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May is mental health awareness month, and we are bringing you tips on what we are seeing in the employee financial wellness market. We know that as a business owner, you’ve got a lot on your plate – starting with running the business amongst all the other “tyranny of the urgent” issues that come up on any given day. But there is one challenge you simply can’t afford to ignore: employee financial wellness and mental health support.

Whether you’re running a scrappy startup or a Fortune 500 giant, you have probably noticed some worrying signs. Maybe your team’s energy is flagging, people are calling in sick more often, or there is a general sense of discontent in the air. These are not just minor hiccups – they are red flags that your workforce might be struggling with their mental and financial well-being. And you’re not the only one experiencing this.

Given the competing priorities as a business owner, we can often overlook workplace financial wellness, even though it is directly tied to mental health, productivity, and company culture. So, how do you “live the values” and make this part of your company’s DNA? The secret weapon might just be strategic HR partnerships.

Why Employee Wellness Matters Now More Than Ever

The stats on workplace wellness programs are pretty eye-opening. The global corporate wellness market is set to explode to a whopping $146.6 billion by 2027. That’s growing at nearly 7% each year! And get this – more than 90% of companies are already on the wellness bandwagon. But here’s the rub: mental health issues are still running rampant, with more than 77% of folks reporting that work is making their mental health worse. Yikes.

Why should you care? Well, employee financial stress alone is costing U.S. employers an estimated $190 billion every month in lost productivity. That is a billion with a B, folks. With a huge chunk of workers feeling the financial squeeze, it is clear that addressing money matters isn’t just nice to have – it’s essential. Don’t believe us? Check out these corporate wellness stats for yourself.

How Strategic HR Partnerships Improve Wellness

This is where INFINITI HR comes in, ready to shake things up in the world of HR solutions. We have a support team that knows your business well. Because of this, we help you dive deep into the wellness pool, weaving financial smarts and mental health support into the fabric of your employees’ daily lives. Here is how our consultants can work with you to change the game with HR wellness solutions:

1. Holistic Wellness Routines: Financial stress is a sneaky productivity killer. That is why we offer financial resources to help your team tackle money worries head-on. By shining a light on these tools available to you at no cost to you or your employees, HR wellness programs become the secret weapon in boosting employee mental health and financial resilience. Want to learn more? Check out our blog on why smart financial planning matters.
   
   When you work with INFINITI HR, you get to tap into our large network of wellness offerings that include but are not limited to Employee Assistance Programs (EAP), telehealth services, dream manager programs and more. These make both your team and your bottom line sing. Check out our HR marketplace for more on our wellness partnerships. 
2. Work-Life Balance That Actually Works: We are all about helping your team find that sweet spot through financial wellness programs for employees. The result? More engaged, productive, and fulfilled employees. And let’s not forget the importance of flexible schedules and personal time – it’s become crucial for keeping our sanity intact. Five years post Covid, we feel this more than ever.
3. Slashing Financial Stress with Pro Advice: We know that not every business can hand out fat raises left and right. But what if you could connect your team with certified financial advisors or set up workshops on savvy money management? It’s not just about making employees feel appreciated – it’s about empowering them to take control of their financial future – both at and outside of work.
   
   At INFINITI HR specifically, you have direct access to our seasoned retirement plan and wealth management consultant. For INFINITI HR, this consultant manages our multiple employer401(k) plan (MEP), which offers pooled plan arrangements to streamline administration and reduce costs for participating employers.
   
   Another strategic HR partnership INFINITI HR has put in place to slash the financial stress and boost employee wellness is with ZayZoon. Together, we have enabled a new way for employees to access their earned wages when they may need them most. As an early adopter of ZayZoon’s earned wage access platform, we’ve seen firsthand how offering employees financial flexibility can give employees control over their paycheck, reduce financial stress and prevent the debt spiral caused by predatory products. More about that here. 
4. Building a Culture That Doesn’t Suck: A mentally healthy and financially secure workplace isn’t just a nice-to-have – it’s essential. Poor mental health can tank job performance and send turnover rates through the roof, which is a recipe for financial disaster. We are not just about the usual HR stuff. We’ve got some tricks up our sleeve that’ll make your workplace feel less like, well, work. Ever tried encouraging random acts of kindness among coworkers? Or how about starting a gratitude journal? Writing down three good things each day can turn a Debbie Downer into a Positive Polly. Want to dive deeper into how job stress impacts health and your bottom line? A recent blog has additional insights for you.

