3 min read
National 401(k) Day is more than just a date on the calendar. It’s a meaningful moment for employers to pause and reflect: Are we doing enough to help our people prepare for the future they deserve?
Our 2025 Global Financial Wellbeing Report found that more than half of employees worldwide feel unprepared for retirement. And only 39% of people in the US feel optimistic about their financial future. These numbers tell a powerful story, not just of financial stress, but of an opportunity for change.
Now more than ever, employees are looking to their employers for guidance, support, and reassurance.
“Employers have an enormous opportunity and responsibility to help close this gap,” says Jeff Miller, Vice President US at nudge and Certified Financial Education Instructor. “This starts with holistic, personalized financial education that supports not just retirement, but every stage of life.”
Financial wellbeing is peace of mind and helping people feel more confident about today and tomorrow. But currently, there's a disconnect: while 57% of US employees want help planning for retirement, only 28% receive financial education from their employers.
For many, a 401(k) is their primary path to retirement. These plans offer so much, tax advantages, automatic savings, and often employer contributions. But even the best-designed benefits can go underutilized if people don’t understand how to use them.
"Participation and contribution rates still aren’t where they could be," Miller explains. "And it’s not about a lack of interest, it’s about a lack of clarity."
By helping employees understand how retirement savings fit into their bigger financial picture, employers can turn confusion into confidence.
Offering personalized, impartial financial education doesn’t just support employee wellbeing, it strengthens your business outcomes too. 401k plans underpinned by financial education will:
Boost retention and morale
Increase engagement and productivity
Reduce long-term costs tied to delayed retirement
“When employees know their employer is invested in their future, it builds trust and loyalty,” says Miller. “It also helps ensure they can retire when they’re ready, on their terms.”
You don’t need to overhaul your financial wellbeing program overnight. Sometimes, small, thoughtful changes have the biggest impact:
Make education personalized: Tailor your financial wellbeing programs to real people, real goals, and real life moments.
Start with the basics: Encourage employees to contribute enough to get the full employer match, then help them build from there.
Use smart plan features: Automatic enrollment, auto-escalation, and clear guidance can make saving feel less overwhelming.
Keep the conversation going: Don’t let retirement be a once-a-year topic. Regular, approachable check-ins help keep it top of mind.
“No one ever says, ‘I saved too much for retirement,’” Miller says with a smile. “The earlier and more often we talk about it, the better.”
Let’s reframe the conversation: Retirement planning isn’t just a line item in a benefits brochure. It’s a journey we take together with care, clarity, and compassion.
“Employers who support their people today,” Miller shares, “are building a more financially confident, productive, and loyal workforce for tomorrow.”
This 401(k) Day, let’s do more than raise awareness, let’s inspire action. With the right education, support, and intention, we can help every employee feel more prepared, more hopeful, and more in control of their future.
Because everyone deserves to retire with peace of mind.
Get in touch to find out more on how we support employees with their 401k plans.