Note: Looking for 2017 data? Click here.

With the dawn of 2016, our workplace reality has changed quite a bit from recent years. Millennials are now a majority in the workplace, and their ideas are spreading to other generations.

Access-Perks-employee-discount-program.pngAnd just as we get our minds wrapped around that unique generation, here comes another one in Generation Z!

To help you keep track of the rapidly changing world, we've created this collection of 2016-specific employee engagement and loyalty data. We hope to cover everything that impacts employee happiness, from corporate perks to management competence. 

We've provided links back to the original sources, as well as handy "Tweet This" buttons so you can share your discoveries with your friends.

Of course, all of these statistics will also find their way onto our Ultimate Collection of Employee Engagement & Loyalty Statistics. If you 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

2016 Employee Engagement/Retention Statistics

  • 32.6% of American workers are engaged (Gallup
  • 25% of employees are highly engaged, 40% are moderately engaged (Aon Hewitt)
  • 24% of employees worldwide are "actively disengaged" (Gallup
  • 29% of millennials are engaged at work, 16% are actively disengaged, 55% are not engaged (Gallup)
  • 35% of female employees are engaged compared to 29% of men (Gallup)
  • 41% of women managers are engaged compared to 35% of male managers (Gallup)
  • 29% of full-time state and local government employees are engaged at work (Gallup)
  • 86% of employees say they're at least somewhat happy with their jobs, 43% are very happy, just 4% very unhappy (Staples)
  • 21% of millennials say they've changed jobs within the past year, more than 3x the number of non-millennials (Gallup)
  • 93% of millennials left their company the last time they changed roles (Gallup)
  • Millennial turnover costs the U.S. economy $30.5 billion annually (Gallup)
  • 74% of all workers are satisfied with their jobs; 66% of those are still open to new employment (Jobvite
  • US companies improved employee engagement from 63% in 2014 to 64% in 2015 (Aon Hewitt)
  • 47% of workers report that they have had to replace more than 20% of their workforce during the past 12 months (Spherion)
  • 69% of hiring managers say voluntary turnover has not increased at their companies in 2016 (DHI Group)
  • 37% of employers say turnover has picked up over the past 12 months; 16% say it’s dropped off (Willis Towers Watson)
  • 67% of decision-makers say they’re more concerned about turnover at their organizations now than they were 12 months ago (Randstad)
  • 53% of HR pros say that the highest priority in the coming year is to retain top talent (Xerox)
  • 46% of HR pros say retention is their greatest concern, followed by employee engagement at 36% (SHRM)
  • 75% of companies agree it takes more time this year than last year to find the right talent to fill positions (Randstad)
  • 24% of workers say their employers are putting in less effort to retain them; 15% say they are putting in more effort (Spherion)
  • The average employee tenure is eight years, the annual turnover rate is 19% and the involuntary turnover rate is 8% (SHRM)
  • 1 in 3 workers will change jobs in the next 6 months (Saba Software
  • 26% of employees are liable to look for a new job during the next 12 months (up from 18% in 2015) (Spherion)
  • 45% of employees plan to stay at their jobs for at least another year (MetLife)
  • 59% of US workers are likely to leave their jobs for new opportunities (Adobe)
  • 50% of employees who say they love their current jobs would still leave for a new opportunity if given the chance (Adobe)
  • 47% of Americans would leave for their ideal job even if it meant less pay (Adobe)
  • 50% of Millennial employees rarely think about leaving their organization to work somewhere else, compared to 54% of Gen Xers and 63% of Baby Boomers (Modern Survey)
  • 47% of employees are likely to look for a new job in the next year; 31% are extremely or very likely (Aflac
  • 42% of millennials expect to change jobs at least every 1-3 years (Jobvite
  • 50% of Millennials (compared with 60% of non-millennials) strongly agree that they plan to be working at their company one year from now (Gallup)
  • Millennials who feel they're at a great workplace are 25 times more likely to plan a long-term future at that workplace (Great Place to Work)
  • 60% of Millennials are open to a different job opportunity (15 percentage points higher than the percentage of non-millennials) (Gallup)
  • 36% of Millennials report that they will look for a job with a different organization in the next 12 months if the job market improves, compared with 21% of non-millennials (Gallup)
  • Engaged millennials are 64% less likely to say they will switch jobs if the job market improves in the next 12 months (Gallup)
  • 55% of American employees (76% of Millennials), expect to change careers – not just jobs – at some point (Cornerstone)
  • 42% of employees say they expect to have three or more careers in their lifetimes (Cornerstone)
  • 15% say it is very or somewhat likely that they will be laid off in the next 12 months (Gallup)
  • 52% of women and 50% of men view greater job stability and security as "very important" in a new job (Gallup)
  • 19% of US workers worry about being laid off (Gallup)
  • 64% of Millennials consider themselves lucky to even have a job (CBRE)
  • 63% of young females agree that employees should stay in their first job between 2-3 years, compared to 54% of males (Adecco)
  • 44% of Millennials say, if given the choice, they expect to leave their current employers in the next two years (Deloitte
