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Home appliances typically need to be replaced every 10 to 15 years, and doing so can be expensive. Due to the cost and inconvenience, you definitely want to get the entire life out of them before you replace them.

At a certain point, however, it can make more financial sense to get a new appliance vs. paying to have it repaired. Where do you draw the line? Read on to learn how long your major home appliances should last, plus signs that it may be time to replace them.

Before Replacing Anything

Before you replace any appliance you believe is beyond repair, you’ll want to make certain the appliance is no longer under warranty. Calling the manufacturer before shelling out cash for something new when the old one might still be under warranty is a good place to start.

Beyond the manufacturer’s warranty, there may be other options for appliance replacement. Some homeowners may have a home warranty, which acts as a sort of supplemental insurance on appliances in the home that homeowner’s insurance doesn’t typically cover.

It’s important to understand the details of the home warranty to make sure all the rules are followed to have the repair or replacement covered. Another option may be to have a small amount of money saved to cover any potential repairs or replacement that will certainly come up sooner or later.

Recommended: What Are the Most Common Home Repair Costs?

Replacing Common Home Appliances

Here are details on replacing some of the most common home appliances.

Dishwasher

Typical lifespan: The average lifespan of a dishwasher should be about nine years. However, that doesn’t mean everyone will get a decade of bliss with their appliance. About 23% of all newly purchased dishwashers are likely to develop problems or break within the first five years, according to Consumer Reports data.

Cost to replace: The average cost, with installation, of a new dishwasher is $1,300, according to Angi, the home improvement site.

Signs of wear and tear: Typical signs a dishwasher is in need of a little care include leaking, door-latching problems, dishes coming out spotty, or the machine making unusual noises, among other things.

How to make it last longer: Reading the instruction manual and heeding the advice on cleaning the appliance and replacing the appropriate filters is the recommended best practice to get the most years of use out of the unit.

Refrigerator

Typical lifespan: The average lifespan of a refrigerator is about nine to 15 years. However, like dishwashers, fridges also tend to come with some issues at the five-year mark.

Cost to replace: The average cost to purchase a refrigerator is $1,000 to $3,000, not including installation cost (which can average around $210).

Signs of wear and tear: Signs of typical wear and tear include a fridge that is hot to the touch in the back, visible condensation (inside or outside of the unit), excessive frost in the freezer, and unusual noises.

How to make it last longer: Refrigerators should be cleaned regularly to keep them in tip-top shape. This means going deep by keeping door gaskets and condenser coils clean. Since a refrigerator needs space around it to operate efficiently, keeping the top of the unit clear of clutter is important. If the fridge has an ice maker or water filter, cleaning them regularly will keep them in good working order.

Recommended: The Ultimate House Maintenance Checklist

Range

Typical lifespan: The typical lifespan of a kitchen stove and oven — sometimes simply referred to as a range — are dependent on whether it is electric or gas. Electric ranges typically last 13-15 years, while gas ranges should last 15-17 years.

Cost to replace: The price of a new oven and stove combo can range from $600 to $1,300, without installation (which can run $100 to $300).

Signs of wear and tear: Usual signs of wear and tear on a range can include visible cracks in the top, lack of heat on either the cooktop or in the oven, and control panel issues.

How to make it last longer: Making a range last longer through regular cleanings is a consumer’s best bet (are you seeing a theme yet?). Beyond the exterior, also make sure to clean the fans, filters, and oven interior.

Recommended: What Is the Average Cost to Remodel a Kitchen?

Washing Machine

Typical lifespan: The average lifespan of a washing machine is five to 15 years, though some brands claim their machines have an even longer lifespan than that. Still, about 30% of all newly purchased washers are likely to develop problems or completely break within the first five years.

Cost to replace: The cost to replace a washing machine can run between $700 and $1,300. Like the other appliances listed, the cost to install a new washer will likely cost extra.

Signs of wear and tear: Typical signs a washing machine is on its way out include leaks on the floor, unusual sounds, and water no longer filling the internal drum.

How to make it last longer: Beyond the normal cleanings, it’s also important to ensure a washing machine stays balanced, meaning make sure it stays level. After years of loads, it might toss and turn a bit, so leveling it every now and then can pay off. And, of course, regular maintenance like checking hoses and connections, checking for clogs, and ensuring filters are clear are recommended maintenance tasks.

Recommended: How to Pay for Emergency Home Repairs, So You Can Move on ASAP

Dryer

Typical lifespan: A dryer typically lasts 13 years.

