Healthcare Employers Can Leverage More Intentional Benefit Design, Delivery

Healthcare employers serve a workforce that is diverse in several ways, including economically—from entry-level and support staff to physicians and executives—meaning designing relevant, accessible benefits can be a challenge. However, some financial wellness benefits may offer wide-reaching solutions for employers and employees alike, according to a new Commonwealth report, “Workplace Benefits in Healthcare.”

For example, Commonwealth suggested healthcare employers offer both in-plan and out-of-plan emergency savings accounts to complement existing financial wellness benefits. Recent studies show that access to savings to help cover short-term expenses can support—rather than impede—long-term retirement plan participation.

While only 6% of healthcare workers reported having access to an employer-supported emergency savings program, 27% of that group ranked it among their most valuable benefits, according to Commonwealth’s 2025 national survey of workers earning low-to-moderate incomes, defined as total household incomes of less than $80,000 annually.

In addition to offering emergency saving solutions, Commonwealth made the case for healthcare employers to invest in student loan support for its employee base. The 2025 survey data showed that healthcare workers reported a need for student loan support at higher rates than the overall workforce: 12% reported paying off student loans as a financial priority, and 10% cited student debt as one of their greatest financial challenges. Access remained limited, however, with only 4% of respondents reporting access to employer-sponsored student loan support.

“This dynamic is particularly relevant in the healthcare sector, where many roles require postsecondary education and advanced degrees, certifications and ongoing training, often resulting in workers entering and remaining in the workforce with significant debt,” the report stated.

One option would be for an employer to offer a student loan retirement match, allowing employees to reduce their debt while continuing to build retirement savings, the report stated. “More targeted approaches,” such as tuition reimbursement or direct loan assistance, may also support employee retention in the healthcare field, Commonwealth concluded.

The report also suggested employers incentivize the use of health savings accounts, which are offered in conjunction with high-deductible health plans, which offer lower premiums for the tradeoff of higher deductibles. Employer contributions and clearer communication about HSAs can improve the adoption and effectiveness of the products, particularly when employers are offering an HDHP to workers who may not have sufficient savings to cover the higher out-of-pocket costs of the HDHP, the report stated.

Additional strategies Commonwealth suggested healthcare employers offer included:

• 529 college savings programs, when paired with payroll integration or employer incentives;
• tax-time support, to help workers maximize refunds and access available public benefits;
• financial coaching support, which could assist workers with benefits navigation, selection and engagement; and
• caregiving and transportation benefits, such as childcare or roadside assistance, to avoid potential employee absences.

“When designed intentionally, these approaches can strengthen employee financial stability while advancing employer goals related to retention, engagement and workforce well-being,” the report stated.