  • 66% of Millennials say, if given the choice, they expect to leave their current employers by 2020 (Deloitte)  
  • 45% of employees reported that they would be likely or very likely to look for other jobs outside their current organization within the next year (SHRM)
  • 52% of U.S. workers said they are open to new job opportunities (Aon Hewitt)
  • 69% of employees are open to other opportunities or already seeking their next job (Rapt Media)
  • 50% of US workers are constantly looking for the next job opportunity (ManpowerGroup Solutions)
  • 44% of US employees are actively looking for a new job (Aon Hewitt)
  • 63% of full-time employees are actively looking for a new job (ICIMS)
  • 26% of U.S. employees say they will look for a new job within the next 12 months, 15% are already actively looking for a new job (Dale Carnegie Training)
  • 83% of full-time employees would consider leaving their current company (ICIMS)
  • 43% of Americans say it is a good time to find a quality job (Gallup)
  • 51% of employed Americans say it is a good time to find a quality job, 33% of those who are not currently working agree (Gallup)
  • 51% of students say it is a good time to find a quality job (Gallup)
  • 51% of Americans say now is a good time to find a good job in their local area (Gallup)
  • 27% of companies say they’ve witnessed an increase in executives being lured away by other organizations (Hunt Scanlon)
  • 51% of employees feel the expanding job market gives them more power to negotiate a higher salary, either with their current company or with another (Spherion)
  • 63% of US workers say they likely would find a new job just as good as their current one if laid off (Gallup)
  • 49% of Americans plan to spend six years or more at their current company (Finn Futures
  • 41% of employed workers over the age of 50 have spent two decades with the same company, including 18% who've stayed at least 30 years (Associated Press)
  • 44% of employees say they would consider taking a job with a different company for a raise of 20% or less (Gallup
  • 50% of millennials say they would consider taking a job with a different company for a raise of 20% or less (Gallup)
  • Engaged Millennials are 26% less likely than millennials who aren't engaged to say they would consider taking a job with a different company for a raise of 20% or less (Gallup)
  • 89% of employees would consider a lateral move within their company, but only 27% of them would consider a lateral move to work for a different company (Cornerstone
  • 66% of employees will first look to see if there is an interesting and open position at their current company before looking elsewhere (Cornerstone)
  • Just 37% of engaged employees would consider leaving for a 20% raise or less, compared to 54% of actively disengaged employees (Gallup
  • The attrition rate of disengaged employees is 12x higher than highly engaged employees over the period of a year (Glint)
  • 8% of global employees are actively disengaged and intend to stay at their organization (Aon Hewitt)
  • Workers in the top 1% in terms of productivity add about $5,000 to profit per year, while a toxic worker costs about $12,000 per year (Harvard)
  • 39% say it's harder to find a job now than the year before (Jobvite
  • New hires who reported a poor onboarding experience are 8x more likely to be disengaged in their work and 11x less likely to recommend their employer as a good place to work after their first three months (Glint)
  • 44% of job seekers are optimistic that they'll be able to find a job that suits their skills and qualifications (Jobvite
  • Only 1 in 150 employees who say their organization does not have a set of values are fully engaged (Modern Survey
  • 47% of US workers don’t know or are unsure of what their employers’ core values are (Eagle Hill Consulting)
  • 77% of  employees who strongly agree that they know what their company stands for and what makes it different from competitors strongly agree that they plan to be with the company for at least one year (Gallup)
  • 71% of millennials who strongly agree that they know what their organization stands for and what makes it different from its competitors say they plan to be with their company for at least one year (Gallup)
  • 63% of workers prioritize sustainability when considering employment (Staples)
  • 85% of employees said they were likely to stay longer with an employer that showed a high level of social responsibility (Ultimate Software)
  • 86% of new professionals/soon to be college graduates say it’s important that the company they work for behaves in a socially responsible way (Nielsen
  • Employees who work for "dream companies" are 11x more likely to stay at their company than those in dream jobs, have 41% more satisfaction, and are 3.5x more likely to say that their job inspires them (Bright Horizons
  • Career satisfaction and work-life balance are the top reasons American employees stay at their current jobs (38% combined) (Cornerstone)
  • 37% of employees say “working with a great team” is their primary reason for staying (Gusto)
  • 54% of employees say a strong sense of community (great coworkers, celebrating milestones, a common mission) kept them at a company longer than was in their best interest (Gusto)
  • 55% of employees have put off job hunting because they didn’t want to leave their co-workers (ICIMS)
  • 40% of employees choose to leave a job because of a "lack of advancement/opportunity" (Express Employment Professionals)
  • Millennials (29%) report that higher salary is the biggest contributor to their loyalty, compared to 20% of the broader workforce (Staples)
