Supporting employees through Budget uncertainty

With the Budget just around the corner, lots of people are feeling uneasy about what could change.

Will taxes go up?

Will household costs rise again? 

Will take-home pay feel different?

Even before anything is announced, the worry can start to build.

And that worry doesn’t stay at home. It comes to work with people.

Right now, your employees may be:

• wondering how to manage rising bills
• feeling stressed about mortgages or rent
• concerned about benefits or pensions changing

Or simply unsure what's coming next

This isn’t just something affecting lower earners.

High earners can be stressed too, especially those with big financial commitments.

Financial pressure is personal - and it shows up differently for everyone.

As an employer, you can’t change the Budget.

But you can help your people feel more supported, informed and in control.

Here are some practical, gentle steps to take:

1. Talk about it openly

A short, simple message acknowledging that the Budget may cause worry goes a long way.

It shows people that what they’re feeling is valid, and that your organisation is paying attention.

You don’t need to have the answers yet. Just let people know you’re here.

2. Make sure support isn’t hidden

Lots of employees don’t realise support already exists or only look for help when they're overwhelmed.

Bring financial wellbeing support to the surface:

• Re-share signposting to your EAP or counselling service
• Remind people of any financial wellbeing tools
• Make sure managers know where to point people

If your organisation already uses moneyappi, now’s a good time to remind staff they can:

• Get a clear picture of their income and spending, all in one place
• Spot where money is going and where small changes could help
• Build simple, achievable steps to feel more in control
• Access supportive guidance that helps reduce worry, not add to it

Sometimes just checking and knowing you’re on plan can make you feel calmer.

3. Share quick, simple guidance after the Budget

Employees don’t need jargon or long explainers, just the basics, in plain language.

Consider sending:

• A short internal summary of the key changes
• A one-page “what this could mean for your pay/bills” guide
• A quick drop-in session or short webinar to explain things

Keep it approachable. Let people ask questions if they want to, but don’t put pressure on anyone to join.

4. Give line managers confidence

Managers are often the first person someone opens up to.

But money worries can be uncomfortable to talk about.

Offer managers:

• A few phrases they can use to respond with empathy
• Clear signposting to support tools
• A reminder that they’re not expected to fix anything

It’s about listening and guiding - not solving.

5. Consider small gestures that reduce pressure

Support doesn’t always mean big spend. Small changes can make a real difference.

For example:

• More flexibility with shifts or hours
• A reminder about staff discounts or travel schemes
• Being open where possible about pay timelines or reviews
• Checking that any hardship or advance options are easy to access

Anything that makes life feel a little lighter matters.

6. Remember: anyone could be feeling this

Avoid assuming who is or isn't struggling.

Worry doesn’t always look like worry.

Being gentle and inclusive in language helps everyone feel safer.

Budgets come and go, but the emotional and financial impact can last.

This is a moment to show your employees that whatever happens next, they’re not on their own.

When people feel supported, they show up with more energy, more trust and more peace of mind.

And workplaces feel better for it.