Why financial wellbeing is a strategic HR priority in pharma

Beyond the bonus: why financial wellbeing is a strategic HR priority in pharma

The pharmaceutical sector is no stranger to complexity. From regulation and rapid innovation to global workforces and shifting market conditions, pharma employees operate in one of the most demanding environments there is. But as many HR leaders are discovering, complexity doesn’t stop at the lab or the supply chain – it shows up in employees’ financial wellbeing too.

One global pharmaceutical organization saw this firsthand during a year of exceptional business performance. Record share values and higher-than-usual bonuses were a clear success story on paper. In reality, many employees were navigating unfamiliar financial territory: crossing tax thresholds for the first time, trying to understand vested share units, and making decisions with long-term implications they didn’t feel fully prepared to handle.

This is a challenge HR teams across pharma are increasingly facing. As equity compensation, variable pay, and global benefits programs become more common, employees need more than generous rewards – they need support to understand how best to utilize the financial opportunity.

From rewards to readiness

Recognizing this shift, the organization reframed financial wellbeing as a strategic priority rather than a “nice-to-have” benefit. The goal wasn’t simply to explain policies, but to empower employees to make informed decisions at critical financial moments – and to feel confident doing so.

Partnering with nudge, the team launched a series of targeted, data-driven campaigns aligned to real employee needs. Timely, personalized communications helped guide employees through share vesting and bonus windows, translate complex tax considerations, and clearly outlined the actions employees could take.

This approach reflects a broader trend in pharma: moving away from one-size-fits-all toward personalized support that fits the realities of high-pressure roles and global teams.

Education that keeps pace with pharma

Employees were encouraged to complete nudge’s Financial Health Checkup, helping them identify where they needed support – whether that meant understanding taxes, maximizing benefits, or planning for the long term.

To deepen engagement, the organization introduced webinars and live masterclasses covering topics such as equity compensation, tax planning, and retirement readiness. Nearly one-third of employees attended live sessions, with many more choosing to watch on demand – a strong signal that flexible learning resonates in fast-paced scientific and commercial environments.

The business case for financial wellbeing

The results were both clear and measurable. Engagement with share-related communications increased significantly, while participation in the bonus sacrifice program rose from 16% to 29%, delivering meaningful savings for both employees and the organization.

Employees who completed the Financial Health Checkup more than once improved their scores by an average of five points, with the greatest gains in understanding taxes, benefits, and long-term planning. Overall, the workforce now scores nine points above the national average for financial health.

Ongoing listening, feedback loops, and AI-driven analysis ensure the program remains relevant and responsive, evolving alongside employee needs and changing external conditions.

Building confidence for what’s next

As the pharmaceutical industry continues to evolve, so must the way organizations support their people. Financial wellbeing is not just about reducing stress – it’s about enabling better decisions, strengthening retention, and helping employees fully realize the value of the benefits on offer.

By embedding financial education into its broader wellbeing strategy, this organization is building a workforce that’s informed, confident, and ready for what’s next.

Contact us to explore how financial education can support your financial wellbeing strategy and business outcomes.