Your Benefits Enrollment Already Does Financial Wellness — for Exactly Two Products

Here is the insurance coverage table from our research across 58,406 graded households, and it contains the most useful program-design lesson in the whole report:

Look at what separates the top two rows from everything below them. It is not importance — disability insurance protects the income that funds every other line of a household’s finances. It is not cost. It is that the top two were never really decisions. An employer enrolls you in health coverage. A lender requires homeowners insurance before it will close. Someone with a process made those two happen.

Below that line, households are on their own — and coverage falls off a cliff.

The mechanism is the message

Employers already run the single most effective financial wellness intervention in American life: benefits enrollment. Not because of the education around it, but because it converts a hard, avoidable decision into a default path with a deadline. The table above is what that mechanism achieves — and what its absence looks like everywhere the mechanism doesn’t reach.

The design question for a financial wellness program is therefore not “how do we teach employees about disability insurance?” Education without a mechanism produced the bottom four rows. The question is: what else can we give a default path and a moment?

What a report card adds to enrollment

The reason coverage gaps persist is that no employee experiences them as gaps. Nothing in daily life tells you that your disability coverage is missing — until the day it is the only thing that matters. A financial report card makes the invisible gap visible as a letter grade: insurance graded alongside retirement, savings, debt, and estate, in about three minutes, before enrollment season rather than after it.

That ordering matters. An employee who sees a D in insurance coverage two weeks before open enrollment walks into it with a reason to look at the disability line for the first time. The report card does not sell anything and does not recommend products — it shows the household its own picture, and the enrollment window you already run becomes the action step.

The quiet advantage for HR

This is also the rare wellness intervention with no data burden. The employee’s report card belongs to the employee; the organization sees aggregate participation, and there are no feeds, files, or integrations to manage. You are not taking on their financial data — you are timing a mirror to the one week a year when acting on it is easiest. How employers launch it.

Source for all figures: Savology, The State of Household Finances 2026 — 58,406 households, platform data as of August 2026.