Cost to replace: A new dryer can cost between $800 and $1,200, depending on the energy source (without installation). Like everything else on this list, dryer prices can vary greatly depending on size and features.

Signs of wear and tear: Some signs it may be time to look into either fixing an existing dryer or buying a new one include excessive or unusual noises while in use, clothing coming out damp or not drying at all, or any burning smells coming from the machine.

How to make it last longer: Some helpful tips on making a dryer last longer include dividing laundry by fabric weight, keeping a dryer clean and free of debris, regularly cleaning the lint trap, and reducing heat whenever possible. Not every load needs to be dried on high heat — the fabric type should determine the setting used. Air drying is better for some fabrics and will give both the dryer and the electric bill a break.

Garbage Disposal

Typical lifespan: The average garbage disposal should last about 12 years with normal use. If a household uses their disposal more often than average, their disposal may not last quite as long.

Cost to replace: The cost to replace a garbage disposal, on average, is $550, including labor. as of mid-2025, according to Angi.

Signs of wear and tear: Signs of wear and tear on a garbage disposal include excessive noise while in use, abnormal clogging, bad odors, and power failure.

How to make it last longer: To ensure a garbage disposal lives a long and useful life, homeowners are advised to be careful about what they put down the drain. Things like coffee grinds, pasta, or other starchy foods in large quantities shouldn’t go in the garbage disposal as they can clump together causing clogs and other issues with the blade. Using cold water when running a garbage disposal can make it easier for the disposal to break up solids, especially if there is some fat on them, and can reduce the chance of a clog. Non-food items should never be put in a garbage disposal. Reading the owner’s manual that comes with the unit is recommended.

Recommended: Cost to Repair a Plumbing Leak

Affording New Home Appliances

If replacement is your best option but the cost is beyond your budget, you might consider using a home improvement loan to finance the purchase of a new appliance.

A home improvement loan is essentially an unsecured personal loan that is used for home repairs or upgrades. You receive a lump sum up front which you can use to purchase and install a new appliance (or multiple new appliances); you then repay the loan over a set term, often five to seven years, with regular monthly payments. Interest rates are typically fixed.

Recommended: Guide to Unsecured Personal Loans

The Takeaway

Home appliances often last 10-15 years or even longer, but many encounter issues well before then. Deciding whether to repair or replace a home appliance can be a tricky decision and potentially an expensive one. If you decide to replace appliances, it can require careful budgeting. A personal loan could help you afford the new appliances you need.

Think twice before turning to high-interest credit cards. Consider a SoFi personal loan instead. SoFi offers competitive fixed rates and same-day funding. See your rate in minutes.

FAQ

How often should you replace home appliances?

Typically, home appliances last around 10 years, but some may fail before then and others may work well for a longer period of time. When an appliance is not functioning properly and the cost of repair is close to the cost of replacement, you may want to buy a new unit.

What is the 50-50 rule for appliances?

The 50-50 rule says that if an appliance has reached 50% of its lifespan and the cost of repairing its issue is over 50% of the price of a replacement, then it may be time to go shopping for a new unit.

When is the best time to buy a new appliance?

Typically, prices for appliances decrease in late summer and may hit their steepest lows on Black Friday, making those times the best to shop.

SoFi Loan Products
SoFi loans are originated by SoFi Bank, N.A., NMLS #696891 (Member FDIC). For additional product-specific legal and licensing information, see SoFi.com/legal. Equal Housing Lender.

SOPL-Q225-076

With the return of defaulted student loan collections and continued uncertainty surrounding income-driven repayment plans, student debt is once again emerging as a significant source of financial stress for employees across the country. And it’s not just workers who are feeling the strain — employers are increasingly affected as well.

Financial stress is known to contribute to lower job satisfaction, reduced engagement, and lost productivity. Now, new research suggests that student debt is a key factor in employee turnover, with debt-burdened workers significantly more likely to seek new opportunities compared to those without any student loan debt.

A recent study from the MissionSquare Research Institute, for example, found that employees with student debt were significantly less likely to say they would remain with their current employer compared to those without debt (39% vs. 61%). Only 34% of employees in the private sector with student loan debt indicated they’re likely to stay with their employer.

This aligns with earlier findings from the ADP Research Institute, which showed that any amount of student debt increases a worker’s intent to leave their current job — and those with the highest debt loads are twice as likely to be job-hunting compared to their debt-free peers.

Even if employees look but don’t immediately leave, these findings underscore a growing reality: Offering student debt repayment support may be more critical than ever for attracting and retaining top talent.

