Budget 2025: why forward-thinking employers are redefining financial wellbeing

Employers have the opportunity to make financial wellbeing a crucial part of their benefits strategy with this upcoming UK government Budget.

As the Chancellor’s budget announcement looms, UK employers once again find themselves on the edge of uncertainty. Every fiscal update has the potential to reshape the business landscape - from altering tax thresholds and public spending to shifting employee expectations overnight.

Yet amid this uncertainty lies an opportunity. Employers who anticipate these shifts and embed financial wellbeing into their benefits strategy can do more than weather the storm - they can strengthen trust, resilience, and retention across their workforce.

Budget volatility demands a new kind of leadership

Budget changes are more than a macroeconomic event; they ripple through every level of the organisation. When disposable income tightens, employees feel the strain first - and that strain quickly shows up in engagement, productivity, and turnover.

For finance leaders, the challenge is balancing cost control with long-term sustainability. For HR teams, it’s about maintaining morale when pay rises aren’t on the table. And for business leaders, it’s a test of empathy, agility, and vision.

The best employers recognise that supporting their people through financial turbulence isn’t a cost - it’s an investment in stability.

Employee benefits as a strategic lever for financial resilience

Financial wellbeing is no longer a peripheral concern. It’s at the core of how employees experience their workplace. A well-designed benefits strategy can act as a vital cushion, helping employees manage day-to-day pressures while building longer-term resilience.

Salary sacrifice schemes, flexible benefits platforms, and discount programmes all help employees stretch their income further - but the real power lies in personalisation. The right mix of benefits can support employees at every stage of life and income level, from managing household bills to navigating unexpected expenses.

For example, an employee whose fridge breaks down unexpectedly may not have the means to replace it outright. Access to interest-free instalment options through a workplace home and tech scheme can be the difference between financial distress and manageable inconvenience.

Solutions like BHN Extras make this kind of support accessible for organisations of all sizes - offering tailored, zero-cost benefits packages that meet diverse workforce needs and reinforce employer trust.

Prioritising support for the most vulnerable

Economic turbulence doesn’t affect everyone equally. Lower-paid workers often face the steepest challenges. PwC reports that more than 20 million adults in the UK are financially under-served, meaning they struggle to access mainstream credit due to low income, limited savings, or credit history.

For employers, this is both a moral imperative and a strategic opportunity. Providing targeted support - from food and retail discounts to travel savings and access to financial education - can make a measurable difference. These benefits not only alleviate immediate pressure but also help foster loyalty and inclusion within the workforce.

Through solutions like IntoCyclescheme, employees can access savings on cycling and commuting costs via a net pay arrangement - ensuring the benefit is inclusive for all staff, even those on the National Minimum Wage. It’s a sustainable, accessible way to encourage healthier lifestyles and greener travel, without excluding those who may otherwise be ineligible under traditional salary sacrifice models.

Similarly, the Home & Tech NetScheme offering allows a new level of inclusivity and flexibility. Employees can purchase essential home and technology items from trusted retailers like Currys and IKEA, with no credit checks, instant ownership, and interest-free repayment options over 12 months.

Designed specifically to be accessible to all - including lower-income earners - it provides a lifeline when unexpected costs arise, such as a broken washing machine or the need to replace a vital household item.

Financial wellbeing is a year-round responsibility

While the festive period or new budget cycles often highlight financial pressure, the truth is that financial wellbeing must be sustained year-round.

Employers can take a proactive approach by offering ongoing support tools such as cashback cards and discount platforms. The goal is to normalise financial wellbeing as part of everyday workplace culture - not just as a response to crisis.

Employers who act now will lead tomorrow

As the next budget announcement approaches, the message for employers is clear: waiting to react is no longer an option. Those who prepare today - by embedding financial wellbeing into their benefits strategy - will be better equipped to navigate the shifts ahead with confidence.

Forward-looking organisations aren’t just adjusting to fiscal changes; they’re setting a new standard for responsible, human-centred leadership.