Make your limited benefits budget count

Not all companies have the budget to provide extensive benefits to their employees. Certain benefits are required or expected like health insurance or retirement plans. If your company has a limited budget — but wants to increase employee wellness and financial wellbeing, what can HR do? Are there benefits that are low- or no-cost or contribute a positive ROI back to the company over a short period?

What's happening here?

Employers with limited benefits budgets don’t have the resources to add expensive 401(k) matches and other financial wellness programs to their benefits offerings.

Employees are leaving their jobs

76% of surveyed employees would consider leaving a job for another company that cares more about their financial well-being.

Source: PwC (2022)

Your company has a high turnover rate

For a 1,000 person company with a 25% annual turnover, you can save $40,000 on retention, $125,000 on a reduction in distractions, and $160,000 on increased productivity each year.

Source: SecureSave Business Impact Calculator (2022)

Employees think employers should help their financial well-being

51% of surveyed employees think employers have a responsibility to help employees’ financial wellness.

Source: TIAA (2022)

Employees prefer ESAs to other benefits

43% of employees would prefer an ESA with employer match vs. the following combined: child care reimbursement (6%), mental health support (12%), student loan reimbursement (9%), financial wellness coaching (7%).

Source: SecureSave (2022)

Customer story

This childcare center with multiple locations wanted to be able to offer a financial wellness benefit to its employees, but couldn't afford a traditional 401(k) or similar retirement benefit.

A childcare center with a focus on improving the financial security of their employees

With everything focused on the children, employee financial health may not always seem like the first priority — but not at this childcare center. It was essential for senior staff to provide a meaningful benefit for their childcare workers — even with a limited budget.

  • Chose SecureSave as an affordable alternative to  a 401(k) or similar benefit
  • More than ⅓ of employees signed up to save money from every paycheck
How SecureSave helps

Start improving your employees’ financial wellness with an budget-friendly employer-sponsored emergency savings solution.

SecureSave encourages employees to save through an easy-to-use employer-sponsored emergency savings program. Employers can provide sign-up bonuses, savings matches, and milestone rewards for their employees to spur good savings habits.

  • Only pay per enrolled employee (eligibility requirements)
  • Billed on a monthly basis
  • Flexible employer incentives
  • Clear return on investment

Optimize a limited benefits budget with a SecureSave program like this

Example SecureSave Program

Biweekly paycheck match
$5
Signup bonus
$25
Milestone bonuses
$10
Per $500 saved

See the impact of your custom SecureSave program with our ROI calculator

More use cases

Enhance recruiting and retention efforts

Many employers can’t find the qualified candidates they need for roles and employees are likely to leave their positions with shorter tenures than ever before.

Improve employee financial wellness

Finding the right financial wellness solution is no easy task. Each employee has unique needs. Financial stress can lead to a reduction in work performance and higher turnover.

Reduce 401(k) loans & withdrawals

When employees hit a rough patch, they often turn to their 401(k) to assist with an emergency. This undermines their ability to retire on time.

Improve financial wellness with an affordable emergency savings solution