The research, part of the Workplace Values Survey created by sharetech platform Vestd, revealed over a third of employees (33.44%) said that financial security was their biggest concern over the last 12 months.

From salaries and bonuses to share schemes and mental health support, the message is clear: workers want employers to take a more active role in supporting their financial stability and long-term wellbeing.

Ifty Nasir, Founder and CEO of Vestd, has shared how employers can better support the financial wellbeing of their staff.

Bonus schemes

Performance-based rewards and bonus schemes were ranked as the most important workplace benefits among respondents, highlighting a clear preference for tangible recognition of their efforts.  

Ifty explained: “Employees want their contributions to be clearly acknowledged beyond words, in measurable rewards that reflect their performance and impact on the company. Transparent and fair bonus structures motivate staff to strive for more, and build trust and loyalty within the organisation.

“By implementing a well-designed reward system, employers can enhance morale, improve retention and create a culture where employees feel valued and invested in the company’s success.”

Salary and remuneration

Perhaps unsurprisingly, salary emerged as the most important factor when applying for a job, with 26% of respondents identifying higher pay as their primary motivation for moving roles.

 Ifty added: “While performance-based rewards motivate employees, base salary remains a key driver for attracting talent and preventing turnover. People are willing to move jobs if compensation doesn’t align with their expectations.

“Employers can remain competitive and retain top talent by regularly reviewing and adjusting salary structures to reflect market rates, skills and experience. This can be complimented with bonuses and performance-based schemes.”

Employee share schemes

For smaller businesses and start-ups, competing with larger companies on base pay or bonus packages can be challenging. This is where employee share schemes can become a powerful tool.

Almost 60% of respondents stated they would feel more motivated if they had shares in the company they work for, demonstrating a strong appetite for equity-based incentive schemes.

While awareness is still limited, with only 63.3% of people familiar with employee share schemes, they ranked as the fourth most important workplace benefit overall, and rose to third among Gen X and baby boomers.

Ifty explained: “Offering employees a stake in the business cultivates a sense of ownership and encourages long-term commitment. Share schemes allow employees to directly benefit from the company’s success, creating a tangible link between their personal achievements and the organisation’s growth and performance.

“These schemes are an innovative way to provide a cost-effective way to compete with larger employers for smaller companies. Equity-based incentives help to establish a culture of shared ambition, collaboration and investment in the company's future, ensuring employees feel valued and motivated to contribute to long-term success.”

Mental health support

Financial pressures were reported to have a significant impact on work-life balance, with nearly 15% of respondents citing financial worries as the biggest factor.

Beyond just work-life balance, financial wellbeing plays a critical role in overall mental health and can directly influence productivity, engagement and job satisfaction. However, only 32% of respondents said they felt somewhat comfortable raising mental health issues in their workplace.

Ifty noted: “Employees who feel financially stressed or unsupported are more likely to experience anxiety, distraction and burnout, which can also lead to higher levels of absenteeism.

“Employers can make a meaningful difference by embedding financial wellness into their broader support strategies, combining resources like budgeting guidance, access to financial planning and mental health initiatives.

“By taking a proactive approach, companies can help to reduce stress and absenteeism, and create a healthier, more motivated workplace.”

Rethinking benefits packages

Only 40.29% of respondents said they were somewhat satisfied with their current benefits package, showing a significant gap between what employees want and what they are actually receiving.

This dissatisfaction exemplifies the importance of designing benefits that go beyond the basics and address employees’ evolving needs.

Ifty said: “By reassessing and refreshing benefits packages to better meet these needs - whether through bonuses, performance-based rewards, share schemes, or wellbeing initiatives – employers can gain a competitive advantage.

“Offering meaningful, tailored benefits helps to attract and retain talented employees, as well as reinforcing a culture that values and supports its workforce.

“Employers who proactively embrace strategies such as bonuses, performance-based rewards, employee share schemes, and integrated mental health support are not only meeting employee expectations but also strengthening retention, motivation and overall workplace engagement.

“By taking these steps, organisations can position themselves as leaders in supporting meaningful financial wellbeing, creating a culture where employees feel valued, empowered and invested in the company’s long-term success.”

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