When employees think about their financial future, the first question may be how much will be left after this month’s bills. Saving for retirement or building an emergency fund has to fit around costs and expenses that already account for much of a paycheck.
October is National Financial Planning Month, offering employers an opportunity to review how they support employees’ financial goals. For HR leaders, that conversation can begin with the everyday budget and the benefits that help employees manage it. A useful financial wellness strategy connects longer-term planning with resources employees can put to work now. Employee discounts can contribute by helping reduce the cost of planned purchases, alongside education and access to financial guidance.
The Consumer Financial Protection Bureau defines financial well-being in terms that include control over daily and monthly finances, the ability to handle a financial shock, progress toward goals and the freedom to make choices that support enjoyment of life (1). That definition gives employers a reason to look beyond retirement readiness when assessing their programs.
Recent Federal Reserve findings reinforce the relevance of current expenses. In its report on U.S. household finances in 2025, 53% of adults identified price increases as a major financial concern, while 73% said they were doing okay or living comfortably financially (2).
BenefitHub’s own research brings those concerns into the workplace. Based on the BenefitHub Intelligence™ 2026 Open Enrollment Report, which surveyed nearly 13,000 U.S. employees overall, 77% of respondents worry about out-of-pocket medical costs their primary plan won’t cover. Meanwhile, 73% worry they couldn’t keep up with their bills if illness or injury kept them out of work for three months or more (5).
These findings highlight how closely everyday expenses and financial preparedness are connected. For employers, that means offering support that addresses both current spending and unexpected disruptions. Employee perks can help with planned purchases, while financial education and guidance can help employees understand how their broader benefits package fits into their financial goals.
Financial education is more useful when employees can see how it applies to an upcoming decision. The CFPB’s principles for effective financial education emphasize information that is relevant, timely, and actionable, along with helping people develop the skills to follow through (3).
Employers can apply that approach by connecting educational content with existing benefits. A budgeting session could include information about an employee perk program, while a discussion about financial goals could point employees toward qualified guidance available through their benefits package.
For example, someone preparing to replace a household appliance could use comparison-shopping guidance alongside an available employee offer. The educational resource helps them assess the purchase, and the discount provides another price to consider.
This gives financial wellness communications a practical purpose without asking HR to become a financial advisor. The employer’s role is to make credible resources and relevant benefits easier to find, allowing employees to decide what fits their circumstances.
The strongest connection between employee discounts and financial planning is intentional spending. A relevant offer can help an employee pay less for something they intended to buy, leaving them to decide how to use any money retained.
BenefitHub provides access to perks and savings opportunities through its employee marketplace (4). Employers can position that access as one step in the purchasing process, encouraging employees to check available offers before completing a planned purchase. BenefitHub has discounted offers and cash back on everyday purchases as well as big ticket items like appliances, vacations, and even home and auto insurance! Read more about how members can increase purchasing power and stack savings to really stretch each dollar.
The emphasis should stay on the final cost and the employee’s needs. Comparing prices, reviewing restrictions and considering any additional fees helps put an offer in context. A discount percentage alone does not establish whether a purchase is the best option for someone’s budget.
Perks work best within a broader total rewards strategy that includes fair pay and core benefits. Their role is to create additional savings opportunities, with results depending on the offers available and how employees use them.
National Financial Planning Month provides a useful starting point for a focused campaign. HR teams can choose a common financial task, such as reviewing household spending, and connect it with a small selection of relevant resources.
BenefitHub’s 2026 Open Enrollment Report found that only 28% of respondents believe their current benefits adequately protect their family’s finances (5). That finding gives employers a reason to examine both the support they offer and how clearly they explain it.
An October message might link to a budgeting tool, explain where employees can access financial guidance, and highlight how to find available perks and discounts. Showing how each resource addresses a specific need can help employees understand its place within their benefits package, with a direct next step that makes it easier to act.
The tone matters as much as the timing. Employees facing high housing or caregiving costs may already be making careful financial decisions, so communications should acknowledge different circumstances and offer support without suggesting that financial pressure comes down to personal discipline.
Those findings can guide future communications, but usage should not be treated as proof of improved financial well-being. A more useful starting point is to understand whether employees can find support, recognize its relevance, and use it when needed.
Financial planning becomes more practical when the resources available reflect the decisions people are already making. By connecting financial education with relevant benefits, employers can support that process throughout the year. BenefitHub can contribute by giving employees another place to look for savings before they spend, making perks part of a more deliberate approach to the everyday budget.