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It can be argued that employee benefits and perks have never played a more significant role in the workplace.

What was once something companies used to stand out from the crowd have become essential tools of engagement and productivity, not to mention vital to recruitment.

Need proof of just how important benefits and perks are throughout a successful office?

Check the stats below.

We're compiling every relevant piece of public data about benefits - how they impact employee retention and recruitment, how much they cost, which ones people want and which ones are falling flat, and so on.

Subscribe and check back regularly - we're constantly adding new stats to the list.

Need more? These and stats from recent years are all included in our Ultimate Collection of Employee Benefits database. We also maintain a huge collection of employee engagement and loyalty stats, to help you get a complete picture of what's happening in offices across the country.
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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

  • 23% of full-time employees do not receive any benefits from their employers (Clutch)
  • 52% of employees who aren’t satisfied with their benefits want more of a benefit they already have (Clutch)

  • 14% of employees want different benefits altogether (Clutch)

  • 32% of employees say that they feel neutral about, or are not satisfied with, the benefits they receive (Clutch)

  • Dissatisfaction stems from employees’ need for additional benefits (57%), the desire for benefits they currently don’t have (24%), benefits they can’t use (22%) and benefits they feel pressured not to use (8%) (Clutch)

  • It’s to the employer’s advantage, even for small businesses, to offer benefits in the quest to attract top talent and keep their good employees from jumping ship (Clutch)

New Call-to-action2018 Salary and Base Compensation Stats

  • 48% of hiring decision makers note salary and compensation is the most influential factor for a candidate decision on where to work (Glassdoor)

  • 85% of managers claim they know how to explain pay decisions to employees, and only 37% of organizations agree (PayScale)

  • 59% of employers say they do not plan to make any changes to their executive compensation strategies (Willis Towers Watson)

  • 67% of managers think employees are fairly paid, while only 21% of employees think their pay is adequate (PayScale)

  • 44% of employees believe they are paid at or above market rate (Hays)

  • 19% of U.S. workers are satisfied with their current salaries (Indeed)

  • 60% of U.S. workers said it would take an extra $6,000 per year to feel comfortable/satisfied with their job (Indeed)

  • 60% of workers said they want a raise simply because they feel their performance merits one (Indeed)

  • 39% of job finalists tried to negotiate a higher salary than the one offered (Robert Half)

  • Employers said they were more comfortable negotiating a higher salary with a new employer (54%) than they were asking for a raise in their current job (49%) (Robert Half)

  • More than 21% of men were dissatisfied with their earnings, compared with 16% of women (Indeed)

  • 53.1% of women and 52.9% of men plan to ask for a raise (Indeed)

  • More than two-thirds of workers said they’d prefer additional benefits over a pay raise, citing healthcare (36%) first, followed by flexible work hours (35%) and yearly holiday leave (34%) (Indeed)

  • 45% of hiring decision makers note that salary is the top reason for employees changing jobs (Glassdoor)

  • 60% of organizations said they’re very concerned about worker retention in 2018, but 73% expect wage increases to remain at or under 3% as they were in 2017 (PayScale)

  • One of the most common recruiting methods is offering competitive salaries (43%) (Hays)

  • 62% of managers boosted a salary offer to woo a specific candidate (Hays)

  • 24% of Gen Xers say the desire for financial stability motivates them to stay in a job (Purchasing Power)

  • 48% of employers reported plans for increasing wages in 2018 compared to 58% in 2017 (LaSalle Network)

  • 76% of business leaders plan to raise wages (JPMorgan Chase & Co)

  • 46% of Millennials have asked for a raise in the last two years (Bank of America)

  • 80% of Millennials who asked for a raise got one (Bank of America)

  • 71% of employers raised salaries in 2017; 43% did so by more than 3% (Hays)

  • The annual media base pay in the U.S. grew only .9% year over year in January 2018 to $51,364 (Glassdoor)

  • The industry with the biggest wage gain was medical technology, in which the median salary rose 4.1% to $54,747 (Glassdoor)

  • The largest compensation gap exists in the retail sector, where the median employee only makes $13,000 a year, 669 times less than a typical retail CEO, who makes $8.7 million a year (Equilar)

  • Companies worth less than $700 million had an average pay ratio of 45-to-1, while those worth more than $25 billion had pay ratios of 250-to-1 (Equilar)

  • There is a large compensation gap in the healthcare sector, where the typical CEO makes 150 times more than the median employee (Equilar)

  • The energy sector showed the lowest pay disparity with CEOs making 72 times as much as the median worker (Equilar)

  • 63% of top-performing companies don’t plan to conduct audits of their pay practices to look for ethnicity and gender gaps (PayScale)

  • Minimum wage violations are causing affected workers to lose out on an estimated $15 billion in wages (Politico)

  • 41% of the wages states order employers to pay workers aren’t recovered (Politico)

2018 Healthcare and Wellness Benefits Stats

  • Costs for employer sponsored-medical plans in 2018 are likely to rise 8.4% (Aon)

