April 2025 has brought a barrage of price hikes and economic shocks that could leave millions of UK workers feeling overwhelmed. But employers are in a strong position to help.
Council tax, water bills, broadband and mobile costs, and even NHS prescription charges have all jumped this month, adding hundreds of pounds in annual costs for the average household.
At the same time, global markets have taken a hit due to Donald Trump’s latest round of tariffs, impacting pensions and sparking fears of persistent inflation and sustained high interest rates.
With household finances stretched to the limit, many workers are under intense financial pressure and already feeling the effect of ‘Awful April’, with the resulting stress already spilling into the workplace.
“Even if employees aren’t saying ‘I’m struggling’, you’ll see the signs: poor focus, increased sick days, a drop in morale, and quiet requests for salary advances,” explains Ray Law, co-founder of financial wellbeing platform moneyappi.
“HR directors are uniquely placed to help their people through this tough time; not just with empathy, but with practical, targeted support that makes a real difference.”
Here are six ways Ray Law recommends HR teams do to support employees through “Awful April” and beyond:
- Acknowledge what’s happening — and say something about it
A simple message can go a long way. HR should consider sending a short internal note or opening a team meeting with an acknowledgement of the pressure people are under. Something like: “We know the rising cost of living and recent financial news is worrying. Please remember, you’re not alone — and support is available.” Even brief statements like this help reduce shame, encourage openness, and show that the business genuinely cares.
- Signpost to free, trustworthy financial guidance
Many employees don’t know where to turn for help, and the sheer volume of advice online can be overwhelming. HR teams should direct people to trusted, free services like MoneyHelper for pensions and money guidance, or free debt help organisations like StepChange, Citizens Advice, and Money Wellness. These services provide confidential, expert help at no cost. Employers can also make the most of their existing benefits by promoting financial webinars, budgeting tools or EAP services that may already be included in workplace packages.
- Offer short-term financial relief where possible
While budgets may be tight, even small forms of financial support can have a big impact on someone in crisis. Employers might consider offering hardship grants, travel subsidies, or supermarket vouchers. In workplaces with on-site catering, discounted meals or free hot drinks could also ease daily costs. These gestures don’t just help employees stay afloat; they show empathy, build trust, and reinforce a supportive culture.
- Train managers to spot the signs of financial stress
Line managers often see issues long before HR does, but many don’t feel confident addressing money worries with their teams. A short training session or resource guide can equip managers to recognise signs like increased lateness, irritability, or withdrawal from team interactions. Crucially, they should know how to respond sensitively, what to say (and what not to say), and how to signpost employees to support – whether that’s internal help, your EAP, or external services.
- Break the silence around money and mental health
Money worries are still a taboo subject in many workplaces, often linked to feelings of shame or failure. Employers can help change this by normalising financial conversations. That might mean including budgeting tips or benefit advice in staff newsletters, encouraging anonymous questions in Q&A sessions, or tying financial wellbeing into mental health campaigns. When employees see that it’s okay to talk about money, they’re far more likely to seek help before things spiral.
- Invest in long-term financial wellbeing
While short-term support is essential, long-term solutions are what really build resilience. A structured financial wellbeing programme can help employees boost their money confidence, reduce anxiety, and make informed decisions about everything from everyday spending to retirement planning. The result? A workforce that’s healthier, happier, and more productive.
“As cost-of-living pressures continue, financial wellbeing isn’t just a nice-to-have; it’s a business essential,” says Ray Law. “When employees feel supported, both emotionally and financially, they’re more engaged, more loyal, and better able to thrive. It’s time for employers to step up and be part of the solution.”
