Menopause Finances: Preparing for Healthcare Expenses and Career Transitions

Menopause usually hits between 45 and 55, when many are making the most money. This guide helps you protect your income, savings, and retirement. It's all about planning for menopause financially, keeping your health and future goals in mind.

The Mayo Clinic's research, as shared by NFP, shows symptoms can lead to lost work and higher medical bills. Experts also talk about a "menopause penalty" on earnings and career growth. This highlights the importance of managing healthcare costs during this time.

We'll show you how to budget for treatments and use insurance and employer benefits. You'll also learn to navigate a career change during menopause. Our goal is to help you stay on track, even as your needs change.

This article combines advice from top banks and benefits experts with insights from workplace studies. Our aim is to give you practical tools to act now, reduce stress, and secure your future.

Key Takeaways

• Menopause financial planning helps protect income during peak earning years in the United States.
• Managing menopause healthcare costs early can reduce lost work time and prevent budget shocks.
• Use insurance, employer benefits, and tax-advantaged accounts to lower out-of-pocket spending.
• A dedicated “menopause fund” adds flexibility for doctor visits, medications, and therapy.
• Plan for a possible menopause career transition with steps that support your long-term goals.
• Small, steady actions—budgeting, saving, and coverage reviews—build resilience over time.

Understanding the Financial Impact of Menopause on Work, Income, and Savings

Symptoms can affect paychecks, savings habits, and job choices. The financial impact of menopause shows up in missed shifts, slower promotion paths, and reduced retirement contributions. By navigating menopause costs early, many workers protect earnings and plan for menopause healthcare expenses without derailing goals.

Insomnia, brain fog, hot flashes, and mood shifts can change daily routines and workplace outcomes. Clear plans reduce stress and support a smoother menopause career transition.

Lost income from missed workdays and reduced hours

Missed days, late starts, or leaving early can cut take-home pay. Reduced schedules may help health, yet they also lower overtime and bonus eligibility. Research cited by NFP and the Mayo Clinic points to large nationwide losses, showing how even small weekly gaps add up over a year.

For hourly workers, the hit is immediate. For salaried roles, shortfalls appear in bonus pools and performance ratings. That is where navigating menopause costs matters, so cash flow stays stable during symptom spikes.

Long-term career effects and earning capacity

Turning down a stretch role, pausing travel, or stepping back from client-facing work can slow pay growth. NFP reports many women adjust responsibilities due to symptoms, and productivity dips can influence reviews. The Institute for Fiscal Studies notes a sustained earnings penalty following diagnosis.

When support is scarce, exits rise and reentry is hard. Planning for a menopause career transition—through task redesign, hybrid schedules, or phased goals—helps preserve momentum and future wages.

Pension and retirement savings implications

Lower hours and stalled raises reduce 401(k) deferrals, employer matches, and Social Security credits. This is most acute from ages 45 to 55, when contributions typically peak. Smaller deposits today compound into smaller balances later, as menopause healthcare expenses stretch budgets.

Aligning savings rules with health needs—auto-increasing contributions after symptom relief or using catch-up features—can steady long-term balances while navigating menopause costs in the near term.

Economic ripple effects for employers and the broader economy

Employers face productivity losses, higher turnover, and disrupted pipelines when experienced staff scale back. The Menopause Foundation of Canada highlights sizable wage losses and measurable employer productivity hits when symptoms go unmanaged.

System-wide, talent shortages and increased public health spending weigh on growth. As pharmacist Nese Yuksel and other experts note, addressing sleep issues, vasomotor symptoms, and brain fog can lift performance and reduce exits, easing the broader financial impact of menopause.

The Financial Side of Menopause: Planning for Healthcare Costs and Career Change

Menopause financial planning is all about being simple, steady, and realistic. View it as any other life event that needs a clear plan. Use a calm, step-by-step approach to manage menopause healthcare costs and keep career options open.

Creating a menopause savings strategy and dedicated “menopause fund”

Begin by setting up a special account for your "menopause fund." Set up automatic transfers from each paycheck, as banks like RBC suggest. This menopause savings strategy helps cover variable care, short leaves, or reduced hours without touching long-term investments.

Integrate this fund into a broader review of your finances. Consider cash flow, debt, taxes, and risk. Keep some cash for immediate needs, and let retirement accounts grow through investment.