The Burden of Student Debt and How Employers Are Responding

An estimated one in four privately employed workers carries student debt. The average federal student loan debt balance is now $38,375, and the average total balance (including private loan debt) is $41,618. All told, 42.7 million borrowers currently owe more than $1.6 trillion in student debt, making student loan debt the second largest consumer debt balance in the U. S. (after mortgages).

Pervasive student debt is a barrier to financial security for many employees. Faced with such a heavy burden, borrowers are often unable to save for emergencies and retirement and may be forced to delay big life events.

Not surprisingly, many HR leaders are looking for ways to help. The number of employers offering student loan benefits more than tripled in the past five years, from 4% in 2019 to 14% in 2024, according to data from the International Foundation of Employee Benefit Plans. Here’s a look at some examples:

•   Athletico Physical Therapy: Athletico Physical Therapy, a national provider of orthopedic rehabilitation services partnering with SoFi at Work, provides eligible employees with a $100 monthly contribution (up to $1,200 annually) toward their student loans, starting on day one of employment. According to the company, this tax-free contribution can help the average Athletico employee save as much as $17,076 on their loan after eight years and pay the loans off 20 months faster.

•   Kimley-Horn: A premier engineering, planning, and design consultancy, Kimley-Horn took its award-winning employee benefits to the next level in 2024 with the introduction of matching 401(k) contributions based on an employee’s student loan repayments. How it works: Typically, the company offers a match of double an employee’s 4% contribution to a 401(k) with an 8% company contribution. Now, employees’ student loan repayments can replace all or a portion of the 4% contribution, allowing employees to continue to receive the company’s retirement match while paying down their student loans. Kimley-Horn also offers tuition reimbursement.

•   Community Health Systems: Tennessee-based hospital chain Community Health Systems (CHS) offers an employer-sponsored student loan repayment program designed to offset loan balances by up to $20,000 for most clinical employees. In addition, employees may consolidate their loans and possibly reduce interest rates through the program. CHS also offers a tuition reimbursement program that provides up to $5,000 in tax-free reimbursement annually.

•   CoStar Group: CoStar, a Washington, DC-based real estate data and research provider, offers a company match to an employee’s 401(k) for workers paying off student loans. The maximum total retirement match is 4%, as long as the employee contributes at least 4% of their pay directly to student loan repayment, or to their 401(k).

How to Implement Student Debt Benefits

These days, the question on many benefit leaders’ minds is not if they should implement student loan debt benefits but instead, what is the best way to do so. Below are some tips on how best to manage your student loan repayment benefits.

Consider Student Loan Reimbursement

Under current law, employers can contribute $5,250 annually per employee toward tuition reimbursement or student loan payments on a tax-exempt basis. The provision for student loan repayment, however, will only be available until Dec. 31, 2025, unless Congress passes new legislation to extend it.

Employers don’t have to pay the full $5,250. The average student loan payment is $536 a month, or $6,432 each year. Repaying even a small portion of these monthly payments is enough to impact your employees positively. As we saw above with Athletico, even seemingly small amounts can help employees save thousands of dollars in interest over the life of the loan.

You can start by offering a $100 or $200 monthly payment and increase the amount as you can. You could also offer different payments to different groups of employees. For instance, you might offer a lower payment amount to first-year employees than to those who have been with your company for a few years. This incentivizes employees to stay at your organization, reducing employee turnover and saving on talent acquisition costs.

To determine the amount that works for your company (and is likely to help retain workers), conduct an employee survey to find out how many of your workers carry student debt and would qualify for a reimbursement. You might also look at your future hiring expectations to estimate the number of new employees likely to join the program. From there, you can determine how much your organization can afford to contribute to each individual.

Consider Student Loan Repayment as Salary Deferral for Employer Match into Retirement

The Secure Act 2.0, which became law in 2022, is designed to encourage more American workers to save for retirement. Toward that end, it formally authorizes companies to match employees’ qualified student loan payments with contributions to their retirement accounts, including 401(k)s, 403(b)s, SIMPLE IRAs, and government 457(b) plans.

This provision is not only a win for employees, but also for employers. Lowering debt and helping workers save for the future boosts the overall financial wellness of your workforce. Benefits managers, like those at Kimley-Horn, hope this benefit will help attract talent and retain employees who see their retirement savings increasing and student debt balances decreasing.

If you’re interested in implementing a similar program, there are a few rules to keep in mind. A student loan matching benefit must abide by all the rules of a traditional match, including eligibility criteria, matching contribution rate, and vesting schedule. However, there is one exception: You are allowed to deposit the matching contributions to the employee’s 401(k) plan account less frequently than regular matching contributions, as long as you contribute at least annually.

