3 Ways Workplace Benefits Can Help Veterans, Employers

Chris Penny

Kate Winget

Military veterans bring a wealth of experience, leadership and resilience to the civilian workforce, making them an invaluable asset. A 2025 study by Walden University, an online institution, showed that hiring veterans improved organizational performance by reducing training costs and increasing productivity. Once veterans enter civilian life, they often face particular financial challenges such as delayed home ownership, increased risk of predatory lending and identity theft, and above-average credit card debt, according to American Consumer Credit Counseling.

For employers and financial advisers, understanding veterans’ financial needs and addressing them through tailored benefits and inclusive practices is a strategic advantage in attracting and retaining top talent.

Financial Benefits Matter for Veterans

One of the most significant hurdles veterans encounter after leaving the military is financial planning. While many veterans have participated in retirement savings programs like the Thrift Savings Plan, they may start saving later than their peers, and technical barriers—such as rolling over military benefits into employer-sponsored plans—can create unnecessary stress.

Employers can play a pivotal role in easing this transition. Offering financial education programs that explain how to integrate military benefits into civilian plans is a powerful first step. Automatic enrollment in retirement accounts, matching contributions and access to personalized financial coaching can also help veterans build a strong foundation for their future.

These resources can be lifelines for individuals navigating a new financial landscape and can help address issues disproportionately affecting veterans, such as housing insecurity, cybersecurity risks and credit challenges. The 2024 Workplace Wellness Survey, conducted by the Employee Benefit Research Institute, found that veterans who leverage workplace benefits—such as financial wellness programs, retirement planning resources and employee support networks—often report improved financial stability and career satisfaction.

Build a Supportive, Inclusive Community

Financial benefits alone are not enough. Many veterans are aware that their experiences are unique—and often misunderstood—by civilian counterparts.

Veteran-focused employee resource groups, mentorship programs and professional networks offer camaraderie and career guidance. These initiatives help veterans connect with peers who share similar experiences, easing the isolation that can accompany the transition to civilian life.

Support should also extend to practical policies. Dedicated military leave separate from vacation days, continuation of pay during active-duty service for military reserves or National Guard members, and resources for families can all signal that employers respect the ongoing commitments many veterans maintain. These measures are not just accommodations—they are an affirmation of value.

Training for managers and teams is equally important. Educating staff about military culture and the strengths veterans can bring to the workplace reduces stigma and fosters appreciation. When veterans feel understood and respected, they are more likely to engage fully and contribute their best.

Financial Guidance for Vets

Many workplaces offer veterans access to professional financial guidance, including advisers who focus on retirement plans and referrals to dedicated support services. Financial advisers with experience serving veterans and military families can be especially helpful, and veterans should look for advisers who provide comprehensive financial planning, clarify their fee structures and communicate in ways that align with individual preferences.

To further support veterans, companies may consider launching internal programs that focus on the community’s financial issues. For example, Morgan Stanley’s Financial Foundations Program for Veterans provides pro bono financial education and training to interested veterans’ organizations. Led primarily by Morgan Stanley financial advisers who are also military veterans, this program covers essential topics such as budgeting, debt management, retirement, and financial planning and investing.

Each veteran’s financial and personal journey is unique, influenced by factors like time served, family responsibilities and health considerations. Offering comprehensive benefits—such as individualized financial coaching, thorough retirement planning resources and opportunities to foster community—enables veterans to build financial security and pursue meaningful careers. For employers, supporting veterans represents a smart investment in a skilled, mission-driven workforce.

Kate Winget is a managing director and chief revenue officer for Morgan Stanley at Work. Chris Penny is the executive director of Morgan Stanley at Work and a U.S. Army veteran.

This feature is to provide general information only, does not constitute legal or tax advice, and cannot be used or substituted for legal or tax advice. Any opinions of the author do not necessarily reflect the stance of ISS STOXX or its affiliates.