Budgeting for treatments, doctor visits, and medications

Research the costs of hormone therapy, prescriptions, supplements, therapy, and specialist visits. Check your insurance's drug list and visit copays to set realistic monthly and annual targets for managing menopause healthcare costs.

First, use employer resources like EAP counseling, virtual care, and support groups to lower costs. If eligible, direct qualified expenses through HSAs or FSAs. Time contributions around peak symptom periods.

Aligning short-term costs with long-term financial goals

Protect your retirement by matching near-term medical costs with liquid savings. Build a cushion for possible role shifts, reduced hours, or brief leave. This is practical menopause financial planning that keeps your future secure.

Track your progress every quarter. Adjust contributions and coverage if symptoms change. Keep the plan flexible so The Financial Side of Menopause: Planning for Healthcare Costs and Career Change stays aligned with life and work.

Navigating Menopause Healthcare Expenses: Treatments, Insurance, and Out-of-Pocket Costs

Smart choices today can lower tomorrow’s bills. This section helps you understand menopause costs. It guides you in managing healthcare expenses and planning your finances wisely.

Common costs: hormone replacement therapy (HRT), prescriptions, supplements, therapy

Menopause healthcare costs start with HRT, like estradiol patches. You also need prescription nonhormonal options, supplements, and mental health counseling. Don't forget about pelvic floor therapy and sleep support.

Prices change based on brand and dosage. Generics are cheaper, but compounded products might not be covered. Keep track of refills and therapy sessions to avoid unexpected costs.

Reviewing employer plans and what’s covered

Start with your Summary of Benefits. Check if HRT is covered, including copays and deductibles. RBC says many plans cover standard treatments, but there might be gaps.

Ask HR about virtual care and EAP sessions. Look for in-network women’s health providers. Employers often work with companies like Teladoc Health or Maven Clinic, making appointments easier and cheaper.

Estimating annual and lifetime menopause-related healthcare expenses

Make a budget for perimenopause to early postmenopause. Include doctor visits, therapy, lab work, and medication. Remember to account for refill schedules and specialty consults.

Use this budget to plan your finances. If coverage is limited, look into supplemental insurance or discount programs. Talk to HR about HRT coverage and EAP counseling, as Côté suggests they are often available but underused.

• Action steps: verify HRT coverage and authorizations; confirm EAP and virtual care; list in-network specialists; compare generic vs. brand pricing; schedule annual benefits check.
• Budget tip: set monthly envelopes for meds, therapy, and labs to keep navigating menopause costs aligned with income.

Maximizing Tax-Advantaged Accounts: HSAs, FSAs, and Employer Health Spending Accounts

Smart menopause financial planning begins with tax shelters. These accounts help lower taxes and manage healthcare costs. They turn a steady savings plan into real dollars saved.

How HSAs work with high-deductible health plans

HSAs paired with high-deductible health plans offer a triple tax benefit. You get pre-tax contributions, tax-deferred growth, and tax-free withdrawals for qualified care. This setup is great for menopause financial planning as expenses increase.

Keep cash for immediate needs like labs, HRT consults, or counseling. Invest the rest in low-cost index funds for future expenses. This approach matches a long-term view and manages healthcare costs over time.

FSAs and employer Health Spending Accounts for eligible menopause costs

Flexible Spending Accounts use pre-tax dollars for eligible care but often have rules. Plan purchases and appointments to fit the plan year. Make sure to check which expenses qualify under IRS guidelines.

Some employers offer Health Spending Accounts for tax-free reimbursement of qualified costs. Review your summary plan description and plan during open enrollment. This helps strengthen your menopause savings strategy without going over limits.

Contribution strategies and timing for midlife healthcare needs

Contribute ahead of time for care. Increase payroll deferrals before starting hormone therapy, therapy sessions, or more frequent visits. This strategy helps manage spikes in menopause costs during perimenopause.

Plan for expected symptom peaks throughout the year and set automatic increases. Mix cash for immediate bills with invested balances for later phases. This keeps your menopause financial planning consistent while managing healthcare costs in real time.

Emergency Funds and Liquidity: Preparing for Unplanned Care and Income Gaps

Unplanned costs can come quickly during perimenopause. A good menopause savings plan helps you save for emergencies. This way, you can make care choices without worrying about money.

