How Modern Employee Benefits Improve Retention & Hiring

by Julie Lee 5 min read December 16, 2025

At A Glance

Offering modern employee benefits around financial wellness can help employers with retention and new hiring.

In a labor market where 51% of employees are actively seeking new opportunities and 42% of turnover is considered preventable, employers are under increasing pressure to stand out. One of the biggest shifts driving this competition is the growing emphasis younger generations place on employee benefits when evaluating job offers. As a result, companies are looking beyond salary to attract the best talent and retain their top performers.

One of the ways companies are addressing this problem is through modern, or non-traditional, employee benefits. These are typically perks and programs that go beyond the traditionalcompensation package of salary, health insurance, and retirement plans. They’re designed to address the evolving needs, values, and lifestyles of today’s workforce.

Modern employee benefits can include flexible work options, which allow team members to perform their jobs remotely and/or with flexible hours. In addition to standard healthcare benefits, some businesses provide access to mental health services, such as counseling and mindfulness programs. Other businesses offer learning and professional development programs that include tuition reimbursement and job-related sabbaticals.

Modern employee benefits could also include lifestyle rewards, such as gym memberships, wellness retreats, volunteer days or travel stipends. One of the most attractive benefits are financial wellness programs, which can consist of financial coaching, identity protection and restoration, and device and data protection tools.

Financial wellness: a key modern employee benefit

What exactly is financial wellness? The U.S. Consumer Financial Protection Bureau defines it as “the feeling of having financial security and financial freedom of choice, in the present and when considering the future.” How employees feel about their finances, especially in the face of rising costs and higher interest rates, can impact their job performance.

Employees often find themselves under pressure from their everyday financial challenges. This pressure can bleed over into work performance, directly impacting productivity. Morgan Stanley’s State of the Workplace 2025 report found that 66% of employees indicated that financial stress was negatively impacting their work and personal life. The study further revealed that 91% would have a greater investment in the company if their employer provided financial benefits that met their specific needs. And 84% of those surveyed believed their employers should be assisting them with their financial issues.

Modern employee benefits that focus on financial wellness can address this need. It’s important to note that financial wellness isn’t simply about bolstering employee savings and building their credit standing. Providing programs that enable employees to protect themselves against the threat of identity theft and fraud is equally important. One employee survey revealed that 77% of employees faced some form of identity theft in 2024, and 42% indicated that worries about this led to higher stress levels at the workplace.

Providing a comprehensive financial wellness program that includes financial and credit literacy, as well as identity theft protection and restoration is not only good for employees, but for businesses as well.

A closer look at financial wellness tools

When modern employee benefits include financial wellness tools, companies are better able to secure top talent, improve retention, and increase overall workforce satisfaction.

Some tools that can help employees include:

  • Identity protection and restoration – Businesses can offer employees vital tools they can use to avoid falling victim to identity theft and fraud. Such a tool can monitor personal information, send potential fraud alerts, and provide invaluable resolution services to aid in faster recovery. By minimizing fraud risk, employees feel their personal information is safe, which allows them to focus on being productive.
  • Credit education and financial managementWhen employers offer a comprehensive credit education and financial management program, employees can gain crucial best practices for paying down debt and increasing their credit score. This type of guidance is absolutely critical for empowering employees to set goals, make actionable plans, and track their progress. Providing instructive credit education resources demonstrates the employer’s commitment to supporting employees beyond the office.
  • Device and data protection – Employees are acutely aware of the constant threats to their personal data. Providing tools that can empower team members to take ownership of their financial data and protect their information from falling into the wrong hands is essential. Employers can provide proactive digital privacy tools that help keep passwords and other personal information private and secure while browsing.
  • Digital identity management and exposure remediation – As data breaches continue to rise, employees need support reclaiming control of their personal information. Digital identity management tools can help individuals identify where their data has been exposed online, remove or suppress sensitive information from risky sites, and monitor for future exposure.

Modern employee benefits from a trusted source

When offering modern employee benefits geared toward financial wellness, it is important that these tools come from a trusted source. Experian® is a leader in the industry, supporting and protecting more than one billion consumerswith a proven track record of credit education and identity protection. Experian’s My Financial Expert® platform, which offers more than 50 powerful financial wellness features, helps employees be better prepared to manage their financial well-being.

