Back in the day employee benefits were something nice to have; a way to stand out in a high-demand marketplace and keep employees around.

Today, employee benefits still serve those basic purposes, but they live in a world with lots of complicating factors and nuance. Keeping up with regulations alone is challenging enough. Good luck staying on top of trends and what inspires people to stay or move.

Access Perks is here to help. We're capturing every relevant piece of information on employee benefits, perks and compensation, and sharing them out here (with links to original sources).

By relevant, we mean released within the past couple years, and primarily geared toward our American and global audiences.

Check them out here:

We used to keep these statistics on our employee engagement and loyalty stats page, but we feel like benefits are complex enough to merit their own collection. Like each of our stat pages, we'll update this one on a weekly basis.

Have data you'd like to see on these pages? Drop us a link in the comments.

This page is brought to you courtesy of Access Perks, our employee discount program built for small- and medium-sized businesses. Click here to check it out and learn more

Benefits and Employee Engagement/Retention/Recruitment Stats

  • 79% of employers believe offering benefits to employees is a critical component of attracting talent (Burson Marsteller)
  • 83% of employers say retaining employees is their top benefits objective (MetLife)
  • 51% of employers say that using benefits to retain employees will become even more important in the next 3 to 5 years (MetLife)
  • 72% of employees say that having the ability to customize their benefits would increase their loyalty to their current employer (MetLife)
  • Employees who are very satisfied w/ benefits are almost 4x more likely to be very satisfied with their jobs (MetLife)
  • 33% of the Workforce Has Turned Down a Job Due to Lack of Benefits (LendingTree)
  • 68% of employers believe health benefit plans affect their reputations and can raise employee morale and satisfaction (Healthcare Trends Institute)
  • 75% of employers say that retaining and attracting quality employees were important outcomes of benefits (Healthcare Trends Institute)
  • 68% of employers say improving employee morale and satisfaction is an important consideration in employee benefits; 67% cite improving employee health (Healthcare Trends Institute)
  • 59% of employees say employee benefits are “very important” to how they feel about their job and their employer, 36% said benefits are “somewhat important (One Medical)
  • 69% of employees report that they might choose one job over another if it offered better benefits (One Medical)
  • 59% of employees say that health and wellness benefits are important for increasing loyalty to their employer and 53% say the same about financial planning programs (MetLife)
  • 42% of employees say improving their benefits package is one thing their employers could do to keep them in their jobs; the second most mentioned after “increase my salary” (Aflac)
  • 30% of US workers worry about having their benefits reduced (Gallup)
  • 36% of employees stay at their companies for benefits and perks (Gusto)
  • 15% of employees have left or turned down a job due to the benefits it offered in the last 12 months (Aflac)
  • 46% of employees who are satisfied with their benefits are likely to look for new jobs in the next 12 months (compared to 57% of those who are unsatisfied) (Aflac)
  • 60% of employees are likely to take a job with lower pay but better benefits (Aflac)
  • Generation X (15%) and Generation Y (12%) have considered changing employers to one that offers better benefits in the last 12 months  (Barclays)
  • 94% of Millennials, 92% of Gen X say nontraditional benefits make employers more attractive (ICIMS)
  • 64% of millennials say benefits are extremely or very important to employer loyalty (Aflac)
  • 62% of US workers say ‘better-than-average pay and benefits’ is a leading workplace differentiator (Aon Hewitt)
  • 69% of employees are not satisfied with the employee benefits they are currently offered (ICIMS)
  • 92% of full-time employees believe that companies that offer nontraditional benefits are more likely to recruit top-tier talent (ICIMS)
  • 19% of employers altered their benefits programs to aid in employee retention over the last year (SHRM)
  • 65% of employees are more likely to recommend their employer as a good place to work because of the benefits offered (Lodestar)
  • 62% of all employees look to their employers for help in achieving financial security through employee benefits (MetLife)
  • 16% of employees have left a job or turned down a job in the last 12 months due to the benefits offered (Aflac)
  • 96% of employees who are satisfied with their benefits are satisfied with their jobs (Aflac)
  • 51% of employees are extremely or very satisfied with their benefits packages (Aflac)
  • 87% of employees from Generation X and Generation Y feel their current benefits package is not sufficiently flexible to meet their personal and financial needs (Barclays)
  • 36% of employees say improving their benefits package is one thing their employer could do to keep them in their jobs (Aflac)
  • 54% of employees choose "benefits and paid time off" as what drives engagement most (Namely)
  • 37% of employees say they have seen some degree of improvement in their benefits (Lodestar)
  • 54% of On-Demand Economy workers believe they should receive more benefits as part of their job (Burson Marsteller)
  • 19% of employers say taking care of my employees by offering the widest range of benefits options is the most important objective of their benefits programs (Aflac)
  • 74% of employees want better benefits (BambooHR)
  • 62% of employees would leave a job for better benefits (Care.com)
  • 50% of employees cite benefits as an important reason they remain with their current employer (MetLife)
  • 70% say that benefits that can be customized to meet their needs would increase their loyalty to their employers (MetLife)
  • At companies where employees are offered no benefits, only 46% of employees would recommend their employers as great places to work (MetLife)
  • At companies offering 1-5 benefits, 53% would recommend their employers as great places to work (MetLife
  • At companies offering 11 or more benefits, 66% would recommend their employers as great places to work (MetLife)
  • 87% of employers say retention is a very important benefits objective (MetLife)
  • 41% of employers ranked retention as their top employee benefits objective  (MetLife)
  • 23% of employees who are satisfied with their benefits are likely to have been distracted at work by a personal issue (compared to 33% of those who are unsatisfied) (Aflac)
  • 88% of executives and 85% of benefit managers agree that benefit programs have the most impact on improving employee loyalty as well as increasing employee engagement and lowering company medical costs (Wells Fargo)
  • Nearly 40% of employees say having a wide selection of benefits would make them feel more loyal to their employer (MetLife)
  • Most important factors in Millennial workplace selection: career advancement, salary, benefits, work-life balance and job security (Boston College)
  • 26% of job offers are rejected due to benefits/salary not meeting expectations (MRI Network)
  • Benefits students look for from employers: More than two weeks of vacation, Tuition reimbursement for advanced education, Promised annual salary increase, Company match for 401(k), Casual dress policy (NACE)
  • 80% of government workers are satisfied with the benefits that their employer offers (Gallup
  • 57% of nongovernment workers are satisfied with the benefits that their employer offers (Gallup)
  • 51% of millennials say benefits are where their current employer has the most room for improvement (Aon Hewitt
  • 57% of people say benefits and perks are among their top considerations before accepting a job (Glassdoor)
  • 78% said that the employee benefits package is very or extremely important in their decision to accept or reject a job (EBRI
  • 31% of employees are only somewhat satisfied with the benefits offered by their current employer; 26% are not satisfied (EBRI
  • 50% of employees are satisfied with their benefits (MetLife
  • Of the 79% of employees who have no intention to change jobs, 54% cite liking the people they work with, 50% cite good work/life balance, and 49% cite good benefits as reasons for staying (CareerBuilder
  • Top employer attributes that jobseekers value most: salary and employee benefits, long-term job security, pleasant working atmosphere (Randstad)
  • 26% of workers said that providing special corporate perks is an effective way to improve employee retention (CareerBuilderNew Call-to-action