  • 71% of adults with employer-provided coverage are satisfied with their current health insurance plan, while 19% are dissatisfied and 9% say they have neither favorable nor unfavorable opinions (AHIP)

  • 52% of adults with employer-provided coverage say their premiums and deductibles are reasonable, while 41% say their premiums are unreasonable and 36% say their deductibles are unreasonable (AHIP)

  • When asked if they had a medical emergency and were required to go to the hospital, 75% of adults with employer-provided coverage say their coverage would protect them from the majority of their medical costs, while 25% do not have confidence their plan would adequately protect them (AHIP)

  • 3% of large self-insured employers contract directly with an accountable care organization for healthcare services (National Business Group on Health)

  • Workplace stress accounts for as much as $190 billion in healthcare costs (Udemy)

  • 66% of HR managers say their organization’s health and wellness offerings have increased in the past five years (Robert Half)

  • 89% of employees think their organizations support their health and wellness goals (Robert Half)

  • 44% of professionals said they eat healthier when they work from home (Robert Half)

  • Many employees felt food habits were an obstacle to health and wellness goals, including food at office celebrations (30%), snacks brought by coworkers (22%) and free meals (10%) (Robert Half)

  • 91% of employers plan to develop or expand their financial well-being programs (Alight)

  • 56% of employers believe their wellness programs have encouraged employees to live a healthier lifestyle, but only 32% of employees agree (Willis Towers Watson)

  • 46% of employees say they would participate in health and wellness programs only if offered incentives (Willis Towers Watson)

  • 62% of employers say they provide wellness programs, but only 40% of employees say their organizations offer them (Transamerica Center)

  • 34% of employers said they are considering expanding financial education programs for workers (Willis Towers Watson)

  • If offered financial programs at work, 89% of Gen Xers would participate in them (Purchasing Power)

  • 25% of employees lack health coverage (Clutch)

  • 71% of Americans are satisfied with their current employer-sponsored health plan (America’s Health Insurance)

  • 56% of Americans said their health plan is the reason they’ve stayed at their current job (America’s Health Insurance)

  • 71% of Americans worry that healthcare costs will continue to increase (America’s Health Insurance)

  • Comprehensive benefits ranked higher in importance among Americans (58%) than affordability of plans (42%) (America’s Health Insurance)

  • 46% of Americans said their health plan was either a deciding factor, or a positive influence, in the decision to take their current job (America’s Health Insurance)

  • Americans said the most important benefits are prescription drug coverage (51%), preventive healthcare (47%) and emergency services (47%) (America’s Health Insurance)

  • 55% of employees cited health coverage as the greatest driver of job satisfaction, followed by paid vacation (18%), overtime pay (11%) and retirement plans (10%) (Clutch)

  • 38% of full-time employees don’t have a health insurance plan through their employer (Clutch)

  • 44% of millennials (18-34) name health insurance as the most important benefit they receive (Clutch)

  • 62% of Generation X and baby boomers say health insurance is the most important benefit to receive (Clutch)

  • 20% more employers are offering at least one HDHP compared to 2016 (Benefit Focus)

  • Growth in HSA-eligible health plans has declined since 2007, from a high of 70% down to 12% and then to 0% in 2017 (EBRI)

  • Participation in health savings accounts (HSAs) rose to 81% in 2018 (Benefit Focus)

2018 Retirement Benefits Stats

  • 88% of employees say bosses should provide help saving for retirement, compared with 84% of employers (Alight Solutions)
  • 15% of pre-retirees say their retirement savings are ahead of schedule, and 51% saying they’re behind schedule (Society of Actuaries)

  • 70% of employers added Roth features to their 401k plans, up from 54% in 2014 (Willis Towers Watson)

  • 20% of employers said they were considering accelerating contributions to defined benefit plans (Willis Towers Watson)

  • 73% of employers offer auto-enrollment in defined contribution plans and 47% found the enhancement too costly (Willis Towers Watson)

  • Of the 25% of employers who increased their matching contribution during the past five years, 51% did so to encourage employees’ savings and engagement, and 44% did it to offset defined contribution plan changes (Willis Towers Watson)

  • 80% of employers added health savings accounts to defined contribution plans (Willis Towers Watson)

  • 78% of employers want to improve their efforts to educate employees about retirement plans, with 64% planning to offer guidance on how to draw down balances after employees retire (Willis Towers Watson)

  • 69% of small business owners don’t feel fully prepared for retirement (Paychex)
  • 59% of small business owners don’t think they can afford a retirement plan (Paychex)

  • 44% of small business owners don’t see the need or benefit to offering a retirement plan (Paychex)

2018 PTO, Vacation and Time Off Stats

  • Paid vacation time (65%) and health insurance (62%) are the most commonly offered benefits (Clutch)
  • 23% of millennials say that paid vacation time is their top priority, while 14% of Generation X and 12% of Baby Boomers say the same (Clutch)
  • Women prioritized vacation time in considering offers, while men favored corporate culture (Accountemps)

  • 26% of workers say vacation time and paid time off are the most important non-salary factors when considering a job offer (Accountemps)

  • 8% of employers say they plan on providing employees with more paid time off in 2018 (LaSalle Network)

  • Just over half of employers offer paid leave to both mothers and fathers, but by 2019, those numbers could rise to as much as 75% for fathers and 80% for mothers (Willis Towers Watson)

  • 20% of LGBTQ employees are afraid to request time off to care for a loved one because it might disclose their LGBTQ identity (Human Rights Campaign)

  • 72% of HR managers say the day after the Super Bowl should be a paid national holiday for employees (OfficeTeam)

2018 Flexible Working Stats

  • 32% of employees have flexible hours, and 41% of those with perks say that flexible hours are the most important perk they receive (Clutch)

  • 15% or women and 11% of men say that working from home is their top employee perk (Clutch)

  • Employers try to support parents via flexible work locations or schedules (61%), additional unpaid leave (34%), parent support groups (15%), coaching and returning to work after parental leave (13%), overnight breast milk delivery for mothers who travel for work (9%) and concierge services for new parents (7%)  (Willis Towers Watson)

2018 Benefits Management Stats

  • 64% of hiring decision makers believe their organization is satisfactory/very satisfactory at clearly setting pay and benefit expectations within job postings (Glassdoor)

  • 26% of employers say they plan on increasing benefits in 2018 (LaSalle Network)

  • In response to the corporate tax cut, 20% of companies have provided enhanced benefits with 35% of those considering further changes to their benefits package (Pearl Meyer)

  • Of companies that have made changes to their benefits in response to the corporate tax cut, 95% said they have made structural changes to compensation first (Pearl Meyer)

  • In response to the corporate tax cut, 65% of companies handed out $1,000 one-time bonuses to employees, and 46% of employers increased the minimum wage (Pearl Meyer)

  • In response to the corporate tax cut, 9% of employers enhanced their benefits packages, with an additional 12% of employers increasing their retirement benefits (Pearl Meyer)

  • In response to the corporate tax cut, 20% of employers are considering making changes to retirement preparation and enhancing benefits (23%) (Pearl Meyer)

  • In response to the corporate tax cut, 15% of employers are considering reducing healthcare costs (Pearl Meyer)

  • In response to the corporate tax cut, 52% of employers are not planning any changes to their benefits package because they are unsure of or not anticipating a significant tax benefit (Pearl Meyer)

  • 65% of employees say employers should spend their tax savings on increases in annual and hourly wages (Aon Pulse)

  • 55% of mid to large size employers said they plan on using their tax savings for broad-based expenditures, and 29% plan on allocating savings to employees’ compensation and benefits (Aon Pulse)

  • 67% of brokers who were automation leaders ranked integrated benefits management platforms as a top priority to their clients (Maestro Health)

New Call-to-action2018 Employee Perks and Other Miscellaneous Benefits Stats

  • 42% of full-time employees have no employee perks at all (Clutch)

  • 53% of those who do have employee perks say that those perks give them a better quality of life (Clutch)

  • 66% of employees who receive perks are satisfied with them (Clutch)

  • 49% of employees say that receiving perks/benefits means they know that their employers are invested in them as individuals (Clutch)

  • 28% of employees signed up for voluntary benefits during 2017 (Employee Benefit Adviser)

  • Voluntary benefits will meet employees’ diverse needs, from serious illness and identity theft (a 56% increase) and pet insurance (80%) (Benefit Focus)

  • 51% of employers plan to increase their investments in on-site benefits (Randstad)

  • 84% of workers want help in getting disability insurance, compared with 71% of employers (Alight Solutions)

  • 81% of workers want help getting life insurance, while just 68% of employers think they should provide that help (Alight Solutions)

  • 50% of workers want help getting identity protection services (Alight Solutions)

  • 21% of full-time workers receive paid parental leave (Clutch)

  • 8% of full-time workers receive some kind of childcare stipend (Clutch)

  • 23% of women would take day-care services into heavy consideration when choosing a job (Fractl)

  • 24% of women would take paid maternity leave into heavy consideration when choosing a job (Fractl)

  • 11% of men would take day-care services into heavy consideration when choosing a job (Fractl)

  • 14% of men would take paid paternity leave into heavy consideration when choosing a job (Fractl)

  • Workers ages 18-34 said career development matters most in accepting a job offer, while workers 55+ cited paid time off as their top factor (Accountemps)

  • 25% of full-time employees have paid professional development (Clutch)

  • 29% of employees said their organization has a formal mentoring program and 37% said they have an informal one (Association for Talent Development)

  • Employers are starting to support part-time workers with maternity and child care benefits, including unpaid leave (52%), adoption or surrogacy stipends (34%) and childcare support (23%) (Willis Towers Watson)

  • 21% of employers offer an app-based mobile phone fertility or maternity program, with 16% offering it through the health plan and 5% through other vendors (Willis Towers Watson)

  • 66% of employers say they expect to offer fertility benefits by 2019 (Willis Towers Watson)

  • Fertility coverage for same-sex couples will hit 81% among employers offering fertility benefits by 2019 (Willis Towers