Recommended: The Future of Financial Well-Being in the Workplace

Rethink Your Tuition Reimbursement Program

Now may be a good time to reevaluate your tuition reimbursement programs or introduce this type of benefit. Tuition reimbursement helps employees avoid taking out large student loans in the first place. It also benefits employers in multiple ways: For one, it helps employees gain new skills and knowledge they can apply at work. It also serves as a retention tool, since workers can take just a few classes per semester while continuing to stay on the job. Including a retention clause specifying they need to stay a certain length of time after completing classes can help you keep valued workers in your organization.

Some things to consider as you start or retool a tuition reimbursement benefit:

•   Types of payment: Generally, employees pay for their classes upfront and submit tuition reimbursement forms to their employers after successfully completing them, but this can be a barrier to participation. Consider paying for classes at registration or directly to the school, making it easier for employers to take advantage of this benefit.

•   Tiered payment: Some programs reimburse employees for a percentage of costs based on their grades. For example, an “A” might qualify for 100% reimbursement, a “B” would get 85%, a “C” might result in 75%, etc. Or, you might pay 100% only for classes with a passing grade.

•   Types of courses: Many employers pay for courses related to the employee’s career. Still, you might include classes that could help your workers pursue other positions in your company.

•   Institutions: Many programs cover any accredited institutions, but a growing trend is for employers to enter exclusive partnerships with education providers.

•   Service requirements: You might specify a vesting period before qualifying for benefits and/or require employees to stay with the company for a certain period after completing the course in order to keep the funds.

The Takeaway

Benefits that can help ease the burden of student debt are important tools employers can utilize to recruit and retain talent and promote financial wellness among employees. This is especially important in light of new data that shows employees who feel they have a heavy student loan burden are far more likely to be in the process of leaving their organization.

SoFi at Work can help. We’re experts in the student lending space. With SoFi at work, you have access to platforms and information that can help build the benefits you need to create a successful and loyal workforce.

FAQ

Are employees changing jobs because of student debt?

They may be looking to do so. Although it might seem counterintuitive, new research shows that employees with perceived heavy student debt burdens are more likely to be job hunting than their peers with lighter or no debt burdens.

What can employers do to retain employees with student debt?

To support employees with student loan debt and improve their intent to stay, consider offering a student loan repayment contribution program and/or matching 401(k) contributions for student loan repayment.

How many employees are struggling with student debt?

That number will depend on your workforce demographics, but about a quarter of privately employed workers in the U.S. carry student debt.

Photo credit: iStock/SrdjanPav

Products available from SoFi on the Dashboard may vary depending on your employer preferences.

Advisory tools and services are offered through SoFi Wealth LLC, an SEC-registered investment adviser. 234 1st Street San Francisco, CA 94105.

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SOAW-Q225-009

You can expect to pay anywhere from $2,000 to $9,000 for a shower remodel, according to the home improvement site Angi. The average cost in mid-2025 is $7,000, but when you think of how often you take a shower, that expense may amortize pretty quickly.

Here’s a closer look at the specific costs involved, some ways to save money on a shower remodel, plus how to get started.

The Process to Remodel a Shower

The first decision you’ll need to make is whether you’re going to hire a professional or do the remodel yourself. If you have experience with home remodeling, you could potentially save a lot of money by taking on the job, since labor can make up as much as 75% of your total remodel costs. However, if this is your first remodel, you could end up spending a lot more fixing your mistakes.

Once you determine if you’re going to hire a professional or not, you’ll need to come up with shower remodel ideas, including the color scheme, shape, shower type (full or shower-tub combo), fixtures you’re going to get, lights, fans or radios you’ll install, and any doors you’ll replace.

If you aren’t sure how to design your new shower, you can ask your contractor for help or hire a designer, but this will add to your costs.

Once you have an idea of what you want to do, your contractor will come up with a plan for your shower remodel and give you an estimate for materials and labor. You can work with them to see if there are cheaper alternatives, like shopping for materials online or choosing less expensive fixtures and finishes.

If you’re going the DIY route, you’ll have to shop around for the materials and pick them up. You’ll also need tools, such as a safety mask and goggles, tape measure, spackle knife, power drill, extension cord, hammer, and stud finder, just to name a few.

An easy way to DIY a shower remodel is to shop for a complete shower system that includes coordinating fixtures. After removing the existing shower walls, flooring, and fixtures, the new materials can be installed. You might choose an all-in-one shower surround, or a shower pan (the base) with tiled walls.

