How HR directors can support employees through “Awful April” and financial anxiety

April 2025 has arrived with a financial gut-punch for millions across the UK.

Dubbed “Awful April”, this month marks a painful turning point, with multiple essential bills rising all at once, costing employees hundreds of pounds more over the next year. 

Council tax, broadband, water, mobile, and even prescription costs are all increasing.

And if that wasn’t enough, global markets have taken a hit too. Donald Trump’s latest round of tariffs has spooked investors, sending pensions and investments tumbling, stoking fears of more inflation, and making it less likely that interest rates will fall any time soon.

It’s a lot - and it’s all happening at once. 

As HR leaders, this is a critical moment to step in, offer reassurance, and support your people through what could be one of the most financially stressful months of the year.

It’s not just the rising costs - it’s the cumulative effect. 

Here’s what employees are facing:

Rising essential bills

Council tax bills are up by around 5%. Water bills have jumped by an average of 6%. Broadband, mobile, and TV packages have risen by as much as 8-10%. For many, this adds up to £300–£500 more over the year — money most households simply don’t have spare.

Inflation fatigue

People have already spent two years budgeting and cutting back. There’s nothing left to trim - and now the basics are costing even more.

Market shock from Trump’s tariffs

The president's recent moves have caused global stock markets to fall, affecting UK pensions and investments. Workers are now worrying about the value of their retirement pots, with no clear sign of recovery on the horizon.

Higher interest rates sticking around

Hopes that mortgages and loan repayments would drop throughout the year are fading. Instead, many are locked into high fixed-rate deals or struggling with expensive debt.

Put simply: your employees are under pressure from every angle.

You might not hear people say “I’m struggling” - but the signs are often there:

• Difficulty focusing or making decisions
• Irritability or low mood
• Increased sick days or lateness
• Avoiding social situations or meetings
• Quiet requests for salary advances or overtime

This isn’t about being dramatic. For many, “Awful April” is the tipping point between just-about-managing and real crisis.

Start with empathy and acknowledge what’s happening

Send a short internal message or hold a team huddle, saying: “We know that April’s price hikes and financial news are causing a lot of worry. Please remember - you’re not alone, and we’ve got support in place if you need it.”

That one sentence can make it easier for someone to reach out.

Offer clear financial wellbeing resources

Let employees know where they can get help:

• Free pension guidance from MoneyHelper
• Support with debt from free organisations like Money Wellness, Citizens Advice and StepChange
• Budgeting tools or webinars from your EAP or pension provider

Even better, bring in an expert to run a 30-minute Q&A on how to cope with rising costs and falling pension values.

Look at emergency and flexible financial support

Could your company offer small emergency hardship grants or discounted transport or retail schemes?

Even low-cost options (like supermarket vouchers or meal deals at work) show empathy and make a difference.

Train managers to spot the signs of stress

Managers need to know:

• How to spot financial anxiety in their teams
• What they can say and how to say it
• Where to signpost someone for help (EAPs, HR, or external services)

This turns frontline managers into your first line of defence.

Normalise talking about money and mental health

Financial stress is still taboo - and shame keeps people silent. Break the stigma by:

• Sharing personal finance tips in newsletters or chats
• Including financial wellbeing in mental health campaigns
• Encouraging anonymous questions or feedback through surveys or drop-in sessions

Think long-term: Invest in a financial wellness programme

While short-term support matters, financial anxiety isn’t going away anytime soon. Investing in a financial wellness programme shows a commitment to your employees’ long-term resilience.

A good programme can:

• Help staff build money confidence
• Offer practical tools for budgeting, saving and managing debt
• Utilise technology for personalised, relevant and pro-active support
• Support retirement planning
• Reduce money-related absenteeism and presenteeism

Platforms like moneyappi are designed specifically to help employers deliver financial education, personalised tools, and targeted support - all in one place.

It’s a long-term investment in your people’s wellbeing and your organisation’s productivity.