Salary and Base Compensation Stats

  • The United States is projected to have an average of 2.7% actual wage growth (accounting for inflation) in 2016, the largest increase in three years (KFHG)
  • Wages increased 1.9% and inflation declined by 0.2% from 2014 to 2015 (Kaiser Family Foundation)
  • 20% of US workers worry about pay cuts (Gallup)
  • The most important benefits and incentives to American employees are: competitive compensation (84%), retirement plans (75%), and vacation time (62%) (Oxford Economics
  • US businesses are planning to boost pay by around 3% on average in 2017, the same as 2016 (WorldatWork)
  • 70% of HR leaders say they’ll have to pay workers increased wages as the the talent pool thins (CareerBuilder)
  • 53% of workers say they would prefer a salary increase over any other perk (Teem)
  • 36% of employees say that “appreciation is best demonstrated with money” (AttaCain)
  • 41% of employees say a significant increase in income is very important to them when considering a new job (Gallup)
  • 20% of organizations have plans to offer higher starting salaries going into the second part of 2016, by as much as 5% higher; 53% plan to raise starting salaries by more than 5% (CareerBuilder)
  • 60% of current undergrads expect jobs to start at $60,000 annually; 10% expect starting salaries of $100,000 a year (Yello)
  • 44% of men expect to eventually make $100,000, compared to 20% of women (CareerBuilder)
  • 43% of young women expect to make less than $35,000 in their first job, compared to 34% of men (Adecco Staffing)
  • Women in the workforce receive just 82% of the pay that men do in similar positions (Women’s Policy Research)
  • 60% of women feel underpaid (Paysa)
  • 41% of women never ask their current employers for a raise (Paysa)
  • Employers deny women a raise more often than men, at 42% versus 33% (Paysa)
  • 39% of managers said asking for a 5% raise is asking for too much money (Paysa)
  • Employees earn a 5.2% pay increase on average when changing jobs (Glassdoor)
  • A 10% increase in base pay increases the odds an employee will stay at the company by 1.5 percent (Glassdoor)
  • 60% of hiring managers report job seekers are asking for more money compared to six months ago. In healthcare, this rises to 66% (DHI Group)
  • 59% of IT professionals feel they’re underpaid; 24% don’t expect a raise of more than 5% in 2017 (Spiceworks)
  • 15% of organizations offered specific retention bonuses to executive-level employees, and 15% offered them to nonexecutive employees (SHRM)
  • 97% of employees want to be recognized and rewarded for contributions beyond the organization’s financial results and activity metrics (Mercer)
  • 79% of employees would prefer new or additional benefits to a pay increase (Glassdoor)
  • 76% of employees reported a salary increase or promotion after completing an online certification (Simplilearn)
  • Benefits that employees say would increase engagement and loyalty: compensation (40%), better benefits (36%), career advancement opportunities (34%), training/education (31%), coworkers they like (18%), corporate culture (18%) (Workforce 2020)
  • 70% of employees reported that increasing salaries is the best way to boost employee retention, 58% said better benefits (CareerBuilder
  • 33% of organizations are offering higher salaries than they were last year (Randstad)
  • Base pay is expected to rise 3.0 percent in 2017, up slightly from 2.8 percent in 2016 (Aon Hewitt)
  • Pay raises will likely remain stagnant at 3% in 2017 (Willis Towers Watson)
  • 98% of employers are planning to give employees raises in 2017 (Willis Towers Watson)
  • 41% of employees were satisfied with the amount of money they earned in 2016 (Gallup)
  • 20% of U.S. workers say they are making less money than five years ago (Gallup)
  • 10% of organizations froze salaries in 2016 (Aon Hewitt)
  • 53% of employees think their pay is fair compared with their counterparts outside the company (Willis Towers Watson)
  • When comparing similar jobs in the same company, 55% of employees think their pay is fair (Willis Towers Watson)
  • 38% of workers feel they are fairly paid (Aon Hewitt)
  • Employees who received the highest performance ratings received an average salary increase of 4.6% in 2016, compared to the 2.6% increase given to employees receiving an average rating (Willis Towers Watson)
  • 68% of Millennials say compensation is the most important aspect of their workplace (Oxford Economics
  • 68% of people say that salary and compensation is among their top considerations before accepting a job (Glassdoor)
  • 22% of employees say compensation is the major factor determining happiness in the workplace (Spherion
  • 76% of Hiring Managers believe Millennials are motivated by money (Elance/Odesk)
  • 43% of employees expect a pay raise in the next 12 months (Glassdoor
  • Of those who expect a pay raise, 49% expect it to be between 3-5% (Glassdoor)
  • 28% of employers believe “that most or all of their employees understand the company’s compensation philosophy.” (WorldatWork
  • 82% of employers give out bonuses (WorldatWork
  • 45% of companies offer spot bonuses/awards, or unscheduled bonuses for exceptional performance (SHRM
  • 41% of Millennials say higher compensation would increase their loyalty and engagement with the company (Oxford Economics
  • 39% of employees say higher compensation would increase loyalty and engagement with their current job (Oxford Economics
  • 15% of employees have taken a pay cut to work for a sustainable company (Bain & Co)
  • Reasons why retirees return to the workforce, according to HR professionals: money (72%), occupying time (58%), health care benefits (45%), social interaction (42%) (SHRM)
  • 39% of executives say their company offers competitive compensation (Oxford Economics
  • 38% of millennials say money would motivate them to work harder and stay with their employer longer (opportunities for advancement was cited by 30%, meaningful work 15%, good boss 7%, and working for a fast-growing company 6%) (Millennial Branding/Randstad)
  • Salary and "meaningful work" are the most important benefits potential employees look for (Millennial Branding/Beyond.com
  • 34% of stay-at-home mothers say earning enough money to pay for childcare is a "major factor" in their employment decisions (Gallup)
  • 90% of organizations provide severance packages, 38% offer the benefit to all workers (RiseSmart)
  • 57% of IT employees see affordable benefits as more important than salary (CareerBuilder
  • Bisexual women earn 7% to 28% less than heterosexual women after education, age and occupation are factored in (Indiana University)
  • Bisexual men earn 11% to 19% less than heterosexual men after education, age and occupation are factored in (Indiana University)
  • 54% of employees have had a paycheck problem while being paid (Kronos)
  • 15% of salaried workers have been shortchanged on a paycheck; 16% reported being paid late; 23% said they have been paid early (Kronos)
  • 42% of employees said taxes and deductions on their paychecks are confusing to read and understand (Kronos)
  • 45% of employees would feel more engaged with their job if their employer helped them better understand the impact of taxes and deductions (Kronos)
  • 80% of employers say they pay U.S.-born workers and immigrants the same for doing the same job (CareerBuilder)

Healthcare and Wellness Benefits Stats

  • 95% of HR pros rate healthcare as one of the three most important benefits to employees; 71% say retirement savings and planning, 50% say leave (SHRM)
  • 75% of employees are more likely to stay with their employer because of their health benefits plan (Liazon)
  • 96% of millennials say great health-care benefits are important in choosing a job, more important than frequent raises (94%) and promotions (82%) (Bentley University)
  • Healthcare benefits (68%), paid family sick leave (54%) and flexible scheduling benefits (47%) are the most popular perks among Millennial employees (ReportLinker)
  • 19% of American workers say their employer does not discuss the specifics of their health care benefits at all (Zocdoc)
  • 34% of employees have children under 18 covered on their health plans (Aflac)
  • 48% of employees report that making health insurance decisions is always “very stressful” (Jellyvision)
  • 25% of employees said they would rather file their annual income taxes than select a health plan (United Healthcare)
  • 41% of employees feel the open enrollment process at their company is extremely confusing (Jellyvision)
  • 73% of employees feel confident about health insurance details like deductible size, but only 53% know their out-of-pocket maximums and just 47% know their employer’s contributions (Jellyvision)
  • 32.8% of Americans would like to see an improvement of their health benefits (LendingTree)
  • 85% of employees feel more engaged in their health care decisions (Liazon)
  • 40% of the workforce would take a paycut for better health insurance (LendingTree)
  • 87% of employees feel more customized benefit choices that better fit their lives would help them feel more confidence in their plan choices (Sun Life)
  • 32% of people are uncomfortable navigating medical benefits and the healthcare system (Accolade)
  • Just 7% of employees can successfully define four basic health insurance concepts: plan premium, deductible, co-insurance and out-of-pocket maximum (United Healthcare)
  • 9 in 10 consumers report dealing with health benefits and health-related issues at work (Accolade)
  • Employed adults spend an average of 3.5 hours each month dealing with and researching health benefits, insurance, or other health-related issues (Accolade)
  • 15% of Gen Z and 19% of Millennials say health care is the most important employee benefit (Future Workplace)
  • 70% of Gen Z said their top priority is health insurance (Monster)
  • 43% of employees have medical coverage through their job and only 33% have a 401(k) plan through their company (Jobvite)
  • The $25,826 in healthcare costs for a typical family of four covered by an employer-sponsored preferred provider plan is $1,155 higher than last year (Milliman Medical Index)
  • Of that $25,826, employers pay $14,793, or 57% - a 4% decrease from 2001 (Milliman Medical Index)
  • The median in-network deductible on employer-sponsored PPO health plans increased 50% from $1,000 to $1,500 in 2016 (United Benefit Advisors)
  • The average health plan costs for employers decreased slightly from $9,736 in 2015 to $9,727 in 2016 (United Benefit Advisors)
  • Medical insurers project the healthcare benefits costs to rise by 9.1% in 2016, an increase from 8.0% in 2015 and 7.5% in 2014 (Willis Towers Watson)
  • Overall cost increases of healthcare benefits will hold steady at 6% in 2017 (NGBH)
  • 98% of all employers now offer healthcare coverage for full-time employees; 23% offer coverage for part-time employees (SHRM)
  • 57% of organizations offer health benefits to at least some of their employees (Kaiser Family Foundation)
  • 87% of midsize employers offer PPO health coverage (BenefitFocus)
  • Among employers with 50+ full-time employees, 4% reported switching full-time employees to part time status (4%), changing part-time workers to full-time workers (10%), reducing the number of full-time employees they intended to hire (5%) or increasing waiting periods (2%) in response to the employer shared responsibility provision which took effect for some firms in 2015 (Kaiser Family Foundation)
  • 80% of employers who hire independent contractors offer healthcare benefits to full-time, W2-based employees, only 17% offer those same benefits to independent contractors (Burson Marsteller)
  • 31% of large firms offering health benefits provide an incentive to complete a health risk assessment (Kaiser Family Foundation)
  • 91% of employees would engage in healthier behaviors if they were rewarded (Welltok)
  • 64% of employees say they believe that keeping employees healthy should be one of the top goals of a company’s benefits program (One Medical)
  • Healthcare costs have dropped from 11.6% to 8% since 2010 (Xerox HR)
  • Healthcare costs to organizations will rise by 6% in 2017 (CEB)
  • The average cost of providing healthcare makes up 7.6% of a company’s annual operating budget (SHRM)
  • The average cost per covered employee has increased by nearly $500 from 2015 to 2016 (SHRM)
  • 24% of employers only offer high-deductible health plans, doubling the percentage from 2012 (PwC)
  • 24% of workers were enrolled in high-deductible health plans in 2015, up from 20% in 2014 (Kaiser Family Foundation)
  • 68% of employees say their organization offers healthcare benefits (ReportLinker)
  • 87% of midsize employers offer PPO health coverage (BenefitFocus)
  • Employees who select HDHPs earn 17% more than employees who choose preferred provider organization plans (Benefitfocus)
  • 29% of all insured employees were enrolled in HDHPs in 2016; up 9% since 2014 (Kaiser Family Foundation)
  • 34% of employees at midsize companies go with a HDHP option (BenefitFocus)
  • 40% of Millennials over age 26 opt in to HDHPs (BenefitFocus)
  • 70% of employers offer PPO plans; 67% offer FSAs; 59% offer HSAs; 53% offer HDHPs (Healthcare Trends Institute)
  • 26.4% of all employees are now enrolled in a CDHP (United Benefit Advisors)
  • PPO plans remain the most common plan type, enrolling 52% of covered workers in 2015 (Kaiser Family Foundation)
  • For single coverage, 61% of covered workers are in plans that require them to make a contribution of less than or equal to a quarter of the total premium, 2% are in plans that require more than half of the premium, and 16% are in plans that require no contribution at all (Kaiser Family Foundation)
  • For family coverage, 44% of covered workers are in plans that require them to make a contribution of less than or equal to a quarter of the total premium and 15% are in plans that require more than half of the premium, while only 6% are in plans that require no contribution at all (Kaiser Family Foundation)
  • 81% of covered workers have a general annual deductible for single coverage (Kaiser Family Foundation)
  • 68% of covered workers have a copay for office visits with a primary care or specialist physician, in addition to any general annual deductible (Kaiser Family Foundation)
  • 99% of covered workers are in a plan that covers some prescription drugs (Kaiser Family Foundation)
  • 12% of covered workers enrolled in a plan with prescription drug coverage are enrolled in a plan with a separate annual drug deductible that applies only to prescription drugs (Kaiser Family Foundation
  • 87% of employers offer a mail-order prescription program (SHRM
  • 92% of companies offer generic prescriptions, with 95% of organizations offering a 90-day mail-order prescription service (SHRM)
  • Opioid abusers cost employers nearly twice as much ($19,450) in medical expenses on average annually as non-abusers ($10,853) (Castlight)
  • 70% of HR pros expressed an interest in allowing employees dealing with addiction to take a break from work to receive treatment and helping them transition back to their position after completing rehab (National Safety Council)
  • 38% of employers offer wellness programs with a mental health or substance abuse component; 23% offer one with a stress-management program (IFEBP)
  • 98% of covered workers are in plans with an out-of-pocket maximum for single coverage, significantly more than the 88% in 2013 (Kaiser Family Foundation)
  • 47% of employers with 3 to 9 workers offer health insurance coverage (Kaiser Family Foundation)
  • 23% of large firms that offer health benefits in 2015 also offer retiree health benefits (Kaiser Family Foundation)
  • 17% of small firms and 74% of large firms offer the option of contributing to a flexible spending account (Kaiser Family Foundation)
  • 96% of organizations offer dental coverage to their employees (SHRM
  • 99% of organizations offer dental plans (WorldAtWork)
  • 69% of employers offer dependent care flexible spending accounts (International Foundation of Employee Benefit Plans)
  • 30% of organizations offer employer contributions to HSAs, a 10 percentage point increase over the last five years (SHRM
  • 67% of employers offer HSAs; 15% offer employee-funded Health Reimbursement Arrangements (CEB)
  • Of employers who offer an HSA, 79% fund at least part of the account (Conrad Siegel)
  • 52% of employers offer HSAs and 77% offer HRAs (SHRM)
  • On average, employers contribute $576 to their employees’ HSA accounts and $1,885 to employee HRAs (SHRM)
  • 75.3% of employers see HSAs as part of their retirement benefits strategy (Plan Sponsor Council of America)
  • In 2015, 13% of large employers and 42% of small employers automatically enroll eligible employees (Kaiser Family Foundation)
  • 63% of covered workers are enrolled in a plan that is either partially or completely self-funded (Kaiser Family Foundation)
  • 33% of companies offer cash compensation to their own employees who waive medical and drug insurance, an average of $2,083 (Conrad Siegel)
  • Across all plans, the average annual in-network deductible for employee-only coverage is $1,554; the total monthly premium for employee-only coverage is $461; and the total monthly premium for family coverage is $1,292 (SHRM)
  • Annual family premiums for employer-sponsored health insurance coverage climbed an average of 3%, to $18,142 in 2016 (Kaiser Family Foundation)
  • 43% of insured employees have a tough time paying the deductible (Kaiser Family Foundation)
  • 29% of insured employees have problems paying medical bills; 73% of these report cutting back on spending on food, clothing, or basic household items (Kaiser Family Foundation)
  • 27% of insured employees have put off needed health care due to finances; 23% have skipped a recommended medical test; 21% have not filled a prescription (Kaiser Family Foundation)
  • The average co-pay for in-network primary care office visits for employee-only coverage across all plans is $22 (SHRM)
  • Workers on average contribute $5,277 annually toward their family premiums (Kaiser Family Foundation)
  • 65% of employees have $1,000 or less to pay unexpected out-of-pocket medical expenses (Aflac)
  • 63% of employees with employer-provided benefits are concerned about how they will pay unexpected out-of-pocket costs (Sun Life)

