Financial Well-Being

Financial Well-Being

We believe it is critical to focus not only on improving our employees’ physical, emotional and social well-being, but also on helping them to achieve financial well-being.

Doing so helps to reduce stress and distractions in the workplace and contributes to increased worker productivity and loyalty. According to the Society of Human Resource Management’s 2014 study “Financial Wellness in the Workplace,” 24 percent of employees say personal financial issues are a distraction at work, and 39 percent say they spend three or more hours each week thinking about or dealing with issues related to their personal finances. Human resources professionals go even further: Seven out of ten indicate that personal financial challenges have an impact—in some cases a large impact—on their employees’ performance.

One of the guiding principles of our company’s benefits program is that it is designed to protect employees from financial hardship. We do so by providing access to health benefits (with out-of-pocket maximums in the U.S. that vary by pay level) and life, disability and accident insurance to protect employees and their families if the unexpected happens. In addition, we provide various defined-benefit and defined-contribution plans around the world to help employees plan for a secure retirement.

In the U.S., our retirement plans are specifically designed to provide an opportunity for each employee to save at least 15 percent of total pay each year, through a combination of his or her 6 percent contribution to the company’s 401k savings plan, the company’s 401k savings plan matching contribution, and the U.S. retirement plan. Saving 15 percent of total pay each year is important, as most financial experts agree that that is the required savings rate to achieve a comfortable retirement.

As part of the Resources for Living program, all employees globally have access to a free initial consultation with a financial planner for a variety of issues, such as budgeting, debt, retirement, college funding, buying versus leasing, mortgages and refinancing, financial planning and tax considerations.

In the U.S., we also offer the Ernst & Young (EY) financial planning benefit at no cost to employees. This benefit is available to employees in need of personal financial planning assistance. EY planners are available to help reduce financial stress by assisting with topics ranging from cash flow, credit card and debt management to retirement savings and investing, education funding, and more.

Performance

EMPLOYEE COMPENSATION2012 2013 2014 2015 2016
Total compensation paid to employees/payroll, including benefits (in billions) $8.30 $7.70 $7.40 $7.50 $7.77