Why Financial Wellness Matters for PEO Growth 

For many employers, financial wellness programs are viewed primarily through the lens of employee benefits. The goal is straightforward: help employees reduce financial stress, make informed decisions and prepare for the future. 

But what if financial wellness could deliver value beyond the individual? 

For Professional Employer Organizations (PEOs), financial wellness programs have the potential to influence outcomes across an entire client relationship. Employees may become more engaged in their retirement plans. Employers may benefit from stronger retention, engagement and workforce stability. And PEOs may create opportunities to strengthen client relationships, differentiate their offerings and support long-term growth. 

Financial wellness starts with participants 

Many employers recognize the importance of providing retirement benefits, but benefits alone don’t always create better outcomes. Employees must understand and engage with the resources available to them. 

That’s where financial wellness programs can make a meaningful difference. 

Retirement education, planning resources and financial guidance can help employees build confidence and make more informed decisions about their future. According to a recent study shared by the National Association of Plan Advisors (NAPA), participants who use financial advice, education or retirement planning tools save at a rate that is 29% higher than non-users and have twice the average account balance.  

For employees, those outcomes can translate into greater financial preparedness, stronger savings habits and increased retirement readiness. But the impact doesn’t stop with the employee. 

Better employee outcomes create value for employers 

According to the 2026 Employee Financial Wellness Survey by Price Waterhouse Cooper, 56% of survey respondents said financial stress impacts their productivity at work. Self-described financially stressed employees were five times more likely to be distracted at work than their non financial-stressed colleagues, and more than half of self-described financially stressed employees indicated that they spent more than three hours per week dealing with financial concerns.  

Financial stress often follows employees into the workplace. When employees are distracted by financial concerns, employers may experience the effects through productivity challenges, absenteeism, employee turnover and lower engagement levels.  

That reality is causing more organizations to view financial wellness through a business lens. Retirement plans, education and wellness resources can help employees make progress toward long-term goals. In turn, employers may see improvements in workforce engagement, perceived benefit value and overall employee experience. 

Plan design can reinforce these efforts. Features such as employer matching contributions and automatic enrollment can help encourage participation and make saving for retirement easier. For employers competing for talent, those types of benefits can support recruiting efforts, strengthen retention and help employees recognize the value of staying with the organization.   

When employers win, PEOs win 

For PEOs, this is where the conversation becomes especially important. 

Many PEOs already help clients manage payroll, benefits administration, HR responsibilities and compliance requirements. Financial wellness provides an opportunity to build on those services by helping clients address workforce challenges that directly affect business performance. 

One of the most critical—yet often hidden—challenges is employee confidence. According to the 2026 Employee Financial Wellness Survey by Price Waterhouse Cooper, 52% of employees don’t feel capable of planning for long-term goals, and 41% say their education or personal background didn’t adequately prepare them to manage finances in the first place. When employees become more financially prepared, employers may experience stronger engagement and retention. When employers see better workforce outcomes, they often place greater value on PEOs helping them achieve those results. 

Rather than being viewed solely as a provider of administrative services, PEOs can increasingly position themselves as strategic advisors helping clients improve employee satisfaction. 

Financial wellness can become a competitive advantage 

Today’s employers expect more from PEOs than transactional support. They want options that help them solve business challenges and support their long-term goals. 

Financial wellness can help PEOs meet that expectation by allowing them to differentiate service offerings, strengthen client relationships, increase client retention and create new growth opportunities.  

When employers see improvements in employee engagement, retirement plan participation and workforce stability, financial wellness can become more than a program. It can become part of a broader strategy that helps employers build stronger organizations and helps PEOs demonstrate meaningful value. 

Ready to start this conversation with your clients? Discover how Ameritas can help you turn financial wellness discussions into opportunities to strengthen employee outcomes, support employers and grow your PEO. 

Frequently asked questions 

How can financial wellness help a PEO grow? 

Financial wellness can help PEOs strengthen their value proposition by connecting employee benefits to business outcomes clients care about, including recruiting, retention, engagement and stronger retirement plan participation.   

Why should PEOs connect financial wellness to retirement plans? 

Retirement plans are one of the most tangible ways employees experience financial wellness at work. When paired with education, engagement tools and thoughtful plan design, they can help employees better understand and use the benefits available to them. Participants who engage with financial advice, education or retirement planning tools save at higher rates and accumulate larger account balances than non-users.  

What is the business case for talking to clients about financial wellness? 

Financial stress can affect workplace outcomes such as productivity, absenteeism, turnover, healthcare utilization and employee engagement. Because employers feel the impact of these challenges directly, financial wellness can become part of a broader workforce and business strategy discussion.   

How can a PEO position financial wellness as more than an employee benefit? 

By connecting financial wellness to measurable business outcomes. Better financial outcomes can help support stronger retirement plans, stronger workforce outcomes and deeper client relationships, allowing PEOs to move beyond transactional services and toward a more strategic advisory role.   

Disclosures 

Representatives of Ameritas do not provide tax or legal advice. Please consult your tax advisor or attorney regarding your specific situation.