Recommended: 10 Small Bathroom Remodel Ideas

How Much Does it Cost to Remodel a Shower?

Typically, it can cost from $2,000 to $10,100 to remodel a shower, with the average cost coming in around $7,000. Your actual costs will depend on how large the shower is, what kinds of fixtures you’re installing, and the finishes you’re using. Here’s a look at some of the factors that affect the cost of a shower remodel.

Shower Type

A walk-in shower adds a high-end look to a bathroom and is easy to get in and out of. With this option, there’s a lot of wiggle room on budget — you could spend as little as $600 or as much as $12,000 depending on the materials you choose.

You might be able to spend less if you go with a prefabricated shower, which comes with the entire shower surround and fixtures. You can find prefabricated shower inserts in a variety of styles and price points.

A tub-and-shower combination is one of the most popular choices, since they use up less space than having a separate shower and bathtub. You can also customize the look with your tile and fixture choices. On average, a tub-and-shower combo runs from $350 to several thousand dollars.

Recommended: 8 Bathroom Trends You Should See

How to Save Money on Your Shower Remodel

The costs involved in remodeling a shower can add up quickly, so budgeting wisely is important. And once you get into the project, there is always the potential for unwanted — and expensive — surprises. Fortunately, there are ways to keep costs in check while still ending up with a clean, updated look. Here are some to consider.

•  Maintaining the layout If you use the current layout, you won’t need to make changes to the plumbing and electrical. This cuts costs, as well as the chance for costly surprises.

•  Keeping the same drywall If the drywall behind your shower is in good shape, you may be able to avoid tearing it out and starting fresh. If there is some damage, your contractor may be able to simply replace those sections rather than tear the entire wall out.

•  Saving your tub If your bathtub is in decent shape, you might simply give your shower a face-lift by changing the surrounding tile and shower fixtures and reglazing the tub to match.

•  Buying a prefab shower These units can cost significantly less than a custom build and are now available in a range of designs that look luxurious and don’t scream “prefab.”

Recommended: Renovation vs. Remodel: What’s the Difference?

Affording Your Shower Remodel

If you’re eager to remodel your shower but don’t have funds to cover the cost up front, you may be able to finance the project using a home improvement loan.

A home improvement loan is essentially a personal loan used to pay for home upgrades and renovations. These loans are available through banks, online lenders, and credit unions, and are typically unsecured (meaning you don’t have to provide collateral). Once approved, you receive a lump sum of cash up front you can then use to cover the cost of remodeling your shower. You repay the loan (plus interest) in regular installments over the term of the loan, which typically runs up to seven years.

Think twice before turning to high-interest credit cards. Consider a SoFi personal loan instead. SoFi offers competitive fixed rates and same-day funding. See your rate in minutes.

FAQ

How much should it cost to renovate a shower?

The average cost of renovating a shower as of mid-2025 is $7,000, but there’s a wide range of prices depending on the specifics. It could be between $2,000 and $9,000.

Can you remodel a bathroom for $5,000?

It is possible to remodel a bathroom for $5,000, but you will likely be working on mainly cosmetic changes vs. buying new fixtures, choosing top-of-the-line options, and moving plumbing lines.

How much does it cost for a new walk-in shower?

As of mid-2025, a basic prefabricated walk-in shower cost an average of $1,850, including installation. A custom-built shower, however, could cost an average of $8,000.

SoFi Loan Products
SoFi loans are originated by SoFi Bank, N.A., NMLS #696891 (Member FDIC). For additional product-specific legal and licensing information, see SoFi.com/legal. Equal Housing Lender.

SOPL-Q225-078

In 2025, student loan debt remains a major obstacle to financial wellness for millions of American workers. While education is often viewed as the gateway to opportunity, the rising costs of higher education have left many employees burdened by debt throughout their careers.

With ongoing legislative changes, program delays, and economic uncertainty, navigating the student debt landscape has become increasingly complex. For HR professionals, this presents both a challenge and opportunity —- the challenge of creating benefits to address employee concerns about student debt, along with the opportunity to build a more engaged, loyal, and financially resilient workforce.

Here’s a look at the latest developments in student lending — and how HR can play a role in supporting and empowering employees burdened by education debt.

Key Challenges Employees May Be Facing

Despite federal efforts to ease the burden of student loans, 2025 has ushered in a new set of uncertainties. Here are some of the most recent changes in federal loan repayment that may be impacting the financial health of your employees.

