There are a number of studies that show both the impact on the physical & mental health of employees, as well as their productivity at work. The PwC Employee Financial Wellness Survey is a great resource (with international figures) and locally, the Momentum Effective Employee Index has some great stats too. A survey commissioned by the American Psychological Association created a great infographic on the effects of financial stress and this article by Forbes gives a great overview of how financial stress impacts physical and mental health.

It does. We are CPD-accredited and all our long-form courses count toward Category F on the BBEEE-Scorecard. Please contact gary@worth.co.za if you’d like more info on how you can use this training across your organisation for points.

Because unless a financial education programme is being offered by a non-profit organisation someone is making money somewhere. Historically, “free” financial education talks have often been conducted by brokers of financial services businesses as a conduit to product sales, where they earn commission based on the “education” or advice they give in these sessions. That’s why we’re fiercely independent educators and are very clear about telling employees that their employers have paid for them to receive this benefit and that we’re not going to sell them anything.

Most Employee Assistance Programme’s (EAPs) only offer financial support services to very over-indebted staff and thereby only service a very small percentage of staff in a reactive way. This is a proactive service to equip the majority of staff in your business that perceive the value proposition of their salaries to be diminishing because they are finding it harder and harder to make ends meet. Because our offering is not only proactive, but also aspirational – we talk about using salaries to build wealth – we get much higher uptake rates than a traditional EAP. So as you can see, it’s a wholly different offering – and that’s why it’s a good adjunct to the EAP service you already have in place.

Sure you can. But we advise strongly against doing so. In our experience, it’s far better to offer this benefit to ALL staff as we know that financial stress affects people throughout every salary bracket and job description. No one is immune. That’s why we typically ask companies to run a pilot (for a cross-section of staff) if they’re unsure so that we can use our financial risk scoring and staff feedback to show you whether it’s worth rolling out across the board.

You pay for what you use. We do not want you paying for staff who do not want to participate in the training. Having said that we do usually have a 92% uptake rate by staff who are offered our employee benefit at our launch talks. If you’re not sure please book a pilot with us.