Overview
For many employers, financial wellbeing is increasingly recognised as a workforce issue, not just a personal one. Rising costs, economic uncertainty and competing financial priorities mean many employees are focused on getting through the next few weeks or months. Yet new findings from Fidelity International's Global Sentiment Survey suggest that extending employees' planning horizons may be an effective way to improve financial resilience and reduce stress. As with many questions in 2026, the solution has AI at its core.
The planning paradox
Many employees understand the importance of their long-term financial goals. In the UK, 40% of working adults identify increasing savings and investments as their most pressing financial priority. Yet their financial planning behaviour often tells a different story. More than a third (36%) do not have a financial plan extending beyond the next 12 months, while almost half focus only on the next few months or less. This may create a disconnect between what employees want to achieve and the time horizons over which they are planning.
The challenge is understandable. Day-to-day financial pressures naturally demand attention. However, the research suggests that when employees remain focused primarily on the short term, they may be missing an opportunity to strengthen their financial resilience and improve their overall wellbeing.
Planning ahead appears to reduce stress
One of the clearest findings from Fidelity's global research is the relationship between planning horizons and financial stress. Globally, employees who focus only on the next week report the highest average number of stressors. As planning horizons extend from weeks to months, years and beyond, the number of reported stressors steadily declines. Employees planning more than 10 years ahead report substantially fewer financial stressors than those focused only on the immediate future.
The pattern is echoed in the UK data. Employees planning only for the next few weeks experience an average of 10 financial stressors. Among those planning for the next 12 months, that figure falls to six. The message is not necessarily that long-term planning eliminates financial challenges, but that having a longer-term roadmap may help employees feel more in control of them.
For employers, this is an important insight. Financial wellbeing strategies have traditionally focused on addressing immediate financial concerns such as budgeting, debt management and emergency savings. While these remain critical, helping employees look further ahead may deliver additional benefits by reducing feelings of uncertainty and improving confidence.
Trusted technology can be an important tool
The good news is that employees are increasingly open to using technology to support their financial decision-making.
Nearly two-thirds (64%) say they would, or already do, use artificial intelligence to understand how much they will need in retirement. More than half would consider using AI to support pension investment decisions (54%) or budgeting and short-term financial planning (52%).
This growing willingness to engage with digital tools creates an opportunity for employers and financial providers. AI-powered guidance, modelling tools, retirement calculators and personalised digital experiences can help employees visualise future outcomes and make long-term goals feel more tangible.
One of the biggest barriers to planning is simply knowing where to start. Digital tools can lower that barrier and help employees move from reactive financial management towards more proactive planning by seeing the projected impact of any behaviour changes. In a world of distraction and competing priorities, removing the emotional distance from long-term financial planning can make a significant difference.
But human guidance still matters
While digital engagement is growing, the research also highlights the continued value of human support. In the past six months, 13% of UK employees have spoken to a financial adviser, rising to around one in five among employees in their twenties and thirties.
This reinforces an important lesson for employers: financial wellbeing is not an either-or choice between technology and human advice. Employees may be comfortable using AI and digital tools for information gathering, education and scenario modelling. However, when it comes to significant life decisions, such as retirement planning, investment choices or navigating complex financial circumstances, many still value the reassurance, empathy and personalisation that comes from speaking with a professional.
The most effective financial wellbeing strategies are therefore likely to combine both. Integrating the best of both approaches will create a more intuitive employee experience that leads to more confidence and better outcomes.
Helping your employees to build a plan for life
The findings point to a clear opportunity for employers to support employees in extending their planning horizons. The objective is not simply to encourage employees to think further ahead. It is to help them build confidence that they can navigate both today's financial pressures and tomorrow's opportunities.
To find out more about helping your employees to build a plan for life, reach out to your Relationship Director or usual Fidelity contact.