The Link Between Financial Wellness and Mental Health

Still not convinced? Here are some more stats. A growing number of employees are putting their personal well-being front and center, but only 44% actually feel financially secure. And guess what? That lack of financial wellness is directly linked to mental health struggles. It is clear as day – we need HR solutions that tackle both money smarts and mental resilience. Don’t just take our word for it – dive into these employee wellness statistics for yourself.

Key Takeaways and Next Steps

Imagine a workplace where people look forward to coming in, where they feel financially secure and supported by workplace mental health programs. The result? Your company’s output and reputation will soar.

Partner with INFINITI HR and embrace strategic partnerships. Nurture a workforce that feels seen, heard, and inspired. As stress levels drop and productivity rises, you will start to see wellness not as a cost, but as your secret weapon.

As you mull over ways to boost engagement and keep your best talent from jumping ship, remember that INFINITI HR is here to help guide your company into a future where wellness and success go hand in hand. Think about the power of tackling financial stress with genuine empathy and watch how it ripples through your entire organization. This isn’t just about wellness programs – it is about creating a legacy of success that starts with your people.

Interested in other current employment trends? Click the link to view the recent blog: May 2025 State Labor Law Changes for Employers: New Rules in New Hampshire and Ohio or check back for more on human resources, payroll, insurance, and benefits.

This article does not constitute legal advice, and there are subtle variations in employment law as it pertains to these topics, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.

Boost morale and creativity with a simple idea: Say “yes” for a day and transform your culture.

Here’s the deal: You walk into your office and instead of the usual grind, your employees are buzzing with excitement. Why? Because today, their wildest (work-appropriate) dreams are coming true. Welcome to ‘Yes Day’ – a mindset that is all about being flexible, bonding with your team, and injecting creativity and fun into your company culture.

Whether you are running a mom-and-pop shop or steering a corporate behemoth, a ‘Yes Day’ mindset could be just the ticket to breathe new life into your workplace. 

What Is a ‘Yes Day’ at Work?

In today’s high-pressure work environment, the idea of giving employees time or resources to nurture their individual creative inclinations, and perhaps find some joy, might seem counterintuitive. But here is the kicker – happy employees are more productive and stay longer. ‘Yes Day’  build trust, creativity, and engagement. People aren’t just in it for the paycheck anymore. They want to feel valued, have some autonomy, and actually enjoy coming to work. 

The ‘Yes Day’ concept is often used by parents for their young children… sometimes to reward good behavior or – for those with multiple children –  as a way to show individual attention and celebrate. The same concept applies here. At the end of the day, a ‘Yes Day’ is about more than just having fun (though that’s a pretty sweet perk). It’s about building a workplace where people actually want to be. Where creativity thrives, stress takes a backseat, and your team feels like, well, a team. A team that is cared for, heard, and understood.

A ‘Yes Day’ ticks all these boxes and then some. It is like hitting the turbo boost on your company culture.

How to Implement a ‘Yes Day’ for Your Team?

At INFINITI HR, we help teams build meaningful experiences like ‘Yes Day’ that drive culture forward. We are more than just printing paychecks and crunching numbers (though we’re pretty darn good at that, too). We’re here to help you transform your workplace into a buzzing hive of creativity and engagement.

As a PEO client, you’ll be assigned a dedicated HR consultant. With our help, you can identify opportunities to apply the Yes Day concept. We’ve got the know-how to make it happen. Want to level up your leadership game? We’ve got resources there as well. 

Examples of ‘Yes Day’ Success

Picture this: Your office is alive with laughter, high-fives, and a genuine sense of camaraderie. That’s what a well-executed ‘Yes Day’ can do. One green tech startup organized a Yes Day to volunteer at a local charity. Not only did they give back to the community, but they also forged stronger bonds within the team. The outcome? A Forbes feature and deeper team loyalty.