  • 34% of employees do not make enough money to cover additional expenses like voluntary benefits (Sun Life)

  • 59% say they wouldn’t be able to adjust to the large financial costs associated with a serious injury or illness (Aflac)

  • 29% of employers say they are now collaborating with outside organizations to find opportunities to reduce employee costs (Healthcare Trends Institute)
  • 44% of employees say they would have to borrow from their 401(k)s or use credit cards to cover unexpected out-of-pocket expenses (Aflac)

  • 55% of employees in lower-income households (less than $50,000 in household income per year) are not prepared to pay for costs associated with an unanticipated serious illness or accident not covered by major medical insurance (Aflac)

  • In 2015, 52% of employers did not offer coverage to spouses of employees eligible for workplace health care coverage, as opposed to 31% of companies reporting in 2014 (Conrad Siegel)

  • 5% of the employer-insured population generates 50% of healthcare costs, while 15% generates 80% of healthcare costs (Big Bang Health)
  • 25% of employees have had difficulty paying a medical bill due to high medical costs (Aflac)
  • 38% of consumers with employee-provided insurance coverage asked about an alternative treatment because of costs (PWC)
  • 81% believe the medical costs they are responsible for will increase (Aflac)
  • 61% of employees are worried about having enough money to meet out-of-pocket medical costs that are not covered by health insurance (MetLife)
  • Just 16% of employees who are satisfied with their benefits are likely to put off a medical procedure longer than they should (Aflac)
  • 40% of employed Americans are "completely satisfied" with the health insurance benefits their employer offers (Gallup)
  • 50% of employees strongly agree that because of the benefits they receive at work, they worry less about unexpected health and financial issues (MetLife)
  • The percentage of employers with fewer than 100 workers that offer healthcare benefits to their employees has declined an average of 24% since 2008 (Employee Benefit Research Institute)
  • % of employees offered the following benefits: health insurance (76%), retirement savings plan (67%), dental insurance (66%), vision insurance (60%), life insurance (58%), short-term disability insurance (55%), long-term disability insurance (49%), AD&D (48%), pension (38%), long-term care insurance (25%), retiree insurance (22%) (EBRI
  • %of employees who accept the following benefits: health insurance (83%), life insurance (81%), dental (80%), retirement savings plan (80%), pension (76%), vision insurance (73%), short-term disability (71%), AD&D (70%), long-term disability (66%) (EBRI
  • 83% of organizations offer company paid group life insurance, 58% offered life insurance for dependents, and 21% offered accelerated death benefits (SHRM
  • 78% of employees rate health insurance in their top two most desired benefits, 37% rate retirement savings plan in their top two (down from 67% in 1999), 26% rate PTO (up from 16% in 2004), traditional pensions were rated by 13% (down from 21% in 1999) (EBRI
  • 48% of employees are unsatisfied with their employers’ investments in wellness and preventative care (One Medical)
  • 18% of employers are looking to enhance wellness and preventative health programs (Healthcare Trends Institute)
  • 90% of benefits consultants say that their clients are shifting to a total well-being approach over physical health programs (ShortLister)
  • 73% of benefits consultants are prioritizing wellness/well-being as a business objective (ShortLister)
  • 57% of benefits consultants are staying with the same wellness vendor, 34% are moving to a new one (ShortLister)
  • 25% of American workers say they have utilized all of the preventive health benefits offered by their company (Zocdoc)
  • 50% of employed Americans would be more likely to work for or stay with an employer who is supportive of scheduling preventive care appointments or who gives them time off for preventive care appointments (49%) (Zocdoc)
  • 60% of American workers feel uncomfortable leaving work for preventive care appointments (Zocdoc)
  • 46% of American workers say that their manager has made them feel like they shouldn’t take time off work to go to preventive care appointments (Zocdoc)
  • 42% of American workers never see their CEO leaving work to go to preventive care appointments, and 29% never notice their manager leave for routine check-ups (Zocdoc)
  • 40% of American workers say they haven’t missed work even once in the past 12 months for a preventive care appointment (Zocdoc)
  • 86% of employees admitted they would cancel or reschedule a booked preventive care appointment due to workplace pressures (Zocdoc)
  • 50% of American workers say their employer has made them feel like they shouldn’t go to preventive care appointments during work hours (Zocdoc)
  • 28% of workers say they feel guilty for missing work and 24% say worrying about being judged would prevent them from going to an appointment during work hours (Zocdoc)
  • 30% of managers say they proactively encourage the employees they manage to take time off work for preventive care appointments (Zocdoc)
  • 38% of American workers think their colleagues would feel negatively if they were to take a day off work for a preventive care appointment (Zocdoc)
  • Employees would also be more likely to go to preventive care appointments if they were encouraged to do so by their employer, manager or co-workers (51%), or if their company gave them time off specifically for these types of appointments (46%) (Zocdoc)
  • 14% of workers don’t even know which preventive visits their insurance covers (Zocdoc)
  • 33% of health care workers never see their manager leave work for preventive care appointments (Zocdoc)
  • Engaged workers are 28% more likely than their actively disengaged peers to get involved in company-sponsored wellness programs (Gallup
  • 53% of employees would participate in an exercise program through their workplace to help lower their health insurance cost (Aflac
  • 44% of employees say the climate in their organization supports employee well-being (American Psychological Association)
  • 33% of employers say they are very likely to offer wellness benefits (MetLife)
  • 33% of employees participate in workplace wellness or well-being programs (Flex+Strategy)
  • Personal coaching drives as much as 70% of medical cost savings in wellness programs (HealthFitness)
  • 33% of U.S. workers say they regularly participate in employer-provided health promotion programs (American Psychological Association)
  • 66% of companies see an ROI on their health and performance initiatives; 35% report improved productivity and 34% cite improved morale (Hub International)
  • By 2018, 64% of U.S. employers will focus on developing workplace cultures that support employee well-being as a primary strategy to boost health engagement (Willis Towers Watson)
  • 56% of employers ask employees what’s missing from their well-being experience (Willis Towers Watson)
  • 35% of US employers invite family members to participate in well-being programs and activities (Willis Towers Watson)
  • 51% of employers say their senior leaders are visible champions of the organization’s health and well-being strategy (Willis Towers Watson)
  • 70% of employers have improved their physical environments to encourage healthy behaviors, including adding healthy foods to cafeteria menus, walking paths and campus bike-sharing programs (Willis Towers Watson)
  • 20% of employees said even though their company provides a wellness program, they do not participate; 25% said wellness/wellbeing programming is not an option at their workplace (Flex+Strategy)
  • 71% of employees prefer a phone conversation as their #1 communication preference about personal or emotional wellness issues; 65% prefer face-to-face meetings (Health Advocate)
  • 73% of employees with senior managers who show support through involvement and commitment to wellbeing initiatives said their organization helps employees develop a healthy lifestyle (American Psychological Association)
  • 74% of employers view wellbeing as an important to employees and a useful tool for recruiting and retaining staff (Xerox)
  • 83% of employers found financial well-being benefits improved performance and productivity among their employees, while 81% saw an improvement in employee morale (Xerox)
  • 58% of employers have a tool available that covers at least one aspect of financial wellbeing, that percentage is expected to reach 84% by the end of 2017 (Aon Hewitt)
  • 60% of employers say the importance of employee financial wellness has increased over the past two years (Aon Hewitt)
  • 91% of workers at companies that support well-being efforts say they feel motivated to do their best (American Psychological Association)
  • 91% of workers at companies that support well-being efforts are satisfied with their job (American Psychological Association)
  • 91% of workers at companies that support well-being efforts have a positive relationship with supervisors (American Psychological Association)
  • 93% of workers at companies that support well-being efforts have a positive relationship with co-workers (American Psychological Association)
  • 89% of workers at companies that support well-being efforts are more likely to recommend their company as a good place to work (American Psychological Association)
  • 25% of workers at companies that support well-being efforts said they intend to leave their job in the next year (American Psychological Association)
  • 40% of working Americans said their senior managers are involved in and committed to well-being initiatives (American Psychological Association)
  • 61% of employees agree that they’ve made healthier lifestyle choices because of their company’s wellness program (Aflac
  • 26.3% of organizations planned to add wellness rewards and penalties in 2015 (SHRM
  • 81% of large employers and 49% of small employers offer employees programs to help them stop smoking, lose weight, or make other lifestyle or behavioral changes (Kaiser Family Foundation
  • 40% of organizations offered rewards or bonuses for completing certain health and wellness activities (SHRM
  • 80% of organizations provide wellness resources and information, and 70% offered wellness programs (SHRM
  • Among employees working at organizations with a wellness program, 43% say they are “actively involved” in the program (Modern Survey
  • 46% of organizations that provide health care coverage to their employees have increased employee participation in preventive health and wellness initiatives to control health care costs (SHRM
  • The number of insurance plans that offer wellness incentives rose to 58% from 50% between 2016 and 2017 (DirectPath)
  • 46% of Millennials would be more likely to make a donation to a corporate giving program if a coworker encouraged them to (Case Foundation
  • Just 27% of Millennials would be more likely to donate to a CSR program if a direct supervisor suggested that they do so, 21% if the CEO asked (Case Foundation
  • 84% of Millennials made a corporate donation in 2014, 22% of those who gave said at least part of it was done through solicitation from an employer (Case Foundation
  • 60% of employees are willing to bear more of the cost in order to have a choice of benefits that meet their needs (MetLife
  • 19% of employers offer gym/fitness membership (ReportLinker)
  • Eight in ten full-time employees would be motivated to use company-provided wearable tech that allows employers to track their health and wellness data (Cornerstone)
  • 35% of employers use wearable devices in their wellness programs, a 10% increase since 2015 (SpringBuk)
  • 48.6% of employers are considering purchasing wearable fitness devices for employees over the next twelve months (SpringBuk)
  • 30% of companies will offer subsidies or discounts on wearables (Fidelity)
  • 20% of employers have made adjustments in their offices to improve employee health and wellness (Work Design
  • 51% of employers offer price comparison tools, 18% plan to add similar tools in the next three years (CEB)
  • 29% of health benefit plan sponsors offer a price comparison tool (HealthMine)
  • 42% of employee in wellness programs say having a price comparison tool in their wellness program is “very important,” and 48% said it would be “nice to have.” (HealthMine)
  • 81% of wellbeing program participants saw a positive impact on their physical well-being (Welltok)
  • 74% of businesses with holistic wellness programs said employee satisfaction increased (Virgin Pulse)
  • 78% of the businesses say employee wellbeing is a critical part of their business plans (Virgin Pulse)
  • 62% of wellness program participants said it helped them lower their healthcare costs (HealthMine)
  • 38% of wellness program participants said it helped them take fewer sick days (HealthMine)
  • 33% of wellness program participants said it helped them be more productive at work (HealthMine)
  • 35% of consumers enrolled in wellness programs engage in them at least once per week (HealthMine)
  • 44% of employee enrolled in a wellness program have a chronic condition, yet only 14% said that their programs help manage those conditions (HealthMine)
  • 68% of employees would engage with their wellness program more if there were better incentives (HealthMine)
  • 58% of 2017 benefit plans offer some type of wellness incentive, up from 50% in 2016 (CEB)
  • 27% of employers are now offering healthy lifestyle and wellness incentives (Healthcare Trends Institute)
  • 52% of employees in wellness programs reported that they do not receive incentives for fitness or weight loss programs (HealthMine)
  • 86% of employees ranked their colleagues as one of the top motivators to improving their overall health and well-being at work, 57% cited their direct manager (Welltok)
  • 64% of Millennials said their direct managers as a top influence to improve their overall health (Welltok)
  • Employees 55 or older cited direct managers (51%) and HR (40%) as top motivators in improving overall health (Welltok)
  • 60% of employees between 18 and 34 thought employers should be involved in financial health, less than half of those 45 and older agreed (Welltok)
  • 18% of employers currently offer financial planning programs (MetLife)
  • 84% of companies polled now include employee financial security in their wellness programs (NBGH)
  • 84% of companies say they now have financial security programs — such as access to debt management tools or student loan counseling (Fidelity)
  • 71% of companies expect to offer tools and resources to support emergency savings, debt management and budgeting (Fidelity)
  • 25% of employees say their company’s health and wellness programs are actually making them healthier (One Medical)
  • 37% of employees who don’t participate in wellness programs did not find them personally relevant and 20% didn’t know they were available (Welltok)
  • 66% of employees say their wellness program does not include a medical test for nicotine use (HealthMine)
  • 48% of employees believe that colleagues who smoke should pay a penalty (HealthMine)
  • 57% of wellness programs do not include smoking cessation (HealthMine)
  • 11% of employees currently participate in a smoking cessation program through their wellness plan (HealthMine)
  • 80% of employees said they wouldn't be likely to complete a smoking cessation program without a financial incentive; 34% said their programs offer financial incentives (HealthMine)
  • 22% of survey participants currently have mindfulness programs and 21% are thinking about introducing one in 2017 (National Business Group on Health)
  • 41% of employee who don’t compare costs before scheduling services, 41% said it is because the “cost is covered by my health plan, so it doesn’t matter.” (HealthMine)
  • 72% of employees who choose their benefits through a private exchange say they are more likely to stay with their employer because of their benefits program (Liazon)
  • 83% of employees better understand what their health insurance and other benefits cover than they did prior to accessing a benefits marketplace (Liazon)
  • 85% of employees are more engaged in their health care decisions than they were prior to accessing a benefits marketplace (Liazon)
  • 85% of employees say they are more aware of the cost of health care than before they began using the private exchange marketplace (Liazon)
  • 77% of employees appreciate their benefits more than they did prior to accessing a benefits marketplace (Liazon)
  • 5% of employees say they would prefer their employer not use an online benefits exchange in the future (Liazon)
  • The number of employers using private exchanges for employee benefits rose 144% between June 2015 through the end of December 2016 (Employee Benefits Adviser)
  • 74% of companies have not considered providing subsidies to purchase health care insurance through a private exchange (SHRM)
  • If it means controlling costs without reducing benefits, 44% of employers would be inclined to switch to a private healthcare exchange (Liazon)
  • 57.8% of employers are “not confident” that private exchanges will provide a viable alternative to current methods of providing health coverage to active employees; no respondents stated they were “very confident” (Pacific Resources)
  • 64.4% of employers say “reduce company costs” would be the top reason to consider moving to an exchange (Pacific Resources)
  • 82.6% of employers say they have a thorough or basic knowledge of the opportunities, challenges and decisions required to move to a private exchange (Pacific Resources)
  • 28.9% of employers have conducted an evaluation and decided not to move active employees to a private exchange (Pacific Resources)
  • 61% of employees rank their health as more important than their wealth or career (Mercer)
  • 47% of employees expect their workplace to become more focused on employee health in the next few years (Mercer)

