Employers are broadening their financial wellbeing initiatives to assist staff at various stages of the homeownership journey, reflecting a shift from traditional mortgage advice to comprehensive financial education and support, amid rising housing costs and borrowing challenges.
Employers are widening financial wellbeing support to help staff who already own homes, or hope to buy one, as the cost of saving for a deposit, paying higher mortgage bills and managing day-to-day household spending continues to strain budgets. Mojo Mortgages’ July 2026 research found that 79% of UK first-time buyers felt the national curriculum had not prepared them for mortgages, interest rates and the practical realities of owning a home.
That gap is helping to push homebuying support beyond one-off mortgage advice and into broader workplace financial education. Samuel Lathey, chief executive and founder of Bippit, said the most effective approach is no longer a narrow mortgage perk but impartial help with savings, habits and knowing when to seek specialist advice. Tim Perkins, co-founder and chief executive of Nudge, said employers are increasingly treating homeownership readiness as part of a wider financial wellbeing strategy rather than a standalone benefit.
The range of support on offer can cover the full property journey. That may include independent mortgage guidance, financial coaching, conveyancing support, discounted legal services, home insurance and removal discounts. For people still saving, employers can also offer education on budgeting, emergency funds, affordability, credit scores and the effect of debt on borrowing power.
Jonathan Watts-Lay, director at Wealth at Work, said employers can also help staff save for a deposit through workplace savings options such as lifetime individual savings accounts and workplace Isas. He warned that lisas have limits, including caps on property values, making guidance important. He also pointed to tax implications when money is passed to children for deposits, underlining the value of financial education alongside product access.
For existing homeowners, support can shift towards remortgaging, overpayments, protection cover, family finances and planning for events such as separation or bereavement. Lathey said voluntary benefits, including salary-sacrificed home technology schemes, can also help households spread the cost of expensive purchases. Employers are most likely to see engagement when benefits are easy to find through platforms, intranet pages, webinars and targeted campaigns, and when they are offered at the moments staff need them most.
Disclaimer: This article is intended to inform and educate, not to recommend or endorse any financial product, investment or strategy. Please consider your own financial circumstances and seek professional advice where appropriate before making financial decisions.
