Clarity builds confidence: A practical agenda for supporting women’s financial independence

Financial independence looks different for everyone. But the foundations of clarity, confidence and support are consistent themes emerging from our latest Global Sentiment Survey research.
Below, we explore four key trends shaping financial independence for working women in the UK, and what they mean for organisations. For employers, these insights highlight a powerful opportunity: to help this segment of their workforce build financial confidence in ways that are practical, accessible and rooted in behavioural insight.

1. Knowing the numbers may build confidence

There is good news.

Over half of women in the UK say they feel optimistic about the future, among the highest levels recorded since our global sentiment survey began five years ago.

Yet when it comes to finances, confidence in financial capability tells a more nuanced story. While many report moderate confidence in managing day-to-day finances, confidence drops significantly when it comes to longer-term goals. Only 1 in 5 feel confident in their ability to save enough for retirement.

Our research shows a link between clarity and confidence. Employees who understand key figures, such as how much income they might need in retirement, are significantly more likely to report feeling confident about achieving long-term financial security in retirement.

Clarity can be a catalyst for confidence. Employers can play a critical role by offering financial education focused on long-term planning and providing access to guidance and tools that help their workforce plan for the future. When employees “know their numbers”, financial independence can start to feel more achievable.

2. A small buffer can potentially deliver big behavioural benefits

Most working women in the UK report having some level of savings. The median reported is £7,500, and only 8% say they have no cash savings at all.

However, only a third feel confident in their ability to save for an emergency.

This suggests a potential disconnect. Employees may have savings, but may not fully understand what they have (individually vs. household), feel ownership over those savings or know how quickly or easily they could access them.

Behaviourally, accessible emergency savings can act as a psychological safety net. Even relatively modest buffers may reduce financial anxiety.

Supporting emergency savings initiatives, signposting accessible tools, or promoting financial wellbeing resources can help employees feel more secure, even if their objective position hasn’t changed dramatically.

Confidence often comes not just from having savings, but from understanding and trusting that they’re there when needed.

3. Addressing worry and financial stress Is part of the path

Financial independence is not purely numerical, it can be emotional too. Two in five working women in the UK say they have often felt worried in the past six months. A third report often feeling overwhelmed.

When asked about stressors, women cited the following financial elements as causing stress:

• Saving enough for retirement – 51%
• Meeting long-term financial goals – 48%
• Meeting immediate financial needs – 42%
• Paying down debt – 31%

These findings highlight a tension between short-term pressures and long-term aspirations.

Importantly, there can be a gap between objective financial reality and subjective perception. Guidance, tools and structured support, such as Fidelity’s financial wellness tool, can help employees align these perspectives and gain a clearer, more balanced view of their financial position.

Feelings of worry and overwhelm can often be situational rather than permanent. Helping employees identify the root causes of stress, and offering practical, accessible support, can potentially strengthen both financial resilience and overall wellbeing.

Our research shows that stress can impact concentration at work, and so reducing financial stress may also support workforce productivity.

4. The workplace is a powerful enabler, but awareness can be a barrier

The workplace has enormous potential to support financial independence. Yet benefit awareness remains a challenge for some.

Nearly one in five women (18%) say they are unsure what benefits their employer offers, and a quarter (25%) say they simply don’t know.

In other words, a significant proportion of employees may not be accessing support that already exists.

Benefit value is only realised if it is understood. Clear, consistent communication, combined with guidance on how benefits contribute to long-term financial independence, may enhance impact.
Employers who integrate financial wellbeing into broader wellbeing strategies may be better positioned to translate provision into perceived value.

Financial independence built on employees’ own terms

The data suggests that financial independence is not just about income or savings levels. It is also about:

• Clarity (knowing the numbers)
• Confidence (believing goals are achievable)
• Security (having accessible buffers)
• Emotional resilience (managing financial stress)
• Workplace enablement (understanding and using available benefits)

For employers, the opportunity is clear. By combining practical tools and effective communication, organisations can help employees move from uncertainty to clarity, and from optimism to sustained confidence.

Financial independence, ultimately, is not one-size-fits-all. But with the right support, it can be built on an employees’ own terms.

^{Data source: The Fidelity Global Sentiment Survey 2025.}