Employers can also avail themselves of an anonymized and aggregated analysis of the overall financial health of the company’s employee population. By utilizing metrics such as credit snapshot, debt-to-income (DTI) ratio, credit delinquencies and more, Experian offers a roadmap to tailor benefit strategies that meet the specific needs of employees.

When modern employee benefits include robust, easy-to-use financial wellness tools, employees feel supported. By educating and enabling employees to address pressing financial and security concerns, employers are able to reduce stress, minimize distraction and improve job satisfaction. This can lead to better job retention and the ability to attract high-quality applicants.

In short, modern benefits can be a potent tool that shows employers value their employees, while improving productivity and strengthening the business.

Watch our recent webinar or visit our website to learn more about our financial wellness programs.


Related Posts

Rewriting the Road Ahead with Longer Loan Terms and Increased Refinancing Options

The automotive market is entering a new phase defined not just by what consumers are buying, but by how they’re choosing to finance it. According to Experian Automotive’s State of the Automotive Finance Market Report: Q1 2026, nearly one-third (35.55%) of all new vehicle loans now stretch more than six years, up from 30.83% in Q1 2025. Similarly on the used side, 31.54% of loans extended more than six years, an increase from 28.60% last year. The shift highlights why affordability is reshaping how consumers are financing their vehicles, particularly in larger and higher-priced vehicles. Refinancing gains traction as interest rates stabilize In addition to longer-term loans, consumers are becoming increasingly deliberate with their financing decisions and managing monthly payments as refinancing activity has gained momentum. For instance, consumers who refinanced this quarter lowered their interest rate by 2.2% and saved an average of $81 on their monthly payment. Credit unions, in particular, continued to play a major role in helping consumers secure more affordable payment options. In Q1 2025, credit unions accounted for the lion’s share of automotive refinancing at 63.43%, from 62.31% a year ago. By comparison, banks went from 23.51% to 22.59% year-over-year. Furthermore, those who refinanced with a credit union saved an average of $101 this quarter, whereas those who refinanced with banks saved $60. Expanding credit access through flexible financing Another notable trend this quarter was the incessant growth in subprime financing as credit accessibility across the market continues to increase. In the first quarter of this year, subprime borrowers made up 15.75% of total vehicle financing, from 14.40% last year. For new vehicles in particular, the subprime market went from 5.61% to 6.88% year-over-year, while subprime in used vehicle financing grew to 20.60% this quarter, from 19.36% a year ago. Increased activity in the subprime segment highlights continued confidence in the automotive market and underscores the importance of expanded financing options. As consumers seek greater flexibility with financing decisions that fit their lifestyle, lenders and dealers have the opportunity to approach them with more personalized solutions. These trends are helping keep both new and used vehicle markets moving forward, while creating new opportunities for consumers to manage payments and purchase confidently. To learn more about automotive finance trends, view the full State of the Automotive Finance Market Report: Q1 2026 presentation on demand.

Published: June 2, 2026 by Melinda Zabritski
Staying Competitive After Trigger Leads Evolve: A Roadmap For Lenders

