February 5, 2026 Re-Evaluating Your Benefits to Better Support Workers

As manufacturers ramp up production to meet 2026 demands, pressure on workers intensifies – and so do the risks.

By Shatrina Cosby, Vice President, Purchasing Power

According to the Q3 2025 National Association of Manufacturers Outlook, one-third of manufacturers anticipate production growth of at least 5% in the next year. However, nearly half of manufacturers foresee no change in full-time hiring, meaning any production increases will need to be absorbed by existing employees. With longer hours and more intensive workloads, it’s no surprise that 45% of manufacturing employees say that their company has been impacted by the labor shortage.

This imbalance can take a toll on both the physical and mental well-being of these employees. The manufacturing sector reports some of the highest injury rates compared to other industries, surpassing industries, such as construction, wholesale trade, and transportation, per U.S. Bureau of Labor Statistics data. These risks can heighten during times of financial uncertainity. MarketWatch reports that 88% of Americans feel some level of financial stress, and 92% say it has caused adverse physical effects, such as loss of sleep, fatigue and headaches.  

Yet financial matters are often sensitive, and many employees hesitate to share concerns with their managers or their HR leaders. By offering discreet and readily available support resources, manufacturers can play an important role in meeting employees’ needs and fostering a safer, more productive environment.

A recent Purchasing Power survey of manufacturing employees found that voluntary benefits can be a meaningful way to relieve monterary burdens. However, not all financial hardships are the same. To meet the needs of their workforce, the optimal benefits mix should cover immediate financial needs alongside financial resources that promote long-term financial wellness. Here’s what that mix might look like.

Easing Day-to-Day Financial Pressures

Purchasing Power found that 55% of employees feel their employer isn’t actively helping them manage everyday bills and expenses. The average cost of an emergency, according to PYMNTS Intelligence, can average around $5,500. When these unexpected expenses are paired with rising electric and gas bills, which typically climb during the winter, financial strain can escalate quickly.

The good news: voluntary benefits can help ease financial pressure when it’s least expected. Child care benefits, for example, can provide relief to working parents who are paying $13,128 on average for child care annually, according to Childcare Aware of America. On the other hand, benefits like student loan repayment assistance and tuition reimbursement are popular for helping employees manage costs for student loan payments today or in the future when they want to advance their careers. These types of voluntary benefits are a win-win for morale and operations.

Medical deductible financing is another powerful voluntary benefit. Even with insurance coverage, emergency room visits can leave employees with significant out-of-pocket costs. At the same time, rising deductibles are causing employees to pay more in out-of-pocket expenses. A SoFi study found that 29% of employees have delayed medical care because of financial concerns. When medical deductible financing is offered as a voluntary benefit, employees have one less barrier to seeking the physical health support they need.

Helping Employees Avoid Long-Term Debt

As employees take on new expenses throughout the year, financial stress often follows. LendingTree found that 36% of Americans took on holiday debt last season, and 42% of them borrowed at interest rates of 20% or more, carrying that debt well into the new year.

Alternative options, such as employee purchase programs, are another voluntary benefit that employees are turning to. In fact, 21% of employees cited employee purchase programs as a top benefit in Purchasing Power’s survey. These programs give employees an option to pay for essential goods and services, such as unexpected needs like car or appliance repairs, or even gift purchases, through manageable payroll deductions. This structure helps avoid high-interest debt and promotes financial flexibility when it’s needed most.

Building Toward Financial Wellness Through Education

The new year is often a time for employees to reset their financial goals. However, when employees face financial difficulty, many may feel uncomfortable discussing their personal finances. That’s why flexible, confidential financial wellness resources matter.

Purchasing Power research shows that among employers who offer financial wellness programs, 39% provide tools to help manage budgets, and 30% offer support to improve credit scores. Additionally, Purchasing Power found manufacturing employees prefer to learn about benefits via email (35%) or in-person meetings (20%), so manufacturers should use a mix of formats in both their offerings and their benefits communications to ensure all employees can access help in a way that works for them.

Manufacturers can even look for ways to leverage pre-existing relationships with vendors, such as financial service experts identified from benefits brokers, to host workshops or Q&A sessions tailored to employees’ financial goals.

Don’t Let Financial Stress Impact Safety and Morale

The new year can bring new expectations and pressures – especially when employees are asked to work longer hours to meet rising production demands while also managing stressors in their personal lives. Those challenges will mix, ultimately leading to greater risks of injuries or burnout on the job.

Employers that proactively address financial stress through thoughtful benefits, whether helping with an immediate bill or offering opportunities for financial education, are investing in their long-term workforce. Supporting employees year-round strengthens loyalty, enhances well-being, and sets the stage for a safer, more productive operation.

About the Author:
With over two decades in strategic B2B leadership, Shatrina’s journey at Purchasing Power has been marked by fostering robust relationships and spearheading operational excellence. Her team has excelled in integrating large-scale clients, driving significant account growth and enhancing top-line performance. At the heart of her role lies a dedication to client success, orchestrating partnerships that resonate with trust and mutual benefit. By harmonizing team leadership with business relationship management, her team has secured Purchasing Power’s competitive edge in the market.

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