Retirement Benefits Stats

  • 53% of benefits executives ranked investment volatility as one of their top three current retirement plan risks, while 49% ranked retirement benefit costs as a top concern (Willis Towers Watson)
  • 31% of all employers, and 50% of large organizations, had their retirement plans audited by the federal government over the past two years (Willis Towers Watson)
  • One in four U.S. employees expect to work beyond age 70 (Willis Towers Watson)
  • Retirement plans, flexibility and time-off rank well ahead of amenities such as fitness centers, daycare and subsidized food (Oxford Economics
  • 92% of employers offer a 401(k), 402(b) or similar plan (SHRM)
  • An average of 66% of employees participated in 401(k) or similar plans (SHRM)
  • 15% of employers say they are satisfied with their workers’ current savings rate in programs such as 401k(s) (Aon Hewitt)
  • 90% of employers are concerned with their employees’ level of understanding about how much they need to save to achieve an adequate retirement savings (Aon Hewitt)
  • 82% of government employees say they are "completely" or "somewhat satisfied" with their retirement plan (Gallup
  • 35% of employed Americans are "completely satisfied" with the retirement plan offered (Gallup)
  • 57% of nongovernment employees say they are "completely" or "somewhat satisfied" with their retirement plan (Gallup
  • Retirement plan participation has increased 19% in the past five years (Wells Fargo)
  • 62% of employees say they would be willing to pay more out of their paychecks for more generous retirement benefits (Willis Towers Watson)
  • 23% of employees believe they’ll have to work past age 70 to live comfortably in retirement; another 5% don’t think they’ll ever be able to retire (Willis Towers Watson)
  • 78% of millennials are on track to replace 80% of their pay in retirement, compared to 62% for Generation X and 50% for baby boomers (Wells Fargo)
  • 23% of employees under the age of 35 consider retirement on a weekly basis, compared to 27% of those 25-49 and 45% of those 50+ (OneAmerica)
  • 30% of young workers sign themselves up for 401(k) plans (over 50% of workers in their 30s, 40s, 50s, and early 60s voluntarily take this step) (T. Rowe Price)
  • 18% of millennials are confident they will have a secure retirement (TransAmerica)
  • 60% of Millennials would forgo some of their pay if it meant a more secure retirement (Willis Towers Watson)
  • 30% of Millennials say they contribute more than 10% of pay to their retirement account (TransAmerica)
  • 46% of employers offer defined contribution retirement plans (U.S. Bureau of Labor Statistics)
  • 98% of organizations offer defined contribution plans (WorldAtWork)
  • 91% of workers say it is important to know their retirement plan investments have been made with their best interests in consideration (LIMRA)
  • 77% of employees appreciate being able to take a loan from their retirement plan in case of an emergency (LIMRA)
  • 36% of employees would take a paycut for increased 401k matching (LendingTree)
  • 31.4% of Americans would like to see improvements to 401k matching (LendingTree)
  • 60% of workers 50 years old and older are worried that something may delay their retirement (Investopedia)
  • Only 10% of women are very confident they’ll be able to retire comfortable (Transamerica)
  • 83% of workers with a bachelor's degree have access to a retirement plan, compared with 62% of high school graduates and 43% of high school dropouts (ChangHwan Kim)
  • 67% of boomers say they are staying healthy so they can continue working (TransAmerica)
  • Among 20-something workers, 84% go along with being auto-enrolled in a 401(k) plan (T. Rowe Price)
  • 72% of plan sponsors are satisfied with their retirement advisors (Fidelity Investments)
  • 87% of companies use an advisor or plan consultant (Fidelity Investments)
  • 88% of companies said they have employees who put off retirement because they haven't saved enough (Fidelity Investments)
  • 43% of business owners who plan to increase contributions to their company’s 401(k) plan say they are doing so because their plan is now more important for attracting and retaining employees as a result of the ACA (Nationwide)
  • 86% of small business owners say America’s workers are facing a retirement readiness crisis (Nationwide)
  • 83% of millennials plan to work into retirement (Merrill Edge)
  • 58% of small business owners who offer retirement plans say they plan to increase contributions, and 19% of business owners who don’t currently offer 401(k) plans say they will offer them in the future (Nationwide)
  • 64% of non-profits are worried employees will delay retirement because they do not have enough money (TIAA)