  • 38% of employees cite work responsibilities and 30% cite work/life balance as leading contributors to their loyalty (Staples)
  • 40% of Millennials who plan to remain in their jobs beyond 2020 say their employers have a strong sense of purpose beyond financial success (Deloitte
  • 54% of millennials say their loyalty to employers is influenced by how much their employer cares about their well-being (PwC)
  • 71% of Millennials expecting to leave their employer in the next two years are unhappy with how their leadership skills are being developed (Deloitte
  • 70% of employees ranked being empowered to take action at work when a problem or opportunity arose as an important element of their engagement (SHRM)
  • 59% of millennials; 44% of Gen Xers and 41% of baby boomers say opportunities to learn and grow are extremely important to them when applying for a job (Gallup)
  • 87% of millennials rate "professional or career growth and development opportunities" as important to them in a job; 69% of non-millennials agree (Gallup)
  • 42% of full-time employees believe their growth potential is limited at their current job, no longer believe in the company’s mission, have inflexible schedules, or don’t get along with their coworkers (ICIMS)
  • Engagement plummets to 2% among teams with managers who ignore their employees, compared 61% for teams led by managers who focus on strengths (Gallup
  • Higher workplace engagement leads to 37% lower absenteeism, 41% fewer safety incidents, and 41% fewer quality defects (Gallup
  • Teams led by managers who focus on their weaknesses are 26% less likely to be engaged (Gallup
  • Employees who believe that only obedience, predictability, deference to authority and competition with peers are valued are 32% less likely to be engaged, motivated and committed (Vitalsmarts)
  • 59% of millennial employees who strongly agree that they can talk with their manager about "non-work-related issues" are engaged at work (Gallup)
  • 75% of employees would stay longer at an organization that listens to and addresses their concerns (Ultimate Software)
  • Employees who believe their managers can name their strengths are 71% more likely to feel engaged and energized (The VIA Institute on Character
  • 33% would change to more empathetic employers for equal pay, and 20% would switch companies for less pay (Businessolver)
  • 51% of employees who don’t feel they have the support of leadership plan to leave their job in the next year, compared to 25% of those who do have leadership support (American Psychological Association)
  • 30% more of the workforce is satisfied when there’s even an informal recognition program in place (BambooHR)
  • 75% of employees receiving at least monthly recognition (even if informal) are satisfied with their job (BambooHR)
  • When asked which recognition initiative has the biggest impact on employee engagement, HR pros cited: performance awards (33%), anniversary awards (20%), personal notes (10%) (Michael C. Fina)
  • According to employees, the most memorable recognition comes from an employee's manager (28%), high-level leader or CEO (24%), the manager's manager (12%), a customer (10%) and peers (9%) (Gallup)
  • 51% of workers are satisfied with the recognition they receive at work (Gallup)
  • 55% of retail managers say the head office rarely or never recognizes hourly employees for doing good work (WorkJam)
  • Companies with engaged employees see 233% greater customer loyalty and a 26% greater annual increase in revenue (Aberdeen)
  • When companies select the top 20% most talented candidates for a role, they frequently realize a 10% increase in productivity, 20% increase in sales, 30% increase in profitability, 10% decrease in turnover and a 25% decrease in unscheduled absences (Gallup
  • 50% of employees say bosses sharing information and data has a significantly positive impact on productivity and motivation (HubSpot
  • 77% of employees desire relocating to a different city, state or country as a career move (Cornerstone)
  • 84% of Millennials are willing to relocate for a job (Graebel)
  • 15% of employees say their employer offers relocation opportunities (Cornerstone)
  • 82% of Millennials believe they will be required to relocate if they want to advance their careers (Graebel)
  • 80% of Millennials would be willing to take a pay cut if necessary to relocate to a dream destination (Graebel)
  • 32% of young women only keep their existing jobs just to pay off college debt (1000 Dreams Fund)
  • 65% of IT pros stay in their jobs due to happiness at work, 19% cite convenience and 13% money (AlienVault
  • 37% of IT professionals plan to look for a new job in 2017 and 26% expect to accept a job offer (Spiceworks)
  • 69% IT professionals plan to look for a new job in 2017 to advance their career; 64% for a more competitive salary; 40% for a company that prioritizes IT (Spiceworks)
  • 58% of employers who hire independent contractors agree that “non-employee contingent workers are not as loyal” (Burson Marsteller)
  • 39% of employees say they’ll likely consider making the shift to agile employment in the next two to three years (Randstad)
  • 32% of employers have seen an increase in retention as a result of increasing their educational requirements (CareerBuilder
  • 25% of employers have seen an increase in customer loyalty as a result of increasing employee educational requirements (CareerBuilder
  • 80% of HR pros say that employee engagement is an important area of focus for their organization (Temkin Group)
  • 85% of executives rated engagement as an important (38%) or very important (48%) priority for their companies (Deloitte)