Step-by-Step Guide to Launching Your ‘Yes Day’

Great company culture takes effort. Start with these simple steps to launch your first ‘Yes Day’ :

1. Start Small: How about a monthly ‘Mini Yes Day’? Let your team suggest fun activities – maybe a group brunch or a brainstorming session in the park.
2. Involve Your Employees: Make it democratic. Let people pitch ideas and vote on their favorites. It is all about inclusion! The more you get your people involved in the co-creation process, the more likely they are to engage
3. Lead by Example: Hey, bosses – get in on the action! Show your team you’re not just talking the talk
4. Collect Feedback and Improve: After each ‘Yes Day’, ask for feedback. What worked? What didn’t? Use this intel to make the next one even better.

Need more inspiration? Check out our tips on creating a killer work-life balance or contact us to learn more about how we can help.

‘Yes Day’ is more than fun; it improves morale, lowers stress, and encourages innovation. Start today and watch your culture thrive. It might just be the best decision you make for your business this year. After all, happy employees make for a happy bottom line. And who doesn’t want that?

Interested in other current employment trends? Click the link to view the recent blog: Boost Productivity with Effective Employee Wellness Programs or check back for more on human resources, payroll, insurance, and benefits.

Ready to Build a Happier Team? Contact INFINITI HR to learn how ‘Yes Day’ and other engagement strategies can revitalize your workplace.

This article does not constitute legal advice, and there are subtle variations in employment law as it pertains to these topics, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.

At INFINITI HR, we simplify compliance for small businesses by keeping you informed about labor law changes by state that could impact your company. Stay ahead of employment compliance in 2025 with these new state-specific labor law updates.

Please note: This blog is for informational purposes only. Employers should consult with their dedicated HR consultant or legal counsel to address specific requirements for their organization. Find past compliance updates and HR insights on our website. 

Key Topics This Month: April HR Policy Updates:

1. Missouri: Paid Sick and Safe Leave
2. Vermont: Pay Disclosure Law

Missouri Paid Sick and Safe Leave Law (PSSL) – Effective May 1, 2025

Missouri employers will be required to provide employees paid sick and safe leave (PSSL) in 2025. Employers with less than 15 employees will be required to provide at least 40 hours of PSSL each year. Employers with 15 or more employees must offer at least 56 hours annually

Employers are also required to provide all existing employees and new hires with a written PSSL notice to comply with state leave policy requirements. Additional compliance details regarding the requirements are outlined below.

• Accrual Rate: Employees accrue PSSL at a rate of one hour for every 30 hours worked. Employers may choose to front-load the leave if they prefer.
• Carry Over: Up to 80 hours of unused PSSL time must be carried over from one plan year to the next. Employers should update PTO carryover policies to reflect this requirement
• Using Sick Time: Eligible reasons include for an employee’s own or for the employee’s family member’s mental or physical illness, injury or health condition, or preventative medical care.
• Documentation: When using PSSL for three or more consecutive days, employers may request reasonable documentation to confirm eligibility under the leave policy.
• PTO Policy: If your existing PTO policy is compliant with Missouri PSSL requirements, no additional leave must be provided.

Vermont Pay Transparency Law – Effective July 1, 2025

Employers with at least five employees will be required to include salary ranges or compensation details in job postings for positions in Vermont or for remote employees working for a Vermont-based location.

Job postings must include the minimum and maximum annual salary or hourly wage for the open positions, as required under Vermont’s 2025 pay transparency law. For positions that are paid on a commission basis, employers are not required to disclose the specific pay range, but must clarify the commission structure if applicable. If the position is paid on a tipped basis, employers must disclose that the position is a tipped role and provide the base hourly wage.

Employers should review and update their job descriptions, salary disclosures, and job advertisements to ensure compliance with Vermont job posting laws and salary transparency requirements.

Interested in other current HR and employment law trends? Click the link to view the recent blog: Preparing for Possibilities: Four Considerations for Taking an Extended Leave at Work, or check back for more on human resources policies, payroll compliance, insurance updates, and employee benefits guidance.

This article does not constitute legal advice, and there are subtle variations in state labor law updates depending on where your business operates. It is strongly suggested that you seek HR consultation or legal counsel before making decisions about leave policies, job postings, or pay disclosure.