08 May 2025
5 min
In today’s diverse workforce, financial wellbeing strategies must reflect the different needs of all employees. HR professionals play a vital role in making sure no one is left behind - especially part-time workers and working carers. These individuals often face unique financial pressures. Here are five practical tips to help you better support these groups.
Understanding your employees is the first step towards supporting them effectively. Collecting and analysing data - via HR systems or staff surveys - will help you identify your employee demographics and what financial challenges they may face. This richer data can help you spot patterns or gaps in support, such as a high number of part-time workers earning below the pension auto-enrolment threshold or carers who may benefit from more flexible benefits.
Beyond identifying who’s in your workforce, ask what their working patterns and demographics mean for your existing benefits. For instance, are your part-time staff (often women) excluded from some policies due to eligibility thresholds? Do your benefits reflect the real needs of carers? By analysing these insights, you can uncover unintentional exclusions or barriers - like pension ineligibility or lack of access to family support benefits - and make changes that ensure inclusivity.
A standardised benefits package often misses the mark for employees with specific needs. Instead, offer flexibility where possible, such as varied pension contribution levels, salary sacrifice childcare schemes, or paid pension contributions during carers’ leave. Even small policy changes can make a big difference. Consider whether your current offerings are truly accessible to all, and adjust them in light of the insights you've gained from staff data. In addition to flexible policies, you could extend financial guidance services through access to a financial wellbeing partner or, where appropriate, by signposting to a trusted financial adviser. This helps employees not only understand their options but also take action where needed.
Many employees lack confidence when it comes to managing their money - and minority or underserved groups often feel this even more strongly. Offering tailored financial education can empower people to take control of their finances.
Workshops and resources covering topics like budgeting, debt, family finances, and savings are a great place to start. You could also run targeted sessions - such as women’s financial wellbeing bootcamps or lunchtime seminars for carers - so the content speaks directly to the concerns of your people.
To increase accessibility, offer a mix of live sessions and recorded webinars so employees can engage at a time that suits their schedule. Including Q&A opportunities or optional follow-up 1:1s can help deepen the impact of these sessions.
You might also consider training managers or internal champions to support these conversations. Knowing where to signpost someone -whether to internal resources, financial webinars, or external advisers - can make a big difference in fostering a culture of care and trust.
Inclusive financial wellbeing isn’t about offering more -it’s about offering better. By understanding your workforce, reviewing benefits, and delivering targeted support, you can make a real difference to those who need it most. And in doing so, you’ll not only improve individual outcomes, but help build a more equitable, engaged, and resilient workforce.
Remember, the most effective financial wellbeing strategies meet people where they are - whether that’s with accessible education, personal guidance, or practical tools to take meaningful action.
For more information or guidance on supporting your workforce’s financial wellbeing, get in touch.
This blog first appeared on the Rewards and Benefits Association website.
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