  •  64% of executives say they are measuring employee engagement once a year; 18% say their companies don’t formally measure employee engagement (Deloitte)

  • 15% of organizations with 100+ employees measure the engagement of their employees more than once a year (Modern Survey
  • 47% of organizations plan to or currently measure employee engagement more than once annually (Modern Survey)
  • 46% of organizations with 100+ employees survey annually and 16% never measure engagement (Modern Survey
  • 49% of HR leaders named retention and leadership development programs as the top priority among talent management goals (Saba Software
  • Business units with high employee engagement have 28% less internal theft and 21% higher productivity (Gallup
  • 82% of employees say a pet-friendly workplace increases loyalty (Banfield
  • 1 in 5 employees would prefer to receive a promotion (higher title included) without a 3% raise, rather than getting that raise without a promotion (BambooHR)
  • Nearly one-third of employees would rather be recognized in a company-wide email from an executive than receive a bonus of $500 (BambooHR)
  • 83% of employers believe attracting and retaining talent is a growing challenge (Allegis Group)
  • 98% of HR pros are open to hiring former employees (Accountemps)
  • 29% American workers say they have “boomeranged” at least once in their career, and 41% say they would consider going back to a former workplace (Spherion)
  • 52%) of employees said their company currently employs at least one boomerang worker (Spherion)
  • 37% of employees believe their company favors hiring boomerang employees to save money on recruitment and training, while also minimizing risk (Spherion)
  • 33% of employees say the ability to collaborate makes them more loyal (The Economist)
  • Employers rated by employees as “pioneers” in supporting mobile technology saw better productivity (16%), creativity (18%), satisfaction (23%) and loyalty (21%) (The Economist)
  • 85% of employees who feel their company’s technology is ahead of the curve say they love their jobs (Adobe)
  • 92% of employees say that having the technology to do their job efficiently affects their work satisfaction (Ultimate Software)
  • 70% of employees believe technology improves work-life balance (Adobe)
  • 36% of employees say they would leave for a job with a more "digitally progressive" employer  (Sungard)
  • 27% of companies conduct "stay interviews" to reduce turnover, 24% plan to implement them (Challenger, Gray & Christmas)
  • 40% of employees planning to work past 70 feel they are stuck in their jobs, compared with just a quarter of those who expect to retire at 65 (28%) or before 65 (27%) (Willis Towers Watson)
  • 54% of Boomers said that the “opportunity to make an impact on the business” was the best way to retain them (Korn Ferry)
  • 59% of academic institutions are having a hard time retaining top faculty; 69% are having a hard time retaining staff (Ellucian)
  • 47% of higher education institutions neither track nor measure employee engagement (Ellucian)
  • 39% of higher education institutions do not offer any form of employee engagement opportunities (Ellucian)
  • 58% of people with disabilities that are not visibly detectable say they are happy going to work each day (Working Mother Research Institute)
  • 17% of retail managers feel their employees are "very motivated and engaged" (WorkJam)
  • 47% of retail managers say at least 5% of their staff quit in an average three-month period (WorkJam)
  • 63% of retail managers believe reducing turnover by as little as one associate per month could lift monthly revenues by at least 6% (WorkJam)

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2016 Workplace Satisfaction Statistics