Setting targets for a “rainy day” fund tied to symptom severity

Start with saving three to six months of essential costs in cash. If symptoms are worse or job security is low, save more. This plan helps you manage healthcare costs without debt.

Check your fund every quarter. If symptoms worsen, increase your savings. If they improve, use extra money for investments or debt.

Keeping part of your portfolio accessible for medical needs

Keep some of your investments easy to use—like high-yield savings or short-term Treasuries. This way, you can avoid selling stocks when prices are low. It also helps with upfront costs while waiting for insurance to cover.

Match this cash with HSAs or FSAs for easy bill payments. This helps you manage costs while keeping your investments growing.

Automating savings to stay on track during perimenopause

Set automatic transfers from your paycheck to an emergency fund. This makes saving easier and keeps it steady, even when your hours change. Adjust the amount if needed, but keep the habit.

Sync your HSA or FSA with your medical needs. This helps manage costs and covers gaps in income.

Quick checkup: Is your fund sized to your current symptoms and job risk, aligned with HSAs/FSAs, and replenished on autopilot?

Menopause and Career Transitions: Protecting Earnings During Peak Years

Between 45 and 55, many people earn their highest salaries. A well-thought-out plan for transitioning careers during menopause can help keep income steady. Even small changes can make a big difference in work performance and confidence.

Start with clarity. Keep track of symptoms and when they happen. This helps you talk about them at work if you want to. It also helps plan for the costs of menopause, like healthcare and time off.

Ask for work changes that fit your needs. Things like flexible hours, comfortable temperatures, and quiet spots can help. This way, you can keep earning bonuses and equity.

Use your company's resources to manage symptoms. Programs for employee health, virtual care, and referrals can help. Talking openly with your manager can also keep your performance strong during a career change.

Experts say taking action early is key. A pharmacist and researcher say knowing your symptoms and speaking up can prevent leaving a job too soon. Leaders in insurance say setting a good example and educating others can help support women at work.

Think about your health and money when planning your career move. Consider the demands of your job and when symptoms are worst. Plan your work and care visits to match your busiest times. This approach helps manage the financial effects of menopause and the costs of a career change.

Key takeaway for practice: see accommodations and care access as key to keeping your income stable. This approach makes managing the financial aspects of menopause a part of daily work, helping you keep moving forward even as your needs change.

Workplace Strategies and Benefits: Reducing the Menopause Penalty

Smart employers can turn midlife into a strength. They design workplaces with care, offer clear benefits, and talk openly. This reduces stress and supports a smooth menopause career transition.

Flexible schedules, temperature control, quiet spaces, and accommodations

Offer flexible start and end times, remote options, and meeting-free blocks. Provide tools like desk fans and adjustable thermostats. Add quiet rooms for short resets.

NFP says these are key to managing costs and keeping productivity high.

Make it easy to ask for these accommodations through HR portals. Keep approvals quick and private. Small changes can make a big difference in managing symptoms and staying focused.

Accessing EAPs, virtual care, and specialist referrals

Many plans include Employee Assistance Programs, telehealth, and HRT coverage. But, Sophie Côté says many don't use these benefits because they're not aware. Create a guide with EAP hotlines, virtual visits, and referral steps.

Using these services helps manage healthcare costs and supports financial planning. It also makes it easier to get care without taking too much time off work.

How supportive policies improve retention and productivity

Clear policies keep experienced talent engaged and stabilize leadership pipelines. Research shows symptom relief leads to fewer absences and better performance. Set expectations for accommodations and track their impact.

Leaders should lead by example, sending messages that support menopause care. This reduces turnover, limits overtime, and helps manage costs for both workers and employers.

Talking to managers: scripts and self-advocacy tips

Use short scripts tied to tasks and outcomes. For example, “Recent insomnia and hot flashes are slowing early-morning analysis. I’m requesting an 8:30 a.m. start, a desk fan, and access to a quiet room after client calls. Let’s review in two weeks to confirm productivity.”

Keep requests specific, measurable, and time-bound. Suggest check-ins to track progress and keep momentum during a menopause career transition. This practical approach supports financial planning and helps manage healthcare costs by reducing trial-and-error time.

Quantifying Costs: What Symptoms Can Mean for Your Paycheck and Career

Everyday symptoms can cost a lot. Knowing how menopause affects your wallet helps you plan better. It's about managing healthcare costs and career changes.

