We’re rolling the FinWELL Money Score and Employer Dashboard with our existing clients including trials with the likes of University of Birmingham, Devon, Cornwall & Dorset Police and large employers in the construction and infrastructure sector.

We’re currently rolling it out with existing clients in beta mode and also making it free to access for selected employers as part of an initial pilot phase.

Pilot places are limited while we gather feedback, engagement data and employer insights ahead of the wider launch.

The FinWELL Money Score provides employers with anonymous workforce-level insights into financial wellbeing, helping identify potential areas of risk, groups requiring greater support and opportunities for early intervention.

It can complement an employer’s wider approach to health & safety, work-related stress and psychosocial risk management by helping turn employee insight into measurable action.

Employers have a legal duty to protect workers from work-related stress by assessing risks and taking appropriate action.

Financial wellbeing is not, by itself, a separate statutory HSE risk assessment requirement. However, financial pressures can interact with workplace factors and contribute to stress, wellbeing and people’s ability to function effectively at work.

The FinWELL Money Score can therefore provide useful additional insight alongside an employer’s existing stress and health & safety risk-management processes.

The HSE Management Standards identify six key areas associated with work-related stress:

Demands • Control • Support • Relationships • Role • Change

Financial pressures can interact with several of these areas — for example, organisational change, job insecurity, working hours, pay, access to support or changes to benefits.

FinWELL helps employers better understand financial wellbeing across their workforce and provide appropriate preventative education and support.

ISO 45003 provides guidance on managing psychological health and safety and psychosocial risks at work.

The FinWELL Money Score can complement this approach by providing anonymous financial wellbeing insights, helping employers identify areas requiring attention, introduce appropriate interventions and monitor changes over time.

It should be viewed as part of a wider psychosocial risk-management approach rather than a replacement for an organisation’s occupational health and safety processes.

The CLC Mental Health Joint Code of Practice specifically recognises Financial Issues as one of its workplace hazard clusters.

The FinWELL JCOP summary identifies examples including financial uncertainty, cashflow pressures, late or disputed payments, job insecurity, commercial pressures and low financial literacy. 

The Code promotes a preventative approach:

Identify → Assess → Control → Monitor → Improve

This aligns particularly well with the FinWELL approach to measuring financial wellbeing, identifying priority areas, providing targeted support and monitoring improvement.

The summary also specifically identifies anonymous assessments and employee feedback as practical measures employers can consider. 

The FinWELL Money Score can help with the identification and measurement of financial wellbeing risks, while wider FinWELL services can help organisations take practical preventative action.

This can include Money Skills training, leadership and manager training, Financial Wellbeing Champions, apprentice and early-careers programmes, confidential 1-1 guidance, digital learning and signposting to specialist support.

Yes. The Money Score can provide employers with additional evidence of how they are listening to employees, identifying wellbeing needs, taking targeted action and measuring improvement.

This can complement an organisation’s broader people and wellbeing strategy and potentially provide useful evidence when working towards frameworks such as Investors in People / We Invest in Wellbeing.

No.

The FinWELL Money Score is designed to complement, not replace, an employer’s statutory health & safety, work-related stress or psychosocial risk-assessment processes.

It provides an additional layer of insight specifically around financial wellbeing, helping employers understand their workforce and make more informed decisions about preventative support.

Employees receive their own FinWELL Money Score and personalised next steps, while employers receive anonymous, aggregated workforce insights.

The purpose is to identify trends and areas for improvement across the workforce, not to disclose an individual’s personal financial circumstances to their employer.

Measurement should be the starting point, not the end point.

FinWELL can help employers move through a simple continuous-improvement process:

IDENTIFY financial wellbeing risks
→ MEASURE workforce needs
→ UNDERSTAND priority areas
→ ACT with targeted education and support
→ MONITOR progress
→ IMPROVE and re-measure

This closely reflects the preventative risk-management approach highlighted within the CLC Code, which encourages organisations to assess risk, introduce appropriate controls and support, monitor effectiveness and continually improve.