  • 88% of U.S. employees reported overall satisfaction with their current job in 2015, marking the highest level of satisfaction over the last decade (SHRM)
  • 37% of employees indicated they were “very satisfied” and 51% “somewhat satisfied” with their jobs (SHRM)
  • 67% of employees are extremely or very satisfied with their jobs (Aflac
  • 77% of US employees say they’re satisfied with their workplace, ranking third in the world (EdenRed)
  • 70% of American employees say they love their jobs (Adobe)
  • 80% of Americans would continue working even after winning the lottery; 51% would continue working at their current job (Adobe)
  • In a ranking of 35 countries, Colombia ranks highest for job happiness globally while Japan ranks last (Indeed
  • Cities with the happiest workers: Los Angeles, Miami, San Diego (Indeed
  • Cities with the lowest level of job satisfaction: Denver, Indianapolis, Louisville (Indeed
  • 40% of Millennials have high job satisfaction (Deloitte
  • Highest-ranking factors in job satisfaction worldwide: Work-life balance, Management, Culture (Indeed
  • According to employee surveys, 2016’s leading job satisfaction contributors are: respectful treatment of all employees at all levels, compensation/pay, benefits, and job security (SHRM)
  • 60% of HR leaders believe that their companies provide employees with a clear career path; just 36% of employees agree (Saba Software
  • 50% of job seekers say that their most recent employer has helped them advance in their career (Future Workplace)
  • 23% of employees say job does not take full advantage of their skills, training (Gallup)
  • Top steps organizations are planning to retain talent: new career development opportunities (61%), market pay adjustments (37%), more non-cash recognition (24%) (Xerox)
  • 93% of employees said trust in their direct manager is important to remain satisfied at work (Ultimate Software)
  • 76% of employees don’t trust bosses who fail to share company data (GeckoBoard
  • 63% of adults under 45 say that “owning their own business would be the best employment scenario” (Finn Futures
  • 85% of new professionals/soon to be college graduates said employee treatment and welfare were what they look for in future employers (Nielsen
  • 57% of employees said "meaningful work" contributes most toward a positive workplace sentiment (Namely)
  • Top employer attributes that jobseekers value most: salary and employee benefits, long-term job security, pleasant working atmosphere (Randstad)
  • Traits Millennials look for in employers: treat employees fairly (73.1%), corporate social responsibility (46.6%), brand image (39.5%), prestige (30.5%) (NSHSS)
  • Work atmosphere traits Millennials seek in employers: work/life balance (69.2%), friendly coworkers (57.3%), friendly to people of all backgrounds (55.3%) (NSHSS)
  • 57% of Millennials say that work-life balance and well-being in a job are "very important" to them (Gallup)
  • 33% of Millennials want collaborative workspaces (CBRE)
  • 78% of Millennials see workplace quality as important when choosing an employer (CBRE)
  • 35% of workers say an eco-friendly workplace is important to consider when looking at a new job, compared to over 50% of Millennials (Staples)
  • 39% of employees are concerned about their position being automated or made obsolete in the next five years (Jobvite
  • 37% of employees have searched for jobs while at their current job (Jobvite
  • 51% of recent grads feel like they're underemployed (Accenture)
  • 36% of IT professionals are happy or very happy at work, 32% unhappy and 31% neutral (AlienVault
  • 88% of HR pros have confidence in finding a new job (SHRM)
  • 19% of HR pros admit to looking for a new job (SHRM)
  • 42% of HR job seekers say salary is a key driver; 37% cite career advancement opportunities (SHRM)
  • 78% of employees feel they are making a difference and appreciated when managers focus on their strengths over their weaknesses (The VIA Institute on Character
  • 67% of employees are happier and more productive when managers focus on the positive aspects of their performance (Gallup)
  • 64% of employees believe they will be more successful at work by building on their strengths than fixing their weaknesses (The VIA Institute on Character
  • 67% of employees who strongly agree that their manager focuses on their strengths are engaged in their jobs (Gallup)
  • 65% of employees who report having had a meaningful discussion with their manager about their strengths describe themselves as flourishing at work (The VIA Institute on Character
  • 61% of workers are satisfied with their boss or immediate supervisor (Gallup)
  • 91% of workers say they feel motivated to do their best when they have leadership support (American Psychological Association)
  • 89% of workers with leadership support are more likely to recommend company as a good place to work (American Psychological Association)
  • 31% of workers believe the employers only care about profits and don't care as much about employees (Businessolver)
  • 35% of employees don’t think their employers care about them as a team member or person  (Rapt Media)
  • 57% of employees feel their leaders are detached from the workforce  (Rapt Media)
  • 27% of workers strongly agree that the feedback they currently receive helps them do their work better (Gallup)
  • 31% of workers feel engaged in their work following a mostly negative evaluation (Gallup)
  • 19% of Millennials say they receive routine feedback from managers (Gallup)
  • 17% of Millennials say the feedback they receive from managers is meaningful (Gallup)
  • 31% of Boomers felt they needed less feedback than millennials or Gen X (Korn Ferry)
