“The hopes and fears attached to money are remarkably the same globally, and it represents safety, opportunity, dignity and unfortunately, oftentimes, anxiety,” said Mamie Wheaton, director of financial planning at LearnLux.

Speaking during a thought leadership spotlight at From Day One’s October virtual conference, Wheaton used the moment to illuminate the emotional currents running beneath our financial lives, and why employers can no longer treat financial well-being as a side benefit. In her session, “The Global Currency of Care: Financial Well-Being,” she laid out how financial management programs are becoming a defining part of modern-day care benefits.

To ground the conversation, Wheaton shared a series of polls capturing the state of workplace economics. One poll revealed 88% of employees are financially stressed, according to LearnLux’s Financial Wellbeing in the Workplace report—a reminder of just how much financial strain shapes the employee experience today.

Another poll revealed that financial stress causes employees to miss more than 10 days annually. The impact of that financial stress on organizations globally is reduced productivity and higher employee turnover, she says. “When I meet with our planners who are working with employees in the U.S., Europe, or Asia, the details of their financial lives may differ but the underlying truth is the same.” 

“Money is a uniter and unfortunately, often a stressor,” Wheaton said. In response, employees today are looking for roles that offer truly holistic care benefits, support that acknowledges their financial realities as much as their professional ones. No matter where they live, the desire for meaningful financial wellness support is becoming universal.

So how can businesses around the globe meet employees’ concerns of financial instability and uncertainty? And what can employers do to provide effective financial care benefits? 

First, employers must seek localized guidance. This ensures solutions will adhere to local regulations and financial systems. The necessity of money is a shared human experience, but its acquisition and management are different depending on location. 

LearnLux hires and consults people who really understand the specificities of a given country and location, says Wheaton. “They understand the political climates of those countries. They understand the financial climates of those countries, and they help us make sure that we are tailoring our program for where they are,” she said.  

From there, employers need programs with reliable, uniform standards, an essential step in building trust and driving participation. When employees receive impartial support from certified financial planners tailored to their needs, it creates a pathway to stronger financial stability.

Lastly, programs should be accessible to everyone. “A financial planner should not be a privilege that’s reserved for a few. It should be a resource that's available to everyone,” said Wheaton.

A holistic approach becomes its own universal currency of care, strengthened by digital tools and strong leadership oversight. Technology enables multilingual, virtual financial-planning services, expanding access across languages and locations. At the same time, effective leadership training helps managers build trust and encourage employees to voice their concerns, fostering a more supportive and engaged culture.

LearnLux’s training ensures financial guidance is culturally sensitive, relevant, and considerate of localized cultural norms, says Wheaton. The company has successfully assisted 47% of its members in building an emergency savings fund spanning over three months of coverage, she says. This is more than double the national average. 

Investing in employees’ financial well-being delivers three key benefits: higher retention, increased productivity and engagement, and a stronger, more cohesive company culture.

Employees are more likely to stay with an employer that provides financial wellness programs and often report higher satisfaction, says Wheaton. By integrating consistent, localized solutions that reflect current cultural and economic realities, organizations can create a truly effective global currency of care. “These employees see this and they boost engagement, loyalty, and well-being—not just by offering another benefit, but by meeting that deeply human need.”

Editor's note: From Day One thanks our partner, LearnLux, for sponsoring this thought leadership spotlight.

Stephanie Reed is a freelance news, marketing, and content writer. Much of her work features small business owners throughout diverse industries. She is passionate about promoting small, ethical, and eco-conscious businesses

(Photo by Puttachat Kumkrong/iStock)