Employee Financial Abuse Awareness Survey Template

The form does not ask for names, email addresses, or employee IDs. Department and tenure are collected only if the respondent chooses to share demographic details. To keep responses anonymous, share one general link rather than individual tracked invitations, and report results in aggregate.

It suits HR teams, employee assistance program coordinators, wellbeing leads, and benefits managers. It works well ahead of a financial wellness campaign or an awareness month, when you want to know what employees already understand before choosing training topics.

Controlling where wages go is a common tactic in economic coercion. Many employees do not know they can change or split their direct deposit, or that a personal account in their own name can be an important safety step. These questions show whether payroll communications need to make those options clearer.

Near the end, respondents are asked whether they are willing to share demographic information. Only those who answer yes see the department and length of service questions. Everyone else can submit right away, which keeps the survey comfortable for people who worry about being identified.

Yes. Update the financial topics and support resources to reflect what your company can actually offer, such as specific workshops, counseling partners, or emergency assistance funds. You can also rename the EAP question if your program uses a different name.

Look for gaps between awareness and confidence, such as employees who know the warning signs but would not feel comfortable raising concerns. Use those gaps to plan workshops, refresh payroll and benefits guidance, and remind staff how to reach confidential support.

It is a good idea to add contact details for your EAP or a relevant helpline to the thank-you message. Some respondents may recognize their own situation while answering, and a clear next step makes the survey more supportive.