  • 68% of employees who receive accurate and consistent feedback feel fulfilled in their jobs (Clutch)
  • 40% of millennials do not consider themselves fulfilled at work (Clutch)
  • 74% of Gen Z said work should have a greater purpose than earning a salary, compared to 45% of millennials, 40% of Generation X, and 33% of boomers (Monster)
  • 50% of U.S. employees say their senior leaders are concerned about employee well-being. At big organizations (10K+ employees), it is just 45% (Modern Survey
  • 44% of employees believe that their employer cares about their wellbeing (PwC)
  • 26% of employees admit to sharing sensitive information outside the company (Sailpoint
  • 38% of employers say lack of qualified talent results in the most productivity lost within their organization (Aflac
  • 75% of employers ranked stress as their top health and productivity concern (Willis Towers Watson)
  • 87% of employers reported that employees feel the most stress in regard to their performance (Xerox)
  • 36% of workers are satisfied with the amount of on-the-job stress in their jobs (Gallup)
  • Depression and anxiety lead to 15 billion lost days of work every year, at an estimated annual cost of US $1.15 trillion (World Health Organization)
  • 44% of working adults say that their current job affects their overall health, but only 28% of that group believe the effect is positive (Harvard)
  • 50% of millennials, 40% of Gen X and 35% of boomers say burnout is motivating them to consider changing jobs (Staples)
  • 16% of employees say that their current job has a negative impact on their health (NPR)
  • 63% of senior marketers say their job is somewhat stressful, 27% say it is somewhat stressful, 7% say it is very stressful, 3% say it isn't stressful at all (The Creative Group)
  • 32% of senior marketers say the the more stressful the situation, the more productive they are; 60% say a little bit of stress motivates them but too much impedes their productivity; 8% say they are less productive with any level of stress (The Creative Group)
  • 17% of employees say financial stress impacts their productivity at work; 8% say it impacts their attendance (PwC)
  • 62% of Baby Boomers report that their organization motivates them to contribute more than is normally required at work (Modern Survey)
  • 70% of U.S. office workers and managers are putting in more than 40 hours a week (Staples)
  • 64% of employees say their workplace and longer hours have contributed to stress (Staples)
  • 58% of Generation Zers said they would come into work on evenings and weekends in exchange for a bigger paycheck, compared with 45% of millennials, 40% of Gen X, and 33% of boomers (Monster)
  • 55% of Baby Boomers say that they are willing to work longer hours than other generations (Korn Ferry)
  • The average person in Europe works 19% less than the average person in the U.S. (EBN)
  • 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)
  • 90% of employees who plan vacations ahead of time are happy with their professional success; 87% are happy with their workplace (Project: Time Off)
  • 67% of Americans favor increased overtime eligibility (Gallup)
  • 32% of employees say their employer encourages them to work in different departments to gain additional experience and skills (Cornerstone)
  • 32% of workers believe their current skills will prevent them from earning a promotion (Spherion)
  • 35% of employees are concerned about falling behind in acquiring the new skills required to succeed in more advanced future positions (Spherion)
  • 28% of employees say personal finances have been a distraction at work (PwC)
  • One in four U.S adults (24.6%) receive company emails on their mobile device (Samanage)
  • Young Millennials age 18-24 (25.1%) and older Millennials age 25-34 (29.2%) are more than twice as likely to get company emails on their mobile device compared to Baby Boomers age 65+ (12.2%) (Samanage)
  • 19.2% of employees very often wake up to check email (Samanage)
  • 36.8% of employees checked work emails during dinner, just not recently, and 23.6% very often check work emails during dinner (Samanage)
  • 63.6% of Baby Boomers (ages 65+) said they have never checked work emails during dinner (Samanage)
  • 35.2% of employes spend more than 1 hour checking email outside of work (Samanage)
  • 10.5% of employees check work email after hours because their boss or client expects it  (Samanage)
  • 36.8% said they had said checked work emails during dinner, just not recently, and nearly one in four check work emails during dinner very often (23.6%) (Samanage)
  • 20% of U.S. adults admitted negative feelings, including feeling overwhelmed and frustrated, toward checking email outside of work (Samanage)
  • 73% of tech employees believed their company became a better overall company within the past six months (TINYpulse)
  • 45% of Gen Z and millennials want to work in technology (45%), the next highest choice was education (17%) (Future Workplace)
  • 54% of Gen Z say the people they work with is the attribute that matters most in order to do their best work (Future Workplace)
  • 35% of Millennials say strong leadership defines a good work culture (Staples)
  • 28% of Millennials say feeling appreciated contributes to their loyalty (Staples)
  • 26% of Millennials say recognition motivates them to do their best at work (Staples)
  • 43% of U.S. workers believe they are the top performer in their job (PayScale)
  • 48% of baby boomers reported being the top performer at their employer for jobs similar to theirs; 40% of millennials reported being the top performer, the lowest of any generation surveyed (PayScale)
  • 69% of men and 60% of women with disabilities report being generally satisfied with their career paths (Working Mother Research Institute)

