It’s Talk Money Week (4-8 November), and for many employees, money worries are more than just a private concern; they quietly affect mental health, wellbeing, and performance at work.

For HR directors, this week is a timely reminder that financial stress doesn’t just impact individuals, it affects the business too. While mental health support, flexible working, and wellness perks are common, money worries often remain invisible, quietly undermining productivity and engagement.

Take Julia Ogden’s story. She worked in retail while building a career as an artist. When her partner became seriously ill, she suddenly became the sole earner in their household. 

Determined to keep things afloat, Julia kept showing up at work every day with a smile, even as she accumulated £17,000 in debt, lived in poor housing, and survived on the cheapest meals she could manage.

Julia didn’t know that free debt advice or employer support was available. “It was awful, but I guess I was so busy working, I was just ploughing through it and just doing my best,” she says.

Her experience is far from unusual: many employees don’t feel comfortable talking about money, and too many workplaces aren’t making support visible.

The hidden costs of financial stress are significant. Presenteeism - being at work but not fully focused - costs UK businesses £6.6 billion a year, while absenteeism due to money worries costs a further £3.7 billion. One in four employees admits that money worries have affected their productivity, and 12% have missed work because of financial stress.

For Julia, the strain was relentless. She describes living in substandard housing, dealing with mould, and surviving on plain pasta. Feeling embarrassed and afraid to speak up, she missed out on support that could have made a real difference.

Practical steps HR directors can take

Supporting employees’ financial wellbeing doesn’t have to be complicated, but it does need a clear plan. Here are some practical approaches HR teams can start implementing:

• Provide accessible education and resources: Offer workshops, webinars, or simple guides on budgeting, saving, and managing debt. Partnering with organisations that specialise in financial wellbeing can ensure advice is practical, confidential, and easy for employees to act on.
• Include financial support in broader wellbeing programs: Employee Assistance Programs can be more than mental health support. Integrating guidance on money management, debt advice, or access to digital tools gives employees practical help when they need it.

• Train managers to recognise early signs of stress: Financial pressure isn’t always obvious, but simple training can help managers spot changes like fatigue, distraction, or reduced engagement - and feel confident having supportive conversations.

• Create a culture where talking about money is normal: Promote financial wellbeing openly through newsletters, team meetings, or internal communications. Sharing anonymised examples or case studies can show employees it’s okay to ask for help, reducing stigma and fear.
• Consider flexible financial benefits: Even small initiatives, such as access to savings schemes, interest-free loans, or emergency advances, can make a real difference for employees juggling unexpected costs.

By taking these steps, HR teams can help employees feel supported, reduce stress, and improve focus and engagement at work. For employers, providing this kind of support isn’t just compassionate; it’s practical. Having trusted tools and guidance quietly available can make all the difference when employees need it most.

Julia eventually repaid her debt, inspiring many others with her resilience, but her story underlines a crucial point. No employee should have to endure that kind of hardship in silence.

Employers have a powerful opportunity to break the stigma, support financial wellbeing and build workplaces where people’s wellbeing is support at its roots, not just the symptoms.