Markets falling. Retirement accounts shrinking. Tariffs going into effect—or not. The next 18 months will be defined by economic turbulence. With headlines shifting by the hour and financial futures looking foggy, uncertainty is the only constant. And when uncertainty hits people’s wallets, panic isn’t far behind.

This is where HR leaders can step in as steadying forces. Now more than ever, employees and executive teams need clear guidance, practical recommendations, and a broader perspective to help navigate their economic lives. HR can play a critical role in fostering resilience, supporting financial well-being, and keeping people grounded when the world feels unstable.

While HR professionals aren’t financial advisors, many are finding themselves on the frontlines of employee anxiety—especially when it comes to 401(k)s.

“What should I do with my 401(k)?”

“Should I sell now or hold on?”

“Is this a buying opportunity?”

These are fair questions—but there’s no one-size-fits-all answer. The right move depends on each person’s financial situation, risk tolerance, and retirement timeline.

HR teams aren’t equipped to offer personalized financial advice, and they shouldn’t try to. But what they can do is offer reassurance, share general guidance, and point employees toward trusted resources. Here are a few ways to help your people stay grounded:

1. Encourage professional advice. When employees ask big financial questions, the best first move is to guide them to a certified financial advisor. Finances are emotional territory, especially during downturns. Fear-driven decisions—like selling at a loss—can have lasting consequences. An expert can help employees step back, assess their full picture, and make informed moves.
2. Younger employees? Patience is powerful. If an employee is years (or decades) away from retirement, the best advice is often: stay the course. Historically, markets rebound—and those who stay invested tend to come out ahead. Remind them that 401(k)s are long-term investment vehicles. If they won’t be retiring for 15+ years, they don’t need to adjust their investments with every new headline.
3. Closer to retirement? Knowledge is key. Employees nearing retirement may be more sensitive to market dips—but that doesn’t necessarily mean it’s time to sell. Selling in a down market can lock in losses. Encourage them to get educated, understand their risk exposure, and explore strategies that align with their timeline and goals.
4. Financial literacy is critical. Knowledge is power, and gaining an understanding of the major levers of financial systems like stocks, bonds, CDCs, and more, can help employees get a grasp on their financial situation. Encourage employees to sign up for financial literacy courses, or consider offering one as a benefit. Learning how to diversify their portfolios can help them stay insulated from uncertainty.
5. Got stocks outside the 401(k)? Consider a stop order. For employees who hold individual stocks or ETFs outside their retirement plan, a stop order might be a smart move. It automatically sells shares if the price drops below a pre-set threshold, helping limit losses without needing constant monitoring. Again, this is something to explore with a financial advisor, since every individual will have a different desired threshold for the stop based on their retirement timeline, risk tolerance, and stocks held.

Over the last several years, employees have grown increasingly interested in financial literacy programs. While most employees have a particular skill set of background that gives them expertise, few received the financial training needed to make smart investment choices.

But you don’t need to have the numerical acumen of a CPA or the market savvy of a Wall Street stockbroker to make thoughtful financial decisions for the future. HRs can support employees by providing them with trusted, valuable financial learning opportunities.

Some courses and resources HR leaders can recommend inlcude:

• LinkedIn offers personal finance courses at various levels. Employees can browse by level, length to complete, and more. These courses also list the date they were created, giving employees the opportunity to choose more recent courses.
• Kahn Academy offers a great course on personal finance for beginners. This course covers the basics of personal finance, with topics like budgeting, IRAs and 401(k)s, mortgages, and more.
• Dow Janes offers a financial literacy and investing course specifically for women. Historically, women haven’t been encouraged to understand financial instruments. This course will cover the basics of personal finance in an approachable manner. Dow Janes offers a variety of additional courses, including a course on Intentional Investing.
• Nerd Wallet doesn’t offer financial literacy courses, but they do provide a host of articles and free resources that employees can use to better understand their personal financial options. Their free budgeting spreadsheet could be especially helpful to younger employees, or employees who are beginning to track their expenses.

HR can’t (and shouldn’t) play the role of financial planner. Nevertheless, in times like these, your role as a calm, trusted resource is invaluable. You can help employees feel less alone, less overwhelmed, and better equipped to make the right call for their future. Supporting employees through financial uncertainty lets them know you hear their concerns and are prepared to help. This kind of guidance builds a strong, supportive company culture that keeps employees engaged.

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