Financial stress is a growing challenge for employees at all life stages. Employees face increasing financial pressures due to rising living costs and insufficient savings. Financial stress affects mental health and workplace productivity, with financially insecure employees reporting lower focus, higher absenteeism and reduced engagement. Employers today are dealing with a workforce struggling to manage their immediate financial needs while preparing for future goals. Access to tailored financial wellness programmes remains uneven. While some employers provide financial wellness programmes, many employees lack access to comprehensive support that meets their unique needs. In many countries, good-quality long-term savings vehicles are unavailable, making it difficult to justify investing in long-term retirement savings. To address these challenges effectively, employers must consider the diverse circumstances of their workforce and strive to create inclusive programmes that cater for varying needs in different demographics and regions. It is critical to recognize that in emerging economies, resources and infrastructure for financial wellness support through employers may be limited. Inequalities in financial well- being deepen existing disparities. Low-income workers, women and marginalized communities often face systemic barriers that prevent them from achieving financial security. Women, for instance, are more likely to take career breaks for caring responsibilities, resulting in lower lifetime earnings and retirement savings. Employees belonging to marginalized communities may have less access to generational wealth or equitable workplace benefits, further widening financial gaps. Informal workers may have no private benefit entitlements, leaving them even more vulnerable in case they are unable to work. Globally, these disparities are exacerbated by differing economic conditions, cultural norms and access to resources, highlighting the need for a more inclusive approach. Policy and organizational gaps limit comprehensive support. Despite a growing awareness of the importance of financial well-being, many employers and policy-makers have yet to implement systemic solutions. Financial wellness programmes are often fragmented, focusing on short-term issues rather than building long-term resilience. Additionally, public policies in many countries fail to support workers’ financial security, such as inadequate paid leave, minimal retirement benefits, insufficient protection for gig and contract workers or insufficient oversight of equitable pay and promotion. Closing these gaps requires a coordinated effort by employers, governments and civil society. These challenges are often more pronounced in emerging economies, where social safety nets may be weaker.3.2 Understanding the challenges Future-Proofing the Longevity Economy: Innovations and Key Trends 2525

Future Proofing the Longevity Economy 2025