Trigger leads have long been the preferred solution for identifying high-intent mortgage borrowers. But with the implementation of the Homebuyers Privacy Protection Act (HPPA), which introduces new limitations and consumer protections around trigger leads, that playbook will need to shift. Now, lenders are quickly facing a pivotal shift in how they discover, engage, and convert prospective borrowers into customers. The industry now stands at a crossroads. Lenders who adapt early—leaning into predictive tools, consent-based engagement, and smarter prescreening—will redefine borrower acquisition in a more privacy-centric era.  HPPA: A structural change to mortgage marketing  The HPPA amends the Fair Credit Reporting Act by significantly restricting the use of mortgage inquiries for prescreen purposes. As of March 5, 2026, credit bureaus may only provide or utilize mortgage inquiries to:  End users with explicit borrower consent  The originator of the consumer’s current mortgage  The servicer of the consumer’s current mortgage  An insured depository institution or credit union where the consumer has an existing account  While these exemptions may provide continuity for banks and credit unions, many mortgage brokers and nonbank lenders will need to overhaul their prescreen practices—or risk being cut off entirely from a previously high-performing acquisition channel.  Why this isn’t just a compliance shift—It’s a strategic recalibration  Mortgage triggers in prescreen allow lenders to react instantly to consumer intent. Lenders rely on a prompt and convincing narrative to entice applicants to switch lenders. Mortgage inquiry triggers are effective and were, therefore, a prospecting strategy for many lenders. Recent legislative changes significantly restrict the availability of these inquiry triggers, and impacted lenders are focusing on a more intentional prospecting strategy to compete.   Without these mortgage triggers in prescreen, lenders need to ask:  Who are we trying to reach?  What early signals can we act on?  How do we earn permission and attention before a mortgage inquiry ever happens?  Transforming the funnel: From reaction to anticipation  The shift in mortgage inquiry-based prescreen isn’t the end of high-intent lead targeting. It’s the beginning of a more strategic and intentional approach—one that leverages earlier indicators of mortgage readiness and focuses on building relationships, not just closing transactions.  Here’s where the momentum is evolving, creating a new and smarter funnel:  Prescreen marketing: Using credit and behavioral attributes to help identify consumers who meet specific lending criteria before they signal active intent.  Predictive modeling: Leveraging propensity scores or custom models to prioritize outreach based on conversion likelihood.  Consent-based engagement: Implementing compliant mechanisms to capture and manage borrower opt-ins at scale.  The power of predictive modeling  According to recent industry interviews, propensity modeling is emerging as one of the most effective replacements for trigger-based prescreen. These models analyze hundreds of credit attributes—such as utilization, account mix, account age, and depth—to help identify consumers statistically more likely to seek a mortgage.  For lenders just beginning to use predictive modeling, off-the-shelf models can be a quick way to identify potential borrowers. For example, when layering propensity scores on top of credit eligibility, which can improve borrower targeting, many lenders see an increase in open mortgage loan rates.  Meanwhile, custom-built models, which analyze a lender’s own campaign performance over time, offer the highest level of precise targeting. These models isolate the attributes most predictive of conversions within a specific product mix—optimizing not just volume, but fit.  Speed without traditional triggers? It’s possible  One of the biggest concerns among lenders is maintaining the speed historically enabled by trigger leads. But that concern may be overblown.  Self-service prescreen platforms now allow marketers to generate qualified lead lists in as little as 24 hours, enabling rapid response during rate drops, competitive shifts, or seasonal demand spikes.   For those new to prescreening, batch campaigns still offer value, especially with analyst support.   Don’t overlook retention  In an era of intense acquisition competition, retention becomes a key differentiator.  Lenders who monitor property status, cash flow, and consumer credit behavior can proactively identify when an existing borrower is likely to list, refinance, or exit. Armed with that intelligence, lenders can re-engage with the borrower at the right moment—sometimes before a competitor is considered or contacted.  This level of behavioral intelligence may soon separate proactive lenders from reactive ones.  Actions instead of reactions  The evolution of trigger-based prescreen doesn’t just require new tools; it demands new thinking. Lenders should begin by auditing their current pipelines and determining:  What percentage of our acquisition is dependent on triggers?  What share of our book falls under the HPPA exemptions?  How will we scale compliant opt-in collection?  Are our current prescreen or modeling capabilities future-ready?  Those who answer these questions today—and act on them—won’t just be in compliance with the new laws, they’ll lead in a transformed market. Lenders should also be asking:   Do we have the infrastructure to collect and act on borrower consent?  Are our acquisition teams equipped to run prescreen campaigns — both batch and self-service?  What predictive models are we using (or could we use) to prioritize leads?  Are we proactively monitoring our portfolio to catch retention risks early?  How are we preparing our sales teams for longer, more consultative buying journeys?  Conclusion  The HPPA signals a shift away from relying on passive, inquiry-based prescreen acquisition and the beginning of smarter, more strategic engagement with potential borrowers. Lenders who embrace this transition early will find themselves not just compliant, but competitive—with deeper borrower insights, better conversion rates, and stronger long-term customer relationships.  The market is moving. The only question is: will you lead the change or chase it?  Citation  Experian. (2025, November). Interview: How the Homebuyers Privacy Protection Act is reshaping mortgage marketing—and what lenders should do now [transcript]. Experian Mortgage Insights. Insights based on lender feedback, campaign performance data, and analysis of prescreen marketing strategies and predictive modeling outcomes were gathered from Experian client engagements and internal mortgage analytics between May and October 2025. Homebuyers Privacy Protection Act timeline and legal context referenced from legislation signed September 5, 2025, with implementation beginning March 5, 2026.   

Published: April 22, 2026 by Ivan Ahmed

Subscribe to our thought leadership

Enter your name and email for the latest updates.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

Subscribe to our thought leadership

Don't miss out on the latest industry trends and insights!
Subscribe