Resumption of Collection Activities

The Department of Education (ED) resumed collections on defaulted students on May 5, 2025, after a roughly five-year hiatus. The action affects over five million borrowers who are now in default, with an additional four million in late-stage delinquency. Consequently, nearly 10 million borrowers could soon be in default, representing almost 25% of the entire federal student loan portfolio.

The ED has restarted collections through the Treasury Offset Program (TOP), which allows for the offset of income tax refunds and certain federal and state payments. If borrowers continue to miss payments going into the summer, Federal Student Aid will place them in administrative wage garnishment. This means up to 15% of their disposable income can be withheld from their paycheck and sent to their loan holder.

Legal Uncertainty Surrounding Repayment Plans

The Saving on a Valuable Education (SAVE) plan, designed to lower monthly payments and eventually forgive remaining balances, is currently on ice due to a court ruling that blocks its implementation. The roughly eight million borrowers who signed up for SAVE are now in an interest-free forbearance, and the future of the plan remains uncertain. The same court ruling also paused the forgiveness feature of the Pay As You Earn (PAYE) and Income-Contingent Repayment (ICR) Plans.

A final resolution on these programs may come from the Supreme Court or through Congressional action.

Potential Changes to PSLF

The Public Service Loan Forgiveness (PSLF) program, which promises debt forgiveness for nonprofit and government workers after 120 qualifying payments, is facing renewed scrutiny. An executive order signed by President Trump seeks to limit which employees can qualify for loan forgiveness by changing what counts as public service. If these changes are implemented, some nonprofit organizations could lose their eligibility for the PSLF program.

Supporting Employees With Student Debt

HR departments have a unique opportunity to support employees in their financial journeys. While traditional benefits such as health insurance and retirement savings remain important, today’s workforce increasingly values financial wellness programs that address immediate concerns — chief among them, student loan debt.

Helping employees navigate their student debt repayment journey can lead to meaningful organizational benefits, including:

1. Reduced Financial Stress

According to SoFi at Work’s Workplace Financial Well-Being 2024 survey, employees spend nearly 14 hours a week stressing about finances, over half that time (8.2 hours) during working hours. Perhaps not surprisingly, one in three employees say financial issues impact their ability to focus at work, and nearly 25% say the stress reduces their productivity and confidence on the job.

Employer efforts to alleviate financial stress can lead to increased productivity, reduced absences, and improved overall employee well-being. When workers aren’t preoccupied with looming payments or default risks, they can bring more focus and energy to their roles.

Improve Loyalty and Retention

By actively addressing the student debt crisis and offering support, company leaders can foster a culture of support and empathy within the organization. This can create a positive work environment where employees feel valued and supported in their financial journey. Those employees may feel less inclined to look for a different employer, increasing your organization’s retention rates.

Employees may also be more engaged and connected to their work when they feel their employer takes their financial wellness seriously.

Increased Financial Literacy

HR can also play an educational role, helping to demystify the often-confusing world of student loans. By providing clear, accurate information — through webinars, one-on-one counseling, or curated resources — benefits teams can empower employees to make informed decisions about repayment strategies, consolidation, and forgiveness options.

That can be especially valuable for borrowers with loans in default. For example, if they’re considering enrollment in an income-driven repayment (IDR) plan, you may provide access to a student debt consultant who can help them compare the various options and choose a workable repayment plan.

Key Benefits to Consider

As HR teams explore ways to support employees with student debt, a variety of benefit options are emerging as both impactful and feasible.

Direct Student Loan Repayment Assistance

One of the most straightforward ways to assist employees is by contributing directly to their student loan payments. Under current law, employers can offer up to $5,250 annually in tax-free student loan repayment assistance through 2025. This benefit can be structured as a monthly subsidy, annual lump sum, or performance-based incentive.

Direct repayment support not only helps employees chip away at principal faster but also signals a strong commitment from employers. When paired with financial counseling or other resources, this benefit can have a highly positive impact on employee morale and financial health.

401(k) Student Loan Match

An innovative employer benefit gaining traction is matching employees’ student loan payments with contributions to their retirement accounts. Thanks to changes under the SECURE 2.0 Act that went into effect in 2024, employers can make 401(k) matching contributions based on employees’ qualified student loan payments.

This addresses the common dilemma many young workers face: choosing between paying off debt and saving for retirement. By offering both, employers can help workers build long-term financial security without sacrificing immediate obligations. It’s a win-win that encourages both debt reduction and future planning.

Recommended: Why Financial Wellness Is Important in the Workplace

Financial Education and Counseling Services

In addition to monetary support, HR can offer programs that build financial literacy and empower smarter decision-making. Partnering with financial wellness platforms or nonprofit organizations, employers can provide workshops, online tools, and access to certified counselors.

