment.

How is financial wellbeing measured?

Many employers use a short, anonymous survey that asks how secure and in control staff feel about their money. Repeating it over time shows whether support is making a difference.

Does financial wellbeing support work during a cost of living crisis?

It can help people make the most of the money they have, understand their options and plan ahead. It cannot change prices or promise a particular outcome, but it can reduce uncertainty and help people feel more in control, which supports stability at work.

Help your people feel secure and in control

A stable workplace starts with people who feel supported. If you would like to see how a financial wellbeing programme could work for your organisation, book a free discovery call with the Lifetime team.

Book a discovery call

For free, impartial money guidance, you can also visit MoneyHelper.