2016 Employee Benefits Statistics

  • 79% of employers believe offering benefits to employees is a critical component of attracting talent (Burson Marsteller)
  • 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)
  • 36% of employees stay at their companies for benefits and perks (Gusto)
  • 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)
  • 62% of US workers say ‘better-than-average pay and benefits’ is a leading workplace differentiator (Aon Hewitt)
  • 98% of all employers now offer healthcare coverage for full-time employees; 23% offer coverage for part-time employees (SHRM)
  • 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)
  • 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)
  • 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)
  • 37% of employees say they have seen some degree of improvement in their benefits (Lodestar)
  • 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)
  • 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)
  • 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)
  • 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)
  • 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)
  • 29% of employees chose to leave jobs because of "low pay” (Express Employment Professionals)
  • 65% of millennials said "they did not make enough money to cover expenses or are living paycheck to paycheck" (Ernst & Young)
  • 30% of US workers worry about having their benefits reduced (Gallup)
  • 20% of US workers worry about pay cuts (Gallup)
  • 78% of businesses are more worried about a talent shortage than they were last year (Spherion)
  • 62% can't afford to meet new salary increase demands even though they think it's right to do so (Spherion)
  • 68% of people say that salary and compensation is among their top considerations before accepting a job (Glassdoor)
  • 57% of people say benefits and perks are among their top considerations before accepting a job (Glassdoor)
  • 21% of Millennials define a good work environment as a place that offers incentives and perks (Staples)
  • 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)
  • 54% of employees choose "benefits and paid time off" as what drives engagement most (Namely)
  • 60% of mid-size executives rank “benefits and paid time off” as having the best ROI (Namely)
  • 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)
  • Perks Millennials prefer from employers: flexible schedules (70%), good benefits (60%) (NSHSS)
  • 22% of Millennials prefer to go into work every day (DeVry University)
  • 17% of employers offer seasonal scheduling (SHRM)
  • 43% of employees have medical coverage through their job and only 33% have a 401(k) plan through their company (Jobvite
  • 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)
  • 23% of U.S. employees expect to work beyond age 70 (Willis Towers Watson)
  • 62% of employees say they would be willing to pay more out of their paychecks for more generous retirement benefits (Willis Towers Watson)
  • Retirement plan participation has increased 19% in the past five years (Wells Fargo)
  • 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)
  • 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)
  • 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)
  • 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)
  • 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)
  • 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)
  • 75% of Americans expect to work as long as possible (Bankrate)
  • 81% of executives believe that Boomers will retire at least five years later than they had planned prior to the recession (Korn Ferry)
  • 79% of employees would prefer new or additional benefits to a pay increase (Glassdoor)
  • 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)
  • 64% of companies do not feature or market promotion opportunities as a key benefit to attract new employees (WorldatWork)
  • 9.3% of employees received a promotion in the past year (WorldatWork)
  • 60% of employees are likely to take a job with lower pay but better benefits (Aflac
  • 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
  • 59% of IT professionals feel they’re underpaid; 24% don’t expect a raise of more than 5% in 2017 (Spiceworks)
  • 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)
  • 91% of employees would engage in healthier behaviors if they were rewarded (Welltok)
  • 43% of young women expect to make less than $35,000 in their first job, compared to 34% of men (Adecco Staffing)
  • 21% of young women have been the victim of sexism in the workplace (1000 Dreams Fund)
  • 71% of women and 74% of men at companies that don’t address gender inequality said they would look for jobs elsewhere in the next six months (PayScale)
  • When asked to rank what signified a career advancement to them, women ranked “more money” and “a higher title” higher than men, who ranked “more direct reports,” “expanded responsibility” and “more face time with company executives” higher than women (BambooHR)
  • 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)
  • 95% of employees prefer to select their own benefits rather than have their employers choose for them (Liazon)
  • 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% say improving their benefits package is one thing their employer could do to keep them in their jobs (Aflac
  • 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)
  • Healthcare costs have dropped from 11.6% to 8% since 2010 (Xerox HR)
  • The average cost per covered employee has increased by nearly $500 from 2015 to 2016 (SHRM)
  • Overall cost increases of healthcare benefits will hold steady at 6% in 2017 (NGBH)
  • 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)
  • 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)
  • 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)
  • 33% of companies offer cash compensation to their own employees who waive medical and drug insurance, an average of $2,083 (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)
  • Of employers who offer an HSA, 79% fund at least part of the account (Conrad Siegel)
  • Top concerns of HR and finance execs: employee wellness and productivity (83%), cost management (76%), ACA compliance (58%) (HUB)
  • 85% of employers say the ACA would have an impact on their workplace in the next 12 months (Littler)
  • 64% of HR and finance execs say that ACA compliance would cause them to struggle to stay in business (HUB)
  • 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)
  • 53% 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)
  • 47% of employers worry about regulatory compliance (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)
  • 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)
  • 54% of On-Demand Economy workers believe they should receive more benefits as part of their job (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)
  • 61% of employers offer tuition reimbursement (SHRM)
  • 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)
  • The average cost of providing healthcare makes up 7.6% of a company’s annual operating budget (SHRM)
  • 97% of finance executives still have "significant concerns" with benefits costs (HUB)
  • 33% of finance executives expect HR to go over budget (HUB)
  • 24% of employers only offer high-deductible health plans, doubling the percentage from 2012 (PwC
  • 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)
  • 87% of midsize employers offer PPO health coverage (BenefitFocus)
  • 34% of employees at midsize companies go with a HDHP option (BenefitFocus)
  • 40% of Millennials over age 26 opt in to HDHPs (BenefitFocus)
  • 26.4% of all employees are now enrolled in a CDHP (United Benefit Advisors)
  • 62% of all employees look to their employers for help in achieving financial security through employee benefits (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)
  • 50% of employees strongly agree that because of the benefits they receive at work, they worry less about unexpected health and financial issues (MetLife
  • 44% of Millennials are relying on their employers to ensure their financial security (MetLife)
  • 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)
  • 70% say that benefits that can be customized to meet their needs would increase their loyalty to their employers (MetLife
  • 60% of people at companies with over 10k employees say their total compensation is competitive; 57% for employees at smaller companies (Modern Survey
  • 75% of Americans favor proposals that would require employers to provide seven days of sick leave, and two weeks of paid vacation (Gallup)
  • 80% of all employers offer paid vacation to full-time W2 based employees, while just 13% offer these benefits to independent contractors (Burson Marsteller)
  • 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)
  • 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
  • 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)
  • 49% of households set aside time to plan vacations; these are 51% of them use all their vacation time (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)
  • 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)
  • 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)
  • 25% of employees are unsure or agree that their employer wants them to work on vacation (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)
  • 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 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)
  • 63% of organizations say they’ve moved to PTO plan policies, up from 50% in 2013 and 38% in 2010 (Mercer)
  • 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)
  • 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)
  • 35% of employees took less or no days off because they worried about the effect it would have on co-workers (Accountemps)
  • 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)