These resources can help employees:

•   Understand repayment options (e.g., income-driven repayment, refinancing, consolidation)

•   Navigate forgiveness programs (e.g., PSLF and forgiveness through IDR plans)

•   Avoid default and wage garnishment

•   Strategize for long-term financial goals alongside debt repayment

The Takeaway

As we navigate the evolving landscape of student debt in 2025, one truth is clear: employers have a powerful role to play in supporting the financial wellness of their teams. For employees burdened by uncertainty, resuming payments, and potential wage garnishments, HR support can be the difference between ongoing stress and a path to stability.

By offering thoughtful benefits — ranging from financial education to direct loan repayment and retirement matching — company leaders can foster a workplace where employees feel valued and supported.

SoFi can help. We’re experts in the student lending space. SoFi at Work offers student loan information, refinancing, and repayment platforms, along with a range of other benefits tools that can help you build a successful and loyal workforce.

Photo credit: iStock/filadendron

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Money managers can help individuals set financial goals, plot and implement investment strategies, and more. You may not think you need one, either, but an experienced, trustworthy, and savvy guide can be a tremendous help when trying to wrangle your finances. Amid the sea of financial professionals are money managers, who can take a hands-on approach with an investment portfolio.

Before hiring a money manager, however, it’s important to understand what they do, how they get paid, and how they may differ from other financial professionals.

What Is a Money Manager?

Money managers are also known as portfolio, asset, or investment managers. They are people or companies that provide individualized advice about building a portfolio. They buy and sell securities on behalf of their clients, provide updates, and make suggestions for changes as market conditions shift. Clients include individuals and institutional investors like universities and nonprofit organizations.

Money managers have a fiduciary duty to their clients: They are obligated by law to put their clients’ best interests first. This may seem like a no-brainer, but it is not necessarily true of all financial professionals.

Investment advice must advance a client’s goals, not because it is more profitable for the advisor. For example, a money manager could not suggest a particular investment to a client just because the manager would receive higher compensation.

Fiduciary rules mean that advice must be as accurate as possible based on the information that is available. A fiduciary (from the Latin “fidere,” meaning “to trust”) is to take into account cost and efficiency when making investments on behalf of clients, and alert clients to any potential conflicts of interest.

What Makes Money Managers Different?

As you search for someone who can help you invest, you may encounter any number of titles, from asset manager to financial advisor, wealth manager to registered investment advisor. To make matters more confusing, “financial planner” covers a broad range of possible professions. They could be investment advisors, brokers, insurance agents, or accountants.

A potential client can check the registration status and background of a professional or firm on Investor.gov, the SEC’s Investment Adviser Public Disclosure website, FINRA’s BrokerCheck, and/or individual state securities regulators.

Here’s a look at some of the most common financial professionals you may encounter and what may make money managers different.

Registered Investment Advisors

Registered investment advisors, as the name suggests, provide investment advice to clients. They must register with the Securities and Exchange Commission or a state authority, and they have a fiduciary duty to hold a client’s interests above their own. They can manage client portfolios, making trades and offering advice on investment strategies.

Registering as an investment advisor means disclosing investment styles and strategies, total assets under management, and fee structure. RIAs must also disclose past disciplinary action and conflicts of interest.

Broker-dealers

A broker-dealer is an individual or company licensed to buy and sell securities. Brokers act as middlemen, buying and selling stocks and other securities for other people. When they are buying for their own accounts they are functioning as dealers.

Stockbrokers usually work at brokerage firms and earn their money by charging a fee for transactions they make.

Brokers register with the Financial Industry Regulatory Authority, an industry group. FINRA has enforced a “suitability” rule for them, meaning they needed to have reasonable grounds to believe that a recommended transaction or investment strategy involving a security or securities was suitable for the customer.

Now the SEC is enforcing a new rule, Regulation Best Interest, that establishes a “best interest” standard for broker-dealers. It requires them to stop referring to themselves as advisors if they aren’t working under a fiduciary standard.

Certified Financial Planners

Financial professionals who carry the CFP® credential have gone through the rigorous training and experience requirements required by the CFP® board. They must also pass a six-hour exam.

They have a fiduciary duty to their clients but can offer services that don’t require regulation. They can help with general financial planning, such as putting together a retirement plan or a debt reduction plan. They may make recommendations about asset allocation, investment accounts, and tax planning.

Money Managers

Money managers may offer a combination of the services mentioned above. They chiefly manage people’s investment portfolios, but they may also offer other forms of financial planning. They likely give investment advice, which means they must be registered as an RIA.