PTO, Vacation and Time Off Stats

  • 60% of mid-size executives rank “benefits and paid time off” as having the best ROI (Namely)
  • 90% of employees who plan vacations ahead of time are happy with their professional success; 87% are happy with their workplace (Project: Time Off)
  • The average person in Europe works 19% less than the average person in the U.S. (EBN
  • 14% of the US workforce has access to employer-sponsored paid family leave (Boston Consulting Group)
  • 26% of organizations offered family leave above required federal FMLA, and 22% provided family leave above any state FMLA requirements (SHRM
  • 55% of people think others probably take paid leave on false premises (Pew)
  • 85% of Americans say sick workers should receive paid leave (Pew)
  • 82% of Americans say women should receive paid leave after giving birth or adopting (Pew)
  • 69% of Americans say men should receive paid paternity leave (Pew)
  • 51% of Americans say the federal government should mandate that employers cover paid family and medical leave, 48% say employers should be able to decide whether to offer that leave (Pew)
  • Women who take paid leave are 93% more likely to be with the same company 9 to 12 months after a child's birth than women who take no leave (Boston Consulting Group)
  • 21% of organizations offer paid maternity leave (SHRM
  • 58% of organizations offer at least some replacement pay for women on maternity leave; up from 46% 11 years ago (SHRM)
  • 81% of employers allow employees to return to work gradually after the birth of a child or adoption, up from 73% in 2012 (SHRM)
  • Among employers offering any replacement pay, the percentage offering full pay has declined from 17% in 2005 to 10% in 2016 (SHRM)
  • 57% of working dads feel they don’t spend enough quality time with their children during the week, and 87% want to be more involved with the family’s daily routine (Care@Work)
  • 52% of working fathers feel their employers don’t do enough to support working parents (Care@Work)
  • 95% of working fathers feel they should have paid paternity leave (Care@Work)
  • 36% of men said they have no plans to use paternity leave benefits (Deloitte)
  • 57% of men with paternity leave benefits said that taking parental leave would show a lack of job commitment; 41% believed they would lose opportunities; 54% said colleagues would judge a man more harshly than a woman for taking the same amount of leave (Deloitte)
  • 67% of companies offer parental leave (Mercer)
  • 38% of US employers offer paid parental leave (WorldAtWork)
  • 78% of the employers offering paid parental leave make it available to all workers (WorldAtWork)
  • 53% of employers mandate that workers take paid parental leave in the first year of parenthood (WorldAtWork)
  • 64% of employers worldwide provide maternity leave for only the birth mother (Mercer)
  • 24% of employers provide parental leave to the primary caregiver regardless of gender (Mercer)
  • 37% of employers offer paid maternity leave; 24% offer paid paternity leave; 19% offer paid leave for adoption (International Foundation of Employee Benefit Plans)
  • 9% of employers provide paid leave to attend a child's activities, 21% offer unpaid leave (International Foundation of Employee Benefit Plans)
  • 83% of employees say that more time off would increase their commitment at work (Ultimate Software)
  • 41% of US employees spend half of their days off working or thinking about work (Adobe)
  • 91% of governmental workers say they are satisfied with their vacation time (Gallup
  • 74% of nongovernmental workers say they are satisfied with their vacation time (Gallup)
  • 49% of households set aside time to plan vacations; these are 51% of them use all their vacation time (Project: Time Off
  • 56% of Americans say they haven't taken a vacation in the last 12 months, compared to 52%, who reported going without a vacation for a year in 2014 (Allianz
  • 15% of Americans said they haven't been on vacation in 7 to 12 months and 10% said it has been 4 to 6 months, with 16% saying they have been on vacation within the last 3 months (Allianz
  • 99% of companies provide some form of paid vacation leave to their full-time employees (SHRM
  • 86% of organizations provide between 6 and 20 vacation days to full-time employees on average, with 40% providing 11 to 15 days (SHRM
  • 23% of Americans have no paid holidays (CEPR
  • 98% of organizations offer paid holidays (SHRM
  • 75% of Americans favor proposals that would require employers to provide seven days of sick leave, and two weeks of paid vacation (Gallup)
  • 75% of Americans favor of proposals that would require employers to provide seven days of sick leave, and two weeks of paid vacation (Gallup)
  • 73% of organizations offer six to 10 days of paid holidays to their full-time employees per year (SHRM
  • 72% of organizations offered six to 10 days of paid holidays to part-time employees (SHRM
  • 95% of organizations provide some form of paid sick leave to employees (SHRM)
  • 80% of all employers offer paid vacation to full-time W2 based employees, while just 13% offer these benefits to independent contractors (Burson Marsteller)
  • 43 million private sector workers have no sick days (National Partnership for Women & Families
  • 39% of employees don’t believe their bosses encourage them to take allotted vacation days (Randstad) 
  • 40% of workers who received paid vacation as a benefit did not use all of their available days in 2014 (Alamo
  • 55% of employees left vacation days on the table in 2015 (Project: Time Off)
  • Americans used 73.8% of earned vacation time (16.2 days used of 21.9 days earned) in 2015 (Project: Time Off)
  • Americans lost 222 million vacation days (due to rollover, etc.) in 2015, resulting in $61.4 billion in forfeited benefits and free work for employers (Project: Time Off)
  • 26% of employees feel like they can’t turn off their job outside of work hours or even while on vacation (Cornerstone
  • 19% of employees left five days or more of paid vacation unused last year (Alamo)
  • 38% of employees believe taking fewer vacations makes them look better in the eyes of their boss (Randstad) 
  • 49% of employees feel stressed after they return from vacation (Randstad)
  • 46% of employees say they worry about work while on vacation (Randstad) 
  • 34% of millennials work every day of their vacations (Alamo
  • 95% of senior business leaders recognize the importance of using time off (US Travel Association
  • 36% of employees have had to cancel vacation plans due to work (Randstad)
  • 65% of employees say they hear nothing, mixed messages, or discouraging message about taking time off (Project: Time Off)
  • 46% of employees say they receive no encouragement from managers or companies to take time off (Project: Time Off)
  • 31% of employees put pressure on themselves to work during vacation; 17% report pressure from bosses (Project: Time Off)
  • 45% of managers put pressure on themselves to check in with the office during time off, 25% of them feel like their boss expects them to (Project: Time Off)
  • 32% of managers never talk about the importance of taking time off (Project: Time Off)
  • 25% of employees are unsure or agree that their employer wants them to work on vacation (Project: Time Off)
  • 80% of employees would take more time off if encouraged by their boss (Project: Time Off)
  • 58% of employees sense a lack of time off support from their boss; 53% sense a lack of support from colleagues (Project: Time Off)
  • 24% of employees say their manager is most influential in taking time off; family was cited by 23% (Project: Time Off)
  • 41% of employees do not plan to use all their paid time off this year (US Travel Association
  • 89% of employees said PTO influenced their employer choice and job satisfaction (TriNet)
  • 33% of employees feel they don't have enough vacation time (Accountemps)
  • 63% of organizations say they’ve moved to PTO plan policies, up from 50% in 2013 and 38% in 2010 (Mercer)
  • 44% of small business employees said they believe PTO is important; 21% said they believe it drives their team’s performance (JustWorks)
  • 56% of workers are satisfied with the amount of vacation they receive (Gallup)
  • 25% of workers plan to take no vacation time in 2017 (Monster.com)
  • 52% of Americans who get vacation days say they plan to leave some of their paid time off in the bank (Bankrate)
  • 31.6% of employees would give up a portion of their salary for more PTO days (LendingTree)
  • 35.7% of Millennial employees would give up over $1000 for five extra PTO days (LendingTree)
  • 64% of American workers get vacation days (Bankrate)
  • 28% of millennials and 25% of boomers said they weren't using up their vacation days because they had too much work to do (Bankrate)
  • 52% of Boomers are comfortable being accessible outside of normal business hours (compared to 48% of other generations) (Monster.com)
  • Baby boomers were twice as likely (26%) to say they need four weeks or more off work than millennials (13%) (TriNet)
  • 41% of Americans didn't take a single vacation day in 2015 (Skift
  • 33% of employees say they cannot afford to use their PTO (US Travel Association)
  • 46% of employees respond to emails while taking PTO; 29% return calls from work (US Travel Association
  • 61% of Americans work while they’re on vacation despite repeated complaints from members of their family; one-in-four are contacted by a colleague about a work-related matter while taking time off, while one-in-five have been contacted by their boss (Glassdoor
  • 37% of senior business leaders reported unplugging entirely from work during PTO , compared to 74% of employees (US Travel Association
  • Americans who used all of their paid vacation were more likely to unplug while on their trips (54% vs. 37%) with 40% stating they are more productive when they return to work (Alamo
  • Employees only use 51% of their eligible paid vacation time and paid time off (Glassdoor
