Make your limited benefits budget count

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?

Proven Impact

With more than half of Americans unable to cover a $1,000 emergency, many end up raiding their retirement savings just to get by.

However, when employees have emergency savings, they are:

Sources and more in-depth statistics on our By the Numbers page. Learn more

92% of SecureSave users have increased (30%) or maintained (62%) their retirement contributions in the past year.

Why do Emergency Savings Accounts improve retirement readiness?

They avoid tapping their 401(k) for emergencies.

With a safety net, employees don’t need to take loans or withdrawals.

They keep retirement balances growing.

Money stays invested, compounding over time instead of being tapped prematurely.

They build lasting savings habits.

Success with short-term saving builds momentum for long-term goals like retirement.

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

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.

“We were seeing a lot of employees taking 401(k) loans and employees asking if we had an employee assistance fund. Many of the issues were for car or home repairs typically totaling less than $2,000, yet they were tapped out and didn’t have any money set aside. We wanted to help people save for a financial emergency since they weren’t doing it on their own.”
— HR Team at Grace Health

“SecureSave is a low-cost, really novel benefit... I noticed that a lot of people were borrowing money against their 401K, and SecureSave offered an excellent auxiliary plan.”
— Director of Finance at SEIU California State Council

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.

Optimize a limited benefits budget with a SecureSave program like this

Example SecureSave Program

Biweekly paycheck match: $5
Signup bonus: $50

Improve financial wellness with an affordable emergency savings solution

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