Employers are increasingly looking out for employees’ financialwell-being, and they’re not just looking at retirement preparedness.

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That’s according to Aon Hewitt’s “2016 Hot Topics in Retirement andFinancial Well-Being,” which found that employers are increasinglylooking at a broader financial picture for their employees, and areexpanding financial wellness services, tools, and educationalcampaigns.

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Read: Employees want financial wellnessprograms--privately

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That trend seems set to continue throughout the year, since in2016, 56 percent of employers indicated they are very likely tocreate or focus on the financial well-being of employees in waysthat extend beyond retirement decisions.

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This is an increase of 10 percent from those who said so in2015, and has brought the expansion of employee financialwell-being to the top of employers’ initiative list for 2016.

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The vast majority of employers—89 percent—indicated that theyare very or moderately likely to add tools, services, orcommunications to expand their financial well-being focus.

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And they’re taking a range of actions. Forty-five percent in2016 are helping employees receive automatic payments from definedcontribution plans—that’s up from 35 percent in 2015.

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And they’re also trying to control “leakage,” with 77 percentfeeling very or somewhat concerned about loan usage and 61 percentvery or moderately likely to take some step in 2016 to help curtailleakage.

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They’re not taking a one-size-fits-all approach to financialwellness, either, with 38 percent of employers offering at leastthree different financial wellness services, tools, or educationalcampaigns to employees (out of a list that includes health careeducation, the basics of financial markets, financial planning,budgeting, savings for life events, prioritizing savings, and debtmanagement).

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Read: 10 least money-smart states

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By the end of this year, that percentage is likely to rise to 52percent.

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One may wonder why employers are suddenly so focused on employeefinancial well-being. Respondents to Aon’s study overwhelminglysaid that “it is the right thing to do,” with 85 percent citingthat as their reason.

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The second most popular response was to help increase employeeengagement (80 percent).

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