Insomnia and brain fog slow you down. Vasomotor episodes can make you miss meetings. These small issues add up, affecting your work and pay.

Linking insomnia, brain fog, and vasomotor symptoms to productivity loss

• Insomnia: bad sleep means more mistakes and redo work.
• Brain fog: it takes longer to remember things and plan.
• Vasomotor symptoms: you need to take breaks, missing out on work.

Turn these losses into numbers. Figure out how many hours you lose each week. Then, use your hourly rate to see the real cost.

Understanding possible earnings reductions reported in research

Big companies and clinics have seen big losses. Studies in the U.S. show billions lost in work time and medical costs each year. Women going through menopause might earn less and work less over time.

Use these numbers to test your plans. If your job requires a lot, even small drops in performance can hurt. Share these figures with HR to make a case for changes before reviews.

Scenario planning for short-term leave or role adjustments

1. Short-term leave: plan how it affects your money, health costs, and vacation rules.
2. Reduced hours: figure out how it changes your pay, bonuses, and overtime.
3. Temporary role changes: move to tasks with clear goals.
4. Hybrid schedules: focus on important tasks during your best hours.

Plan each scenario with your savings and health accounts. Talk to HR about changes, goals, and benefits. This keeps your plans based on facts and helps you reach your goals.

Keep track of your assumptions and outcomes. Match them with the financial impact of menopause. This keeps your path steady.

Menopause Retirement Planning: Staying on Track While Managing New Costs

Years of earning money often come with more health needs. A solid plan helps keep savings steady. It's key to keep adding to your savings, even when life gets hectic.

Consistent steps beat perfect timing. Women often mix financial planning with flexible care plans. They make small changes to savings and plan for unexpected costs. This way, they don't lose sight of their long-term goals.

Reassessing retirement timelines and contribution rates

If you work less due to symptoms, check your retirement plans. Make sure your 401(k) and IRA match your income. A small increase each year can help keep you on track.

Check your payroll deductions after any income change. Use bonuses or RSUs to boost your tax-advantaged accounts. This keeps your savings moving forward.

Mitigating gaps: catch-up contributions and rebalancing

Use IRS catch-up limits in your 401(k) or IRA if you can. These extra contributions help fill gaps from medical breaks. Rebalance your investments yearly to keep your risk level right, even with more expenses.

Save for immediate care needs. Keep a few months' worth of expenses in easy-to-access accounts. This helps you avoid selling long-term investments at the wrong time.

Coordinating healthcare costs with long-term investment strategy

Match short-term care with long-term growth. Use an HSA for future medical costs, while keeping your 401(k) and IRA diversified. This way, you can plan for today and tomorrow without losing out on growth.

Plan your care costs into your monthly budget. Tracking these expenses helps you manage them better. This way, you won't disrupt your retirement savings.

Insurance and Employer Policies: Making the Most of What You Already Have

Start with what is already on the table. Many health plans cover hormone therapy and counseling. Yet, employees often miss these benefits. Check your Summary Plan Description and confirm copays for menopause care. This is the first step in managing costs without guessing.

Ask HR about work accommodations like flexible schedules or quiet spaces. Use leave rules under the Family and Medical Leave Act or state laws. These steps help manage costs, even when symptoms affect work.

Look for programs that are not well-known. Employee Assistance Programs offer counseling, and virtual care can speed up specialist referrals. This is smart financial planning that links care access to stable income.

Employers can raise awareness with campaigns around International Women’s Day or midlife wellness. Managers who are open reduce stigma. This encourages earlier use of benefits, keeping teams productive.

If you lead benefits, make policy documents clear. Explain coverage for prescriptions, specialist visits, and mental health. Tie benefits to retention and engagement for a strong business case.

Document your path. Keep a log of symptoms, visit notes, and receipts. It makes claims easier to validate and supports requests for accommodations. This habit streamlines managing menopause healthcare costs month to month.

• Confirm coverage: HRT, non-hormonal meds, lab work, therapy, and virtual care.
• Use FSAs or HSAs to offset qualified menopause healthcare expenses.
• Ask HR for written steps to request workspace or schedule adjustments.
• Leverage EAP counseling when stress or sleep issues peak.
• Schedule annual benefits check-ins to align with menopause financial planning.