  • 40% of employees feel they can't justify taking time off due to workload, 13% are intimidated by work piling up while they're gone (Oxford Economics
  • The biggest reasons why employees don’t use all their vacation time: returning to a mountain of work (37%), no one else can do the job (30%), the higher you rise in a company the harder it is to take time off (28%), and wanting to show complete dedication to the company and job (22%) (Project: Time Off)
  • 41% of employees say they have skipped vacations (or taken fewer days off) out of fear that their work would pile up while gone (Accountemps)
  • 41% of employees check in with the office at least once or twice a week while on vacation (Accountemps)
  • 36% of employees ages 18-34 check in with the office at least once or twice a day while on vacation (Accountemps)
  • 35% of employees took less or no days off because they worried about the effect it would have on co-workers (Accountemps)
  • 40% of women said they don't have enough vacation time, compared to 26% of men (Accountemps)
  • 56% of employees say their vacation allotment is just right, 33% say it’s not enough, 11% say they have too much (Accountemps)
  • 57% of employed Americans are "completely satisfied" with the amount of vacation time they receive (Gallup)
  • 38% of employees say their company allows them time off to follow their passions (ReportLinker)
  • 28% of employers allow employees to receive special consideration after a career break for personal/family responsibilities (up from from 21% in 2012) (SHRM)
  • 81% of employers allow employees to take time off during the workday to attend to important family or personal needs without loss of pay, down from 87% in 2012) (SHRM)

Flexible Working Stats

  • Perks Millennials prefer from employers: flexible schedules (70%), good benefits (60%) (NSHSS)
  • Telecommuting has increased 159% since 2000 (Quartz)
  • 11% of employers offer telecommute benefits (ReportLinker)
  • 43% of employees worked remotely at least some of the time in 2016 (Gallup)
  • 31% of employees spend 80% or more of their time working remotely (Gallup)
  • 79% of employees with flexibility indicated that they were more happy at work (IBM)
  • 30% of employees who work from home are engaged (Gallup)
  • 76% of advertising and marketing executives say their company offers some form of alternative work arrangement (The Creative Group)
  • 61% of employees say their direct manager is supportive of flexible work arrangements (Mercer)
  • 22% of Millennials prefer to go into work every day (DeVry University)
  • Employees who spend less than 20% of their time working remotely are the most satisfied (Gallup)
  • Among mothers who are currently employed either full or part time, 40% say they would prefer to work outside the home, and 54% would prefer to stay home (Gallup)
  • 98% of working parents believe that having a job with flexibility would have a positive impact on their overall quality of life (FlexJobs)
  • 53% of stay-at-home mothers say having flexibility in their hours or work schedule is a "major factor" in their ability to take a job (Gallup)
  • 73% of working adults agree that flexibility is one of the most important factors they consider when looking for a new job (Mom Corps
  • 47% of working adults say asking for flexible work options would hurt their chances of job advancement (Mom Corps
  • 39% of working adults have considered leaving or have left a job because it wasn't flexible enough (Mom Corps
  • 41.5% of employees would like to see flexible hours introduced to their work benefits (LendingTree)
  • 47% of employees say their employer offers flexible hours (ReportLinker)
  • 11% of employees say their workplace offers telecommuting; 70% of those say they can telecommute as often as they like  (ReportLinker)
  • 40% of employers allow employees to work some of their paid hours at home on a regular basis, up from 33% in 2012 (SHRM)
  • 71% of senior staff agrees that telecommuting allows them to get more work done, compared to 51% of middle or staff level employees (CompTIA)
  • 9% of employers offer job sharing (where two or more part-time workers share one full-time job) (International Foundation of Employee Benefit Plans)
  • 58% of Americans believe remote workers are just as productive as those who work in a business office (Gallup)
  • 50% of employees believe working remotely or part-time can adversely impact promotional opportunities (Mercer)
  • 58% of employed Americans are "completely satisfied" with the flexibility of their hours (Gallup)
  • 56% of employers offer the option to use flexible work arrangements (SHRM)
  • 47% of employers offer flexible workhours or compressed workweeks (International Foundation of Employee Benefit Plans)
  • 42% of small business employees would take a lower-paying job if it offered a greater degree of workplace flexibility (JustWorks)
  • 70% of small business employees said flexible work schedules were very important (JustWorks)
  • 84% of Millennials report at least some degree of flexible working, with 39% saying they were a part of highly flexible environments (Deloitte)
  • 68% of small business employees said flexible hours positively affected their teams (JustWorks)
  • 37% of U.S. workers say they have telecommuted (Gallup)
  • 60% of organizations offer some form of telecommuting (SHRM
  • 75% of Millennials would prefer to work from home or other locations where they feel they could be most productive. However, only 43% currently are allowed to do this (Deloitte
  • 66% of employees consider the office the most productive place to get work done; 36% say the office is the most "inspiring place" to work (Staples)
  • 45% of telecommuters say they love their jobs, compared to 38% of mobile workers and 24% of employees who worked every day in their offices (Leadership IQ)
  • 46% of female employees say flextime is the most important benefit a company can offer its workers (Gallup)
  • 44% of employees indicated flexible work arrangements as the No. 1 benefit they’d love to have at work (Virgin Pulse
  • 30% of employees said they would take a 10% or 20% cut in pay in exchange for flexible work options (Flexjobs)
  • 24% of employees are willing to forfeit vacation time in exchange for flexible work options (Flexjobs)
  • 18% of employees would give up employer-matched retirement contributions in exchange for flexible work options (Flexjobs)
  • 10% of employees want a situation where they do not come into the office at all, and 35% do not want any telecommuting days at all (CompTIA
  • 63% of Millennials say they're more likely to join a company that offers the option to telecommute (along with 57% of GenX, 41% of Boomers) (CompTIA
  • 44% of employees view companies that don't offer a telecommuting option as old-fashioned (CompTIA
  • 96% of employees reported having some type of flexibility (Flex+Strategy)
  • 97% of employees say a job with flexibility would have a positive impact on their overall quality of life (Flexjobs)
  • 19% of both Gen Z and Millennials say flexibility is their most important workplace benefit (Future Workplace)
  • Reasons why employees say they want flexible work options: Work-life balance (81%), Family (56%), Time savings (56%), Commute stress (48%) (Flexjobs)
  • Policies that would reduce voluntary turnover: Flexible schedules (51%), Increased recognition (awards, cash prizes, company trips) (50%), Acting on employee feedback (48%) (CareerBuilder
  • More than one-third of employees would change companies for an employer that embraces flexible work (Unify
  • 81% of Millennials think they should be allowed to make their own hours at work versus 69% of Boomers (MTV
  • The most common adaptions to accommodate millennials in the U.S. are making work hours more flexible (21%), allowing work from home (17%), increasing training (16%), implementing new mentoring programs (13%), and altering corporate culture (10%) (Duke/CFO
  • 73.5% of associations offer employees flexible work schedules (ASAE)
  • 24% of workers did either some or all of their work at home in 2015 (Bureau of Labor Statistics)
  • 77% of millennials say flexible work hours would make the workplace more productive for people their age (Bentley University
  • 65% of employees think a flexible and remote work schedule would increase their productivity (Cornerstone
  • 17% of employers offer seasonal scheduling (SHRM)
  • 68% of recent grads said the ability to work remotely at least some of the time would affect their likelihood to accept a position (After College
  • 74% of millennials expect flexible schedules in the workplace (Deep Focus)
  • Only 19% of employees are allowed to work remotely by their employers (Cornerstone)
  • 43% of millennials would switch jobs for greater flexibility (Unify)
  • 74% of Millennials want flexible work schedules (Intelligence Group)
  • 50% of Millennials say flexible work hours and the freedom to work from any location would improve their work/life balance (RingCentral
  • 54% of employed mothers would prefer to stay home; 40% would prefer to work outside the home (Gallup)
  • 53% of stay-at-home mothers say flexible hours or work schedules are a "major factor" in their ability to take a job (Gallup)
  • 84% of working parents cited work flexibility as the most important factor when looking for a job (FlexJobs)
  • Work/life balance (80%) and salary (75%) are the second and third top considerations for working parents when looking for a job (FlexJobs)
  • 60% of women and 48% of men rate greater work-life balance and better personal well-being as a "very important" attribute in a new job (Gallup)
  • 44% of female employees would leave their current job for one that allowed them to work off-site part time (Gallup)
  • 51% of employees saying they are interested in contract or freelance work for more flexible hours (MetLife)
  • 78% of new parents said they considered not returning to their current employer after having their first child (Bright Horizons)