  • 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)
  • 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)
  • 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)
  • 9% of employers offer job sharing (where two or more part-time workers share one full-time job) (International Foundation of Employee Benefit Plans)
  • 24% of workers did either some or all of their work at home in 2015 (Bureau of Labor Statistics)
  • 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)
  • 96% of employees reported having some type of flexibility (Flex+Strategy)
  • 19% of both Gen Z and Millennials say flexibility is their most important workplace benefit (Future Workplace)
  • 59% of Millennials say flexibility will improve productivity, 49% say it’ll improve their happiness (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)
  • 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)
  • 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)
  • 69% of fathers said a new child would likely lead them to consider a job change (Bright Horizons)
  • 44% of female employees would leave their current job for one that allowed them to work off-site part time (Gallup)
  • 78% of new parents said they considered not returning to their current employer after having their first child (Bright Horizons)
  • 69% of employers offer dependent care flexible spending accounts (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)
  • 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)
  • 34% of stay-at-home mothers say earning enough money to pay for childcare is a "major factor" in their employment decisions (Gallup)
  • 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)
  • 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)
  • 91% of working parents say that having children living at home affects their interest in finding a new job (FlexJobs)
  • 24% of employers 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)
  • 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)
  • 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)
  • 67% of companies offer parental leave (Mercer)
  • 89% of fathers surveyed say they work more than 40 hours each week; 30% report spending more than 50 hours per week at the office (Care@Work)
  • 35% of employers trained low-skill workers and hired them for high-skill jobs in 2015, 33% plan to do the same this year (CareerBuilder
  • 12% of employees feel their employers aid them in their career development (Bridge
  • 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
  • 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)
  • 87% of millennials say professional development or career growth opportunities are very important (Gallup)
  • 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)
  • 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)
  • 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)
  • 76% of employees reported a salary increase or promotion after completing an online certification (Simplilearn
  • 67% of employees say a pet-friendly workplace increases productivity (Banfield
  • 86% of employees say a pet-friendly workplace helps decrease stress levels (Banfield
  • 65% of employees have $1,000 or less to pay unexpected out-of-pocket medical expenses (Aflac
  • Opioid abusers cost employers nearly twice as much ($19,450) in medical expenses on average annually as non-abusers ($10,853) (Castlight)
  • 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
  • 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)
  • 25% of employees have had difficulty paying a medical bill due to high medical costs (Aflac
  • 81% of employees believe the medical costs they are responsible for will increase (Aflac
  • 38% of consumers with employee-provided insurance coverage asked about an alternative treatment because of costs (PWC)
  • 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
  • 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
  • Just 16% of employees who are satisfied with their benefits are likely to put off a medical procedure longer than they should (Aflac
  • 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)
  • 78% of employers view voluntary benefits as being extremely effective or very effective in supporting employee financial well-being (Xerox)
  • 5% of employees say they use their company’s EAP (Willis Towers Watson)
  • 48% of employees are unsatisfied with their employers’ investments in wellness and preventative care (One Medical)
  • 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)
  • 61% of employees agree that they’ve made healthier lifestyle choices because of their company’s wellness program (Aflac
  • 41% of employees say their employer helps workers develop and maintain a healthy lifestyle or helps them meet mental health needs (American Psychological Association)
  • 33% of employees participate in workplace wellness or well-being programs (Flex+Strategy)
  • 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)
  • 40% of working Americans said their senior managers are involved in and committed to well-being initiatives (American Psychological Association)
  • 51% of employers say their senior leaders are visible champions of the organization’s health and well-being strategy (Willis Towers Watson)
  • 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)
  • 44% of those surveyed say the climate in their organization supports employee wellbeing (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)
  • 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)
  • 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)
  • 81% of wellbeing program participants saw a positive impact on their physical well-being (Welltok)
  • 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)
  • 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)
  • 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)
  • 44% of employees enrolled in a wellness program have a chronic condition, only 14% said that their programs help manage them (HealthMine)
  • 35% of consumers enrolled in wellness programs engage in them at least once per week (HealthMine)
  • 68% of employees say they would engage with their wellness program more if there were better incentives (HealthMine)
  • 36% of employees want wellness facilities at work; 15% of employers provide them (CBRE)
  • 52% of employees in wellness programs say they do not receive incentives for fitness or weight loss programs (HealthMine)
  • 74% of organizations that had wellness initiatives in place say they were "somewhat" or "very effective" in improving overall engagement of employees (SHRM)
  • 48% of companies say their wellness initiatives decreased health care costs (SHRM)
  • 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)
  • 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)
  • 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)
  • 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)
  • 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
  • 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
  • 19% of American workers say their employer does not discuss the specifics of their health care benefits at all (Zocdoc)
  • 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)
  • 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 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 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)
  • 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)
  • 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)
  •  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)
  • 53% of HR executives are satisfied or very satisfied (17%) with their current core benefits enrollment technology (Employee Benefits News)
  • 57% of small businesses offer different benefit packages or perks to attract young talent (Vistage)
  • 4% of organizations offer student loan repayment benefits in 2016, a 1% rise since 2015 (SHRM)
  • 38% of millennials would like to see the recognition program at their current employer improved (Aon Hewitt)
  • 22% of employers offer a casual dress code; 40% only relax dress codes on Fridays (IFEBP)
  • 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)
  • 77% of employees who choose their benefits through a private exchange value their benefits more (Liazon)
  • 74% of companies have not considered providing subsidies to purchase health care insurance through a private exchange (SHRM)
  • 81% of employees value their company’s contribution to their benefits more after moving to a private exchange (Liazon)
  • 83% of employees became more engaged in their health care decisions after moving to a private exchange (Liazon)
  • 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)
  • 36% of employers understand health care reform legislation extremely or very well (Aflac
  • 34% of employees have children under 18 covered on their health plans (Aflac
  • 53% of employees would participate in an exercise program through their workplace to help lower their health insurance cost (Aflac
  • 92% of companies offer generic prescriptions, with 95% of organizations offering a 90-day mail-order prescription service (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)
  • 64% of employers offer an annual company outing (SHRM)
  • 30% of employers offered discount ticket services (SHRM)
  • 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)
  • 23% offered company purchased tickets to events such as cultural proceedings, sporting events or theme parks (SHRM)
  • 27% of employers allow seasonal casual dress (SHRM)
  • Employee offered a gross of 60 benefits in 1996 compared to 344 benefits covered today (SHRM)
  • 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)
  • 97% of higher education institutions feel that personal development programs for all employees have an effect on student success (Ellucian)

Topics: Employee Engagement + Loyalty, Benefits Trends

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