With a clear map of benefits and simple steps, you can turn existing coverage into real support. This lowers friction, protects productivity, and keeps financial planning on track.

Building Support Systems: HR Programs, Education, and Peer Networks

Supportive workplaces help with the financial side of menopause and career changes. They offer clear programs, open talks, and leadership that shows support. This makes it easier for employees to manage costs and feel confident about their health.

Using internal communities and support groups to share solutions

Peer networks make tough times easier and help find care faster. People share tips on sleep, hot flashes, and brain fog. They also learn which benefits cover important treatments.

Start groups in Slack or Microsoft Teams and meet monthly. Talk about budgeting for HRT, co-pays, and time off. This helps manage healthcare costs and supports career changes.

Manager education and organization-wide communication

Managers play a big role in daily life. Train them to be understanding, keep things private, and guide employees to benefits. Clear messages from the company help everyone understand and manage menopause costs.

Use simple tools like scripts, symptom checklists, and a guide to coverage. Remind everyone in town halls and HR newsletters. This keeps the focus on managing costs and getting care on time.

Inclusive approaches for underrepresented and lower-income employees

Create programs that fit different needs. Offer paid time for visits, travel help for rural areas, and free group coaching. Make sure materials are in many languages and sessions are at various times.

Start small and learn as you go. Pilot groups, track how people use the programs, and grow from there. This helps manage costs, reduces financial stress, and keeps career momentum.

• Access: Multiple entry points—HR hotline, peer leads, and manager referrals.
• Affordability: Clear lists of covered services and typical out-of-pocket ranges.
• Accountability: Track engagement, time-to-care, and benefit utilization trends.

Conclusion

Menopause hits during your most productive years. Every small choice matters. Studies by the Mayo Clinic and the Menopause Foundation of Canada show its impact. They highlight missed work, earnings drops, and huge costs.

It's time to face these facts and act. Start by setting aside money for doctor visits and therapy. Use HSAs, FSAs, or employer accounts when you can. Also, keep some cash for unexpected expenses.

Plan for retirement too. Keep contributing to your retirement funds. Use catch-up options and match your investments to your care needs. This way, you protect your money now and in the future.

At work, ask for support to reduce the menopause penalty. Flexible schedules and quiet spaces help. So do EAPs and referrals to specialists. This keeps you on track and performing well.

Leadership that educates and supports is key. It helps you seek help early and stay involved. With the right steps and benefits, you can keep your earnings safe and your goals in sight.

Here's how to manage it all: build a fund, use tax-advantaged accounts, and keep some cash aside. Coordinate your investments with your care plans. Combine work support with personal planning. This balanced approach supports your health now and your future.

FAQ

What is the best way to start menopause financial planning in the U.S.?

Start by reviewing your cash flow, debt, savings, taxes, and insurance. Create a menopause fund for healthcare and income gaps. Use HSAs or FSAs for qualified expenses.

Automate contributions to stay consistent. This aligns near-term care with retirement protection during peak earning years.

How does menopause affect income and career trajectories?

Symptoms can cause missed workdays, reduced hours, or turning down promotions. Research shows $1.8 billion in lost U.S. work time annually and $26.6 billion in total costs.About a 20% earnings reduction within four years among diagnosed women is reported. Planning for role changes and flexible schedules helps protect earnings.

What are the most common menopause healthcare expenses I should budget for?

Core categories include hormone replacement therapy (HRT), prescriptions, and over-the-counter supplements. Also, counseling or therapy, and specialist visits are essential.Add copays, deductibles, prior authorization costs, and lab work. Build an annual estimate and a multi-year view for perimenopause through early postmenopause. Review coverage each open enrollment.

How do I review insurance and employer benefits for menopause healthcare costs?

Check your Summary of Benefits for HRT coverage, copays, and deductibles. Confirm network specialists and virtual care options. Ask HR about Employee Assistance Programs, flexible schedules, and accommodations.Many drug plans cover HRT, and EAPs often include counseling. These benefits can reduce out-of-pocket spending.

How can I create a menopause savings strategy and a dedicated menopause fund?

Set a target based on expected treatments and income gaps. Fund it with automatic transfers. Hold part in high-liquidity accounts for quick access.Coordinate with HSAs/FSAs for tax savings. Reassess quarterly as symptoms and care plans change to keep the fund aligned with your needs.