Benefits Management Stats

  • 59% of organizations have offered the same amount of benefits over the past year; 35% have increased their benefits, 7% decreased (SHRM)
  • 59% of employers are overwhelmed by the task of managing benefits (Guardian Life)
  • 70% of employers say keeping up with changing compliance laws is difficult (Guardian Life)
  • 19% of employers say their employees have a high level of understanding their benefits (IFEBP)
  • 80% of organizations report low benefits knowledge due to participants not opening/reading materials, almost half don't understand the materials, and 31% say participants do not perceive value in their benefits (IFEBP)
  • Gen Y employees are more than twice as likely (20%) than Baby Boomers (9%) to be confused about the benefits they are entitled to (Barclays)
  • 34% of employees say they pay attention to all of the materials they receive about their company benefits (Jellyvision)
  • 53% of HR executives are satisfied or very satisfied (17%) with their current core benefits enrollment technology (Employee Benefits News)
  • 73% of employees prefer to talk live with someone about their benefits rather than use an automated system (Health Advocate)
  • 41% of employees are concerned about infrequent communication about benefits (Health Advocate)
  • 73% of employees prefer a phone conversation as their No. 1 communication preference to discuss healthcare cost and administrative information (Health Advocate)
  • 14% of HR professionals say employees are "very knowledgeable" about employer-sponsored benefits; 69% say employees are "somewhat knowledgeable" (SHRM)
  • 20% of employees often regret the benefits choices they make; 56% would like help from their employer when choosing a health plan (Jellyvision)
  • 95% of employees prefer to select their own benefits rather than have their employers choose for them (Liazon)
  • 88% of employees like the idea of having choices to customize their benefit packages (Sun Life)

  • 74% of employees say that having benefits customized to meet their needs is important when considering taking a new job (MetLife)
  • 69% of employees do not trust their employer to know what benefits are right for them (Sun Life)

  • 92% of employees are confident in their benefits decisions (Sun Life)

  • 65% of organizations say educating employees about their benefits is a high priority (IFEBP)

  • Nearly two in five organizations have budgets specifically devoted to benefits communication and 25% are planning to increase those budgets in 2016 (IFEBP)
  • 26% of employers are interested in outsourcing employee benefits communications services to a third party (Aflac)
  • Platforms employers are using to communicate about benefits: (IFEBP)
    • Educational materials printed and mailed to homes—89%
    • Email—73%
    • Printed and distributed on site—69%
    • Internal websites—66%
    • External websites—58%
  • 86% of employers using independent contractors do so for cost-saving purposes such as taxes and benefits (Burson Marsteller)

  • 58% of employers say full-time hires are better for their company because they provide more value over the long-term despite having to pay more up-front on taxes and benefits (Burson Marsteller)
  • 66% of employers feel they should not be responsible for providing benefits to independent contractors (Burson Marsteller)
  • 50% of employers don’t think they should be responsible for providing training or education to independent contractors (Burson Marsteller)
  • 47% of employers worry about regulatory compliance (Willis Towers Watson)
  • 77% of organizations saw increases in their costs after ACA (SHRM)
  • 85% of employers say the ACA would have an impact on their workplace in the next 12 months (Littler)
  • Top concerns of HR and finance execs: employee wellness and productivity (83%), cost management (76%), ACA compliance (58%) (HUB)
  • 64% of HR and finance execs say that ACA compliance would cause them to struggle to stay in business (HUB)
  • 67% of employers expect the Affordable Care Act to be partially repealed, 17% predict total repeal, 9% predict no action (LIMRA)
  • 48% of employers say the ACA’s total repeal would have little or no effect on their benefits package (LIMRA)
  • 36% of employers understand health care reform legislation extremely or very well (Aflac)
  • 60% of employees said the top issues concerning them are increasing out-of-pocket medical expenses or the increasing cost of major medical or health insurance over maintaining their health benefits or the possibility of their employer eliminating spouse coverage (Aflac)
  • 46% of employers are outsourcing or looking to outsource reporting and other regulatory requirements of the Affordable Care Act, 40% for American with Disabilities Act directives and 39% for Family Medical Leave mandates (Prudential)
  • 97% of finance executives still have "significant concerns" with benefits costs (HUB)
  • 65% of HR and finance execs believe they are doing all they can to rein in rising benefits costs (Hub International)
  • 74% of employers claim cost is an important consideration in making benefits decisions (MetLife)
  • 32% of finance executives expect HR to go over budget (Hub International)
  • 5% of large employers reported that they intend to reduce the number of full-time employees that they intend to hire because of the cost of providing health care benefits (Kaiser Family Foundation)
  • 31.6% of total employee compensation costs were accounted for by benefits (SHRM)
  • 79% of employees see a growing need for voluntary insurance today compared to last year (Aflac)
  • 87% of companies offer voluntary benefits (Employee Benefit News)
  • 50% of companies agree that "voluntary benefits are a significant part of our company’s benefits strategy" (MetLife
  • 78% of employers view voluntary benefits as being extremely effective or very effective in supporting employee financial well-being (Xerox)
  • 39% of employees don’t know what voluntary benefits are (Sun Life)
  • 30% of employees are familiar with voluntary benefits (Sun Life)
  • 79% of employees say voluntary benefits sound great, but they aren’t completely convinced to pay for them (Sun Life)
  • 77% of organizations review their benefits programs annually, and 11% review them even more frequently (SHRM)
  • 38% of employees are not very confident they made the right benefits decisions at annual enrollment (MetLife
  • 54% of employees claim they need more help understanding how their benefits work, and how those benefits can help meet their needs (MetLife
  • 43% of millennials and 30% of non-millennials are not reading most of their employee benefits handbooks; 11% of millennials haven’t even opened their handbooks (GuideSpark)
  • 23% of millennials and 36% of non-millennials don't know where their benefit handbooks are anymore (GuideSpark)
  • 45% of employees strongly agree their companies’ benefit communications helped them to understand how they would pay for specific services and effectively educated them on their benefit options (MetLife)
  • 88% of HR managers cite cost control as a very important benefits objective, 80% say optimizing benefits plans to reduce costs is a most important strategy (MetLife
  • 16% of employers said they are working directly with providers to design health plans (Healthcare Trends Institute)New Call-to-action

