How a global financial services firm strengthened employee financial health across 19 countries

Helping employees navigate complex benefits and financial decisions

For U.S. Total Rewards and Benefits leaders managing a global workforce, consistency can be difficult to achieve. Employees across different countries face different benefit systems, retirement plans, regulations, and financial priorities; yet they all need support to make informed financial decisions.

That was the challenge facing this global financial services firm.

With operations across more than 20 countries, acquisitions had added further complexity to an already fragmented benefits landscape. Different providers and inconsistent financial information made it harder for employees to understand their options and make the most of the support available to them.

The firm's mission to "create better financial futures" wasn't only for its clients; it wanted employees to feel the same sense of confidence about their own finances.

To improve the employee experience, benefits engagement and retention, leaders needed a more consistent approach to financial health that could work globally while remaining relevant locally.

One financial health platform; personalized for every employee

The firm partnered with nudge to put impartial, personalized financial education at the heart of its benefits strategy.

With strong C-suite sponsorship and a cross-functional team, financial health became a strategic priority. More than 5,300 employees across 19 EMEA countries gained access to nudge; giving employees personalized financial education relevant to their location, circumstances, and financial goals.

Rather than relying on one-off communications, the wider benefits strategy combined digital tools with human support.

The firm developed 21 bespoke benefits guides and held benefits fairs across each country, achieving attendance of more than 80%. Networking sessions, webinars, one-to-one financial planning, and an AI-powered AskHR tool gave employees different ways to understand their benefits and explore their options.

Through nudge, employees also received personalized, timely financial education around relevant moments; helping them understand their finances, navigate their workplace benefits and take action.

The result was a more connected experience; bringing financial health and workplace benefits together rather than expecting employees to navigate them separately.

Building benefits around employees' real lives

The transformation went beyond financial education.

The benefits team streamlined administration and introduced programs designed around a wider range of employee needs. Automation enabled 95% of invoices to be processed without manual intervention.

Retirement administration charges were removed across the region. Life insurance claims were consolidated, reducing processing time from seven months to one month, while changes to income protection delivered significant savings.

The firm also expanded support in areas that had previously been underserved; including gender identity, neurodiversity assessments, menopause, and early mental health intervention.

Together, these changes created a benefits experience designed around the different moments and needs employees encounter throughout their lives.

Increasing financial health and benefits engagement

The results demonstrate what can happen when personalized financial education forms part of a broader, well-connected benefits strategy.

Benefit selections increased 50% over two years, indicating greater engagement with the support available.

Employees also engaged quickly with nudge:

• 80% of employees interacted with financial education within six months
• Financial education reach increased 62% year over year
• Repeat use of the nudge platform increased 25%

The wider benefits transformation also improved the employee experience. Benefit query wait times fell by 75%, while medical provider waiting times reduced from two hours to just ten seconds.

Delivering measurable business value

Alongside stronger employee engagement, the wider benefits strategy generated substantial financial efficiencies.

The organization achieved approximately:

• $200,000 in annual refunds through multinational pooling
• $300,000 reduction in life insurance costs
• $2.5 million reduction in income protection costs

These results weren't delivered by financial education alone. They were part of a broader transformation of the firm's benefits strategy; with nudge helping employees understand and engage with their finances and workplace benefits.

For Total Rewards and Benefits leaders, that's an important distinction. Providing benefits is only part of the equation. Employees also need to understand what's available, how it relates to their lives, and what action they can take.

From regional financial health strategy to global opportunity

What began as a regional initiative has now prompted conversations about extending financial health support to 22,000 employees worldwide.

The experience shows how a global organization can create consistency without losing local relevance.

By combining personalized financial education, intelligent technology, and human expertise with a broader benefits strategy, the firm created a more connected experience; helping employees understand their finances, navigate their benefits, and make better financial decisions.

And for the business, stronger engagement was accompanied by measurable operational efficiencies and cost savings.

That's the opportunity for global employers; financial health doesn't need to sit alongside the benefits strategy as another standalone initiative. Done well, it can help employees turn the benefits and support already available to them into informed decisions and action.

Want to strengthen financial health and benefits engagement across your global workforce?

‍ Get in touch to learn how nudge can help.

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