How do HSAs work with high-deductible health plans for menopause costs?

HSAs allow pre-tax contributions, tax-deferred growth, and tax-free withdrawals for qualified medical expenses. Keep some HSA cash for near-term care and invest the rest for future medical needs.Confirm eligibility and qualified expenses under IRS rules and your plan documents.

What about FSAs and employer Health Spending Accounts for managing menopause healthcare expenses?

FSAs let you use pre-tax dollars for eligible costs but usually have use-it-or-lose-it rules or limited carryovers. Some employers also offer Health Spending Accounts to reimburse qualified expenses.Time contributions to expected care peaks—such as starting HRT or increasing counseling—so funds are ready when needed.

How should I estimate annual and lifetime menopause-related healthcare expenses?

Tally visits, medications, therapy sessions, and labs, then layer in deductibles and copays. Model several years of perimenopause and early postmenopause. Include productivity-related losses, such as missed workdays.Update projections each year based on symptom trends and treatment changes.

How big should my emergency fund be for navigating menopause costs and income gaps?

Aim for 3–6 months of essential expenses as a base. Adjust for symptom severity, job security, and caregiving duties. Include funds for deductibles and two to three months of anticipated healthcare costs.Keep it liquid to avoid selling long-term investments during a downturn.

How can I keep part of my portfolio accessible for medical needs without derailing long-term investing?

Use a liquidity sleeve—cash or short-term treasuries—for near-term healthcare costs. Maintain diversified long-term allocations for retirement. Rebalance periodically, and avoid tapping 401(k)s or IRAs when possible by pairing liquidity with HSA/FSA strategies.

What contribution strategies help during perimenopause when costs can spike?

Front-load or increase HSA/FSA contributions ahead of expected treatments. Automate transfers to your menopause fund. If income dips, prioritize essential coverage, HSA contributions up to expected qualified expenses, and minimum retirement contributions, then rebuild as earnings recover.

How do I plan for short-term leave or temporary role adjustments without jeopardizing finances?

Run scenarios for reduced hours or brief leave, including impacts on take-home pay, healthcare costs, and retirement contributions. Pair an emergency fund with HSA/FSA dollars to bridge gaps. Coordinate with HR on leave policies, accommodations, and return-to-work plans.

How do menopause costs affect retirement planning, and what can I do?

New medical expenses and earnings dips can slow savings. Reassess timelines, maintain consistent contributions when possible, and use catch-up contributions in 401(k)s and IRAs. Keep a liquidity sleeve for medical needs to avoid disrupting long-term investments.

What strategies help mitigate retirement savings gaps during perimenopause?

Increase contributions when income stabilizes, use IRS catch-up limits, and rebalance to stay aligned with risk and time horizon. Consider investing part of your HSA for future medical costs while reserving cash for near-term care.

How can I coordinate healthcare spending with my long-term investment plan?

Segment funds by time horizon: emergency cash and HSAs/FSAs for near-term care, and diversified portfolios for retirement. Schedule periodic reviews to adjust contributions and allocations as symptoms and costs change.

What employer policies should I review to make the most of existing coverage?

Examine health plan documents for HRT coverage and specialist networks, EAP counseling details, flexible work policies, and accommodation requests. Confirm prior authorization rules and any health spending accounts your employer offers.

How can internal communities and peer networks help with navigating menopause career transition?

Peer groups normalize discussions, surface practical tips, and highlight underused benefits. They can guide you to menopause-aware specialists, share accommodation scripts, and reduce stigma, which improves access to care and job stability.

Why is manager education and organization-wide communication important?

When leaders set the tone and managers are trained, employees feel safer requesting support. Clear communication increases benefit utilization—like HRT coverage, EAPs, and virtual care—and reduces costly turnover and productivity losses.

How can employers ensure support is inclusive for underrepresented and lower-income employees?

Offer varied access points—virtual care, low-cost counseling, and clear, multilingual communications. Provide flexible scheduling for hourly staff and standardized accommodation processes. Measure outcomes across roles to close gaps in access and retention.

What is the role of a menopause savings strategy in navigating menopause costs while protecting retirement?

A dedicated menopause fund absorbs variable healthcare bills and short-term income dips, so you avoid raiding retirement accounts. Combined with HSAs/FSAs, it supports ongoing care while preserving compounding and long-term financial security.