Employee Perks and Other Miscellaneous Benefits Stats

  • 78% of employees want a greater variety of benefits to choose from (MetLife)
  • 80% of employees would value benefits customized to individual circumstances and age (MetLife
  • 21% of Millennials define a good work environment as a place that offers incentives and perks (Staples)
  • US businesses spend $90 billion a year on non-cash incentives, up 17% from 2013 (Incentive Federation)
  • 84% of U.S. businesses use some form of non-cash incentive awards, which includes incentive travel, merchandise, gift cards, and award points (Incentive Federation)
  • 88% of employees agree it’s important that employers reward employees for great work (AttaCain)
  • 41% of employees say their employer effectively rewards employees for great work (AttaCain)
  • 90% of employees who work in places with effective rewards programs agreed with the statement “My work makes a difference” (AttaCain)
  • 46% of Millenials say more office perks would improve their happiness (Staples)
  • 64% of millennials care more about perks and benefits, compared to 51% of baby boomers and 54% of Gen X (LinkedIn)
  • Employees aged 18-34 (89%) and 35-44 (84%) prefer benefits or perks to pay raises, compared to those aged 45-54 (70%) and 55-64 (66%) (Glassdoor)
  • 65% of Generation Y employees said that they would value financial education or guidance in the workplace, but 83% confirmed that this was not available to them (Barclays)
  • 44% of Millennials are relying on their employers to ensure their financial security (MetLife)
  • 47% of US employers include financial well-being in their overall workforce well-being strategy; 80% expect to include it by 2018 (Willis Towers Watson)
  • 64% of companies do not feature or market promotion opportunities as a key benefit to attract new employees (WorldatWork)
  • 48% of organizations offer community volunteer programs (SHRM
  • 91% of employers offer an employee assistance program (IFEBP)
  • 5% of employees say they use their company’s EAP (Willis Towers Watson)
  • 72% of CFOs say their company covers some or all of the cost for staff to obtain professional certifications; 76% said their organization helps in maintaining credentials once earned (Robert Half)
  • 88% of organizations offered professional membership benefits in 2016 (SHRM)
  • 29% of CFOs say their organization offers no financial support for employees' continuing education (Robert Half)
  • 41% of employers are sending current workers back to school to get an advanced degree; 14% fully funding the degree, and 22% funding it partially (CareerBuilder)
  • 61% of employers offer tuition reimbursement (SHRM)
  • 40.5% of associations offer employees tuition assistance (ASAE)
  • 56% of organizations offer undergraduate educational assistance (SHRM)
  • 30% are "very satisfied" with their work-life benefits, and about 1 in 10 employees aren't satisfied at all (Care.com)
  • 89% of working parents want family care benefits; 81% say their employers don't offer any (Care.com)
  • 22% of organizations allow employees to bring their children to work in a child care emergency (SHRM)
  • 41% of working parents say the lack of family assistance-related benefits has hurt their work performance (Care.com)
  • Most desired employee perks: Half-day Fridays (40%), On-site gym (20%), casual dress (18%) (CareerBuilder
  • 22% of employers offer a casual dress code; 40% only relax dress codes on Fridays (IFEBP)
  • 40% of employers are sending employees back to school to get an advanced degree (23% fund it partially, 12% fully funding) (CareerBuilder
  • 68% of employers offer training programs; 71% offer soft skills and 72% offer hard skills (CareerBuilder)
  • 51% of employers plan to provide more online, competency-based learning opportunities in 2017 (CareerBuilder)
  • 39% of employees say their employer offers career development services (ReportLinker)
  • 57% of Hr pros feel challenged to create engaging employee experiences in learning (SilkRoad)
  • Among companies with training programs, 11% say those budgets have been reduced over the past year; 39% report an increase, and 50% remained the same (SHRM)
  • 80% of 2016 grads expect their first employer to provide formal training (Accenture)
  • 54% of 2014 & 2015 grads received formal training from their first employer (Accenture)
  • 22% of employees believe their employers are "very effective" in providing easy access to training and development (Saba Software)
  • 22% of employees say their employers provide training and development that helps in career advancement (Saba Software)
  • 45% of workers believe that company-provided development programs are not applicable to their day-to-day job needs (Spherion)
  • 14% of employees would grade their company an “A” for the availability of training resources (Spherion)
  • 45% of companies say they have increased their investment in training and development programs during the last two years (Spherion)
  • 55% of employees say they think they could advance professionally if they were offered greater training opportunities (American Staffing Association)
  • 68% of workers say training and development is the most important workplace policy, followed by working hours flexibility (74%), promotion of health at work (72%) (EdenRed)
  • Executives cite a high level of education or institutional training as the most important employee attribute, only 23% say they offer development and training as a benefit (Oxford Economics
  • 84% of organizations offer their staff some form of professional development opportunities (SHRM
  • 91% of organizations offer paid professional memberships (SHRM
  • 42% of organizations offer cross-training to develop skills not directly related to employees’ current jobs (SHRM
  • 46% of employees say their company's training courses/methods make them less likely to leave (CompTIA
  • 35% of employees are concerned about falling behind in acquiring the new skills required to succeed in more advanced future positions (Spherion)
  • 83% of Millennials ranked travel rewards as the number one reward that they would want most from an employer (Achievers
  • Feeling encouraged by a supervisor to take breaks increases by nearly 100% people’s likelihood to stay with any given company, and also doubles their sense of health and well-being (The Energy Project
  • 33% of Millennials expect their employer to help repay existing student loans (EdAssist)
  • 4% of organizations offer student loan repayment benefits in 2016, a 1% rise since 2015 (SHRM)
  • 4% of employers offer student loan debt repayment (WorldAtWork)
  • 86% of employees said they’d stay with a company for at least five years if their employer helped pay down their student loans (American Student Assistance)
  • 50% of Millennials expect financial support in paying for further education (EdAssist)
  • 17% of organizations offer same-sex domestic partner benefits (excluding health care) (SHRM
  • 24% of employers w/ 500+ employees offer fertility services as part of their benefits; 19% cover IVF treatments, 12% cover fertility medications and 9% cover non-IVF fertility treatments (International Foundation of Employee Benefit Plans)
  • 4% of employers with fewer than 50 employees offer fertility services (International Foundation of Employee Benefit Plans)
  • 22% of employers offer resource and referral services for child care (International Foundation of Employee Benefit Plans)
  • 14% of employers offer resource and referral services for adopted children (International Foundation of Employee Benefit Plans)
  • 17% of employers offer take Your Child to Work Day (International Foundation of Employee Benefit Plans)
  • 16% of employers offer financial assistance for adoption (International Foundation of Employee Benefit Plans)
  • 10% of employers offer emergency/sick child care (International Foundation of Employee Benefit Plans)
  • 8% of employers offer on-site or near-site child care (International Foundation of Employee Benefit Plans)
  • 3% of employers offer child-care subsidies (International Foundation of Employee Benefit Plans)
  • 1% of employers offer special needs child care (International Foundation of Employee Benefit Plans)
  • 1% of companies allow babies at work (International Foundation of Employee Benefit Plans)
  • 1% of companies offer breast milk shipping for new mothers who travel (International Foundation of Employee Benefit Plans)
  • 49% of new U.S. parents would be willing to work for less than their current salary for an organization that offers more family-friendly perks (Bright Horizons)
  • Benefits each generation is most interested in: employee discount programs (34% of Boomers), paid parental leave (34% of Gen X), financial wellness programs (46% of millennials) (ADP)
  • 13% of organizations offer employer-sponsored personal shopping discounts (SHRM) 
  • 30% of organizations offer discount ticket service (SHRM) 
  • 79% of Millennials think they should be allowed to wear jeans to work (at least sometimes) versus 60% of Boomers (MTV
  • 36% of companies offer casual dress every day, 62% offer it one day per week (SHRM) 
  • 27% of employers allow seasonal casual dress (SHRM)
  • 8% of companies offer a paid day off for the employee’s birthday (SHRM) 
  • 45% of companies offer a phone subsidy for business use of employees’ personal phones (SHRM
  • 34% of organizations provide employee discounts on company services (SHRM
  • 64% of employers offer an annual company outing (SHRM)
  • 55% of companies offer a “sit-to-stand” ergonomic desk or treadmill workstation (Fidelity)
  • 23% offered company purchased tickets to events such as cultural proceedings, sporting events or theme parks (SHRM)
  • 86% of organizations reported offering paid bereavement leave (SHRM
  • 54% of employees say their workplace offers paid family sick leave or bereavement (ReportLinker)
  • 76% of organizations provide free coffee (SHRM
  • 66% of employees whose offices provide free snacks or beverages report being extremely or very happy with their current job (PeaPod
  • 16% of employers offer free snacks (ReportLinker)
  • 83% of employees agree "having healthy and fresh snack options (e.g., fruit, vegetables, yogurt, low-calorie snacks) provided in the workplace is a "huge" perk (PeaPod
  • 66% of millennials agree "If I found or was offered a job at another company with better perks, including availability of snacks, I would take it." (PeaPod
  • 37% of organizations offer acupressure/acupuncture medical coverage (SHRM)
  • 91% of organizations offer mental health coverage to their employees (SHRM
  • 88% of organizations offer on-site parking, 10% offer parking subsidies (SHRM
  • 70% of organizations allow employees to retain frequent flyer miles (SHRM
  • 8% of companies allow pets at the office (SHRM
  • 2% of organizations offered nap rooms in 2015 (SHRM
  • Highest paying companies in America, 2016: A.T. Kearney, Strategy&, Juniper Networks, McKinsey & Co., Google; 24 of 25 are in consulting or technology (Glassdoor)
  • Employee offered a gross of 60 benefits in 1996 compared to 344 benefits covered today (SHRM)
  • 97% of higher education institutions feel that personal development programs for all employees have an effect on student success (Ellucian)

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Topics: Employee Engagement + Loyalty, Benefits Trends

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ABOUT THE AUTHOR
Brandon is a writer and marketer for Access Development. He's a frequent blogger on customer and employee engagement & loyalty, consumer trends, and branding.
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