Pros and Cons of Hiring a Money Manager

HIring a money manager, like any other financial professional, can have its pros and cons.

Pros of Having a Money Manager

The advantages of having a money manager are rather obvious: You get expertise and experience in helping you make financial decisions. This can save you a ton of resources — such as time — when trying to decide your next moves. It could, potentially, save you money, too, in saving missteps that need to be rectified (rebalancing your portfolio, for instance). In short, though, the pros of hiring a professional are that you have a professional guiding hand helping you out.

At the end of the day, a money manager is theoretically better at managing money than the average person.

Cons of Having a Money Manager

Likely the biggest drawback, in most people’s minds, to hiring a money manager is that you need to pay for their service. Some people may also like to make their own decisions as it relates to their money, and have trouble handing over the reins, so to speak. There’s also the chance that a money manager has a conflict of interest or is not acting in your best interests — something to be aware of when looking to make the right hire.

How Do Money Managers Get Paid?

Money managers typically charge a management fee equal to a percentage of a client’s portfolio each year. On average, advisors charge between 1% and 2% of clients’ assets under management. But there are a lot of variables to consider.

A manager’s fees may be assessed quarterly, which could mean the amount you pay at the end of the year may be a bit more or less than if you were to pay annually.

An asset manager’s fees may also decrease depending on the size of an account. For example, fees on very large accounts may be smaller so that single clients don’t end up paying exorbitant amounts.

Asset managers and other financial advisors may also charge an hourly rate, especially if they are doing any consulting or working on a special project. They may also charge fixed fees for certain services. Some advisors and managers may earn a commission when purchases or trades are made. And there may be performance-based fees if a portfolio performs beyond an established benchmark.

Fee-only advisors earn their money only from the fees they charge clients. They do not earn commissions. This fact makes them distinct from fee-based advisors, who may earn money from fees and commissions.


💡 Quick Tip: When you’re actively investing in stocks, it’s important to ask what types of fees you might have to pay. For example, brokers may charge a flat fee for trading stocks, or require some commission for every trade. Taking the time to manage investment costs can be beneficial over the long term.

Should You Hire a Money Manager?

Managing your money can take a lot of time and effort, especially if you have multiple investment accounts or you’re juggling a lot of assets.

Money managers typically have many advantages when it comes to choosing investments. Not only are they trained to make investment decisions but they typically have access to a lot of information — including analytical data, research reports, financial statements, and sophisticated modeling software — that the average person doesn’t have. So they may be better equipped to make informed decisions.

For investors who have struggled to understand how to best put their money to work in order to meet financial goals, a money manager may be able to help. A large portfolio isn’t necessary. Even those who are just starting out may be able to benefit from working with one.

Even if you’re just starting to invest, it may be worth it to look into hiring one.

3 Tips on Choosing a Money Manager

You can review some money management tips, but additionally, here are a few things to keep in mind when choosing a money manager.

1. Know What You’re Looking For

Before hiring a money manager, figure out what type of financial help you need. If you’re just starting out, you may want to hire someone who can help you put together a long-term financial plan, for example.

2. Check Credentials

An online check with one or more of the aforementioned official websites will show how long an advisor has been registered, where they have worked, and what licenses they hold.

3. Interview

After narrowing the search, it’s a good idea to speak to a few candidates to get an idea of how they communicate, how they typically work with clients, and how they are compensated. If an advisor is cagey about answering the latter question, that’s a red flag.

The Takeaway

With so many titles and options, from financial planner to broker and money manager, it might be hard to choose a guide to handle your finances. A money manager is a strategist who specializes in managing investment portfolios and has a fiduciary duty to clients.

There are a slew of different types of advisors, planners, and managers in the financial world, so it’s important to know the differences. It’s also important to keep in mind that hiring a money manager can have pros and cons. Bringing in professional help may not be the best route for everyone.

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FAQ

What is the difference between a money manager and a financial advisor?

A money manager is a sort of subset of financial advisors, often with more specialized services offered to clients. The differences likely lie in the specific services and expertise offered.

Is it worth it to use a money manager?

If you value expertise and a guiding hand in the market, hiring a money manager may be worth it to you. Be aware, though, that there are costs to hiring a money manager, and the costs may not always outweigh the benefits for everyone.

Is it better to have a financial advisor or a financial planner?

Depending on your individual circumstances, goals, and needs, whether a financial advisor or planner is better will vary. Each may offer different services, so know what you’re looking for before hiring either.