Employee financial stress is one of the leading factors affecting productivity, absenteeism, and overall well-being. One of the most common drivers of that stress is credit health.
When employees struggle with credit challenges, such as high balances, low credit scores, or difficulty accessing affordable borrowing, the impact often extends beyond their financial lives. Credit concerns can influence confidence, mental well-being, and an employee's ability to navigate unexpected expenses or financial setbacks.
MSA’s member-reported event data reinforces this need: in a recent Credit and Debt Management webinar, 13% of respondents said they didn’t know their credit score, while 22% reported a score below 670. At the same time, 24% expressed low confidence in their ability to handle a $1,000 emergency, highlighting how credit awareness and emergency preparedness often overlap.1
For employers, EAP providers, and PEOs, supporting employee credit health can be an important part of a broader Financial Well-being strategy.
Employees do not leave financial stress at home.
Financial concerns can affect focus, engagement, and overall well-being at work. Credit challenges may make it harder for employees to qualify for affordable borrowing, manage emergencies, secure housing, or pursue other important financial goals.
Supporting employee credit health isn't about becoming involved in employees' personal finances. It's about helping employees access educational resources, coaching, and support that can help them make informed financial decisions.
Organizations that prioritize Financial Well-being often recognize that helping employees improve their financial confidence can support a healthier and more resilient workforce.
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The Cost of Employee Financial Stress (Example - replace w/article from our launch set)
Credit health does not exist in isolation.
Employees facing credit challenges are often also navigating budgeting concerns, debt management, emergency savings needs, or other financial priorities.
That's why many organizations incorporate credit education into broader Financial Well-being initiatives. Helping employees understand how credit works can support better financial decision-making across many areas of life.
Payment history is one of the biggest factors influencing a person's credit profile. Even one late payment can create stress, unexpected fees, and longer-term financial challenges.
How employers, EAPs, and PEOs can help:
Supporting stronger financial habits can help reduce financial stress and build confidence.
High credit card balances and revolving debt are common sources of financial stress.
How employers, EAPs, and PEOs can help:
Better debt management can help reduce financial pressure and improve overall Financial Well-being.
Personalized support can also help employees make measurable progress. MSA members working with a Money Coach on debt-related issues reported an average debt reduction of $6,661.2
Many employees may not fully understand how credit history works or how their financial decisions can influence it over time.
How employers, EAPs, and PEOs can help:
Understanding credit history can help employees make more informed long-term financial decisions.
Looking for ways to reduce employee financial stress?
Learn how personalized Money Coaching and educational guidance can help employees navigate credit challenges and other financial priorities.
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Applying for new credit can feel overwhelming, particularly for employees who have faced credit challenges in the past.
How employers, EAPs, and PEOs can help:
Well-informed employees may be better prepared to avoid costly mistakes.
Checking credit reports can help employees identify errors, monitor progress, better understand their financial profile, and potentially detect signs of fraud.
How employers, EAPs, and PEOs can help:
Regular credit awareness can help employees feel more informed and in control of their financial lives.
One MSA member shared, “I met with [a Money Coach] about how I could fight a claim made against my credit that was made unfairly. [...] I had not had any luck and felt hopeless. [She] was sympathetic and kind to me, and she offered me some next steps to take. I felt more empowered after our meeting.”
Over time, education and coaching can support meaningful progress in credit health. MSA members working with a Money Coach reported an average credit score improvement of 48 points.2
Credit education can be a valuable addition to a broader Financial Well-being strategy.
Organizations may consider:
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Employers that support employee credit health and Financial Well-being initiatives may experience benefits such as:
Supporting employee credit health is ultimately about helping employees build confidence and momentum toward their financial goals.
These benefits can extend into the workday. Among MSA members reporting high financial stress, self-reported data showed an average increase of 1.8 hours of workplace productivity per week after working with a Money Coach.3
Credit challenges can contribute to financial stress, which may affect employee well-being, focus, and confidence.
Employers can provide educational resources, financial coaching opportunities, benefits communication, and access to trusted support programs.
Yes. Credit health is one component of overall Financial Well-being, alongside budgeting, debt management, emergency savings, and long-term financial planning.
Financial coaching can help employees better understand credit, explore available options, and develop action plans aligned with their goals.
Interested in supporting employee Financial Well-being through educational guidance and personalized coaching?
Schedule a conversation with our team to learn how MSA helps employers, EAPs, and PEOs support employees at each stage of their financial journey.
1 My Secure Advantage, Inc. March 2025. Based on MSA member self-reported live event data. 2,004 responses.
2 My Secure Advantage, Inc. January 2025. Based on self-reported data from MSA members working with a coach on this specific issue, from 1/1/23 - 12/31/24.
3 My Secure Advantage, Inc. January 2025. Based on self-reported data from MSA members with high financial stress, from 1/1/23 - 12/31/24.