PepsiCo Canada may be known for quenching thirst and satisfying snack cravings, but the organization’s leadership recently identified another kind of demand: clearer, more personalized financial guidance for employees.
The organization already had a comprehensive suite of financial benefits, including savings programs and educational resources, and employees were using them. “We already had strong engagement with our financial benefits,” says Jess Harmgardt, total rewards analyst at PepsiCo Canada. “But when we looked at our overall wellness framework, we saw an opportunity to elevate financial wellness in a more personalized way.”
Financial decisions can feel stressful for many employees, she adds. “We wanted to make it easier for employees to understand what they have and feel confident using it.”
The timing also reflected broader economic pressures and rising employee interest in financial planning. Internal engagement data and employee feedback suggested many workers were looking for more personalized support navigating existing tools.
The goal wasn’t to replace existing benefits, says Harmgardt, but to help employees better understand and use the financial supports already available to them.
Financial check-up
In 2024, PepsiCo Canada launched its financial wellness platform, rolling it out nationally across its food and beverage operations.
The platform, which is now available to all employees, is designed to help them make better financial decisions through small, practical steps. It’s accessible across devices and formats, allowing workers to learn live or on demand and access guidance when it’s most relevant.
Read: Men more likely than women to report reduced stress due to financial wellness programs: survey
Since the organization’s workforce is diverse, not all employees rely on smartphones for workplace tools, notes Harmgardt. “We wanted something that felt substantial and secure.”
Employees complete a financial health check-up and identify priorities, allowing the system to tailor education based on life stage, circumstances, interests and financial goals. Resources include budgeting tools, savings guidance, retirement planning modules and access to financial experts for one-on-one support.
With five generations now represented in the workforce, personalization was central to the rollout, says Harmgardt. “What matters to someone early in their career is very different from someone approaching retirement. The platform adapts to where you are.”
For a new hire, that may mean understanding workplace savings plans or building an emergency fund. Mid-career employees may focus on mortgage planning or education savings. Those nearing retirement can access guidance related to drawdown strategies and income planning.
Employees can also choose how — and how often — they receive information, including via email, Microsoft Teams, WhatsApp or text. Communications can align with life events, benefits enrolment periods or broader financial developments such as interest rate changes.
By the numbers
• Fewer than half (45%) of workplace savings plan members rated their current personal financial situation as excellent or very good, while 39% rated it as adequate and 16% rated it as somewhat or very poor.
• A third (34%) of respondents said their financial situation was significantly or somewhat better than last year, down from 42% who said the same last year.
• 61% of respondents said the cost of living is negatively impacting their financial situation, while 19% said it has had a positive impact and 20% said it has had no impact.
Source: Benefits Canada‘s 2026 Employee Savings Survey
“Employees can opt in to regular education or receive information when it’s most relevant to them,” says Harmgardt.
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That behavioural science approach was a key factor in selecting the platform, she adds, noting the organization’s leadership was looking for a dynamic solution that would evolve alongside employees’ financial needs and support better decisions over time.
“At PepsiCo, we measure everything. We wanted a solution that encourages real behaviour change.”
Integrated wellness
Following the launch, initial uptake signalled strong interest, but engagement alone wasn’t enough.
The organization also measures employee-reported financial confidence and benefits literacy through internal pulse surveys. “We want employees to understand what they have and feel confident using it,” says Harmgardt.
Benefits literacy also remains a core focus. Employers often invest heavily in financial programs that are underused, she notes, simply because employees are unsure how to access them or make decisions about how best to use them. “You can offer strong programs, but if employees don’t know how to navigate them, they won’t use them.”
PepsiCo Canada also considers broader wellbeing indicators, she adds, noting financial stress can affect sleep, focus and overall quality of life. “If we can reduce stress and increase confidence, that supports the entire employee experience.”
Read: RBC educating employees, reducing stigma around money matters through financial wellness hub
Indeed, the platform is one component of a broader, integrated wellness strategy. Financial wellness strategies must reflect workforce complexity, says Harmgardt, including five generations with different literacy levels and financial stressors.
For PepsiCo Canada, strengthening financial resilience isn’t about adding another benefit — it’s about reinforcing a core pillar of employee well-being.
Sonya Singh is an associate editor at Benefits Canada and the Canadian Investment Review.