Employers are spending more than ever on wellness in 2025. Fitness stipends, mental-health apps, meditation tools, meal benefits, and subscription reimbursements now cost companies an average of $500–$600 per employee per year.
Sources: Wifitalents Corporate Wellness Statistics → https://wifitalents.com/corporate-wellness-statistics/; Wellable Employee Wellness Statistics → https://www.wellable.co/blog/employee-wellness-statistics/
The intention is good: reduce stress, improve productivity, support well-being.
But the results?
Less clear.
The Society of Actuaries Research Institute reports that while wellness programs can produce positive effects, consistent, measurable ROI is limited and highly variable, depending on participation and program design.
Source: Society of Actuaries – Effectiveness of Wellness Programs → https://www.soa.org/globalassets/assets/files/resources/research-report/2024/effectiveness-of-wellness-programs.pdf
At the same time, financial stress—not physical or mental health—is now the #1 source of stress for U.S. employees, driving distraction, absenteeism, and turnover.
So, the question for 2025 becomes:
Are employers investing in the right kind of wellness?
What Employees Actually Want in 2025: Guidance, Not Another App
New data from Plaid confirms the shift:
"If convenience is table stakes, guidance is the differentiator."
From Plaid's Fintech Effect Report:
- Nearly 90% of fintech users say financial apps improved their financial lives
- But only 1 in 5 receive guidance from the apps they trust with their money
Source: Plaid Consumer Report → https://plaid.com/blog/fintech-effect-2023/ (same narrative carried into the 2024/25 report excerpt provided)
Employees aren't short on dashboards.
They're short on direction.
Why Traditional Wellness Spend Underperforms
1. It's expensive and inconsistent
Typical spend: $500–$600 per employee
Engagement drops sharply after January.
2. ROI is difficult to prove
The Society of Actuaries notes that the evidence for cost savings is mixed and often inconclusive when measured broadly across employers.
3. It doesn't address the financial foundation
PwC's Employee Financial Wellness Survey finds:
- Financially stressed employees are 4x more likely to be distracted
- 2x more likely to job hunt
- 3x more likely to miss work
Source: PwC Employee Financial Wellness Survey → https://www.pwc.com/us/en/industries/financial-services/library/employee-financial-wellness-survey.html
A gym membership can’t fix financial stress.
A meditation app can’t fix budgeting pressure.
A wellness stipend can’t fix retirement uncertainty.
The ROI of Financial Wellness Is Stronger and More Measurable
Financial wellness produces both ROI and VOI (value on investment):
- Improved productivity
- Higher 401(k) participation
- Fewer hardship withdrawals
- Reduced turnover
- Better retirement readiness
- Greater satisfaction with benefits
- Lower financial stress—which affects everything else
And employers can measure outcomes in real time.
Why Troutwood Delivers Higher ROI Than Traditional Wellness Spend
Troutwood is built exactly around what the industry now says is missing: personalized financial guidance, not just access.
With Troutwood, organizations give employees:
- A real retirement plan
- Clear emergency fund targets
- Budget automation that adjusts as life changes
- Debt-ranking and repayment modeling
- Personalized insights
- Savings and investment tracking
- Real-time account visibility
- Goal setting with guidance
- Engagement incentives and streaks
- Employer dashboards for insights
- Measurable financial wellness scores over time
This is not "wellness."
This is financial stability, which drives every other dimension of well-being.
And the cost is significantly lower than traditional plans.
Value Comparison Example (100 Employees)
Bottom Line: "If Convenience Is Table Stakes, Guidance Is the Differentiator"
- Employees want guidance.
- Advisors need scalable engagement tools.
- Employers want measurable ROI.
- Retirement systems want participants who stay on track.
Troutwood delivers all four.
If your organization is evaluating 2025-2026 benefits spend, financial wellness—and especially financial guidance—is your highest-ROI investment.
Let us know if you'd like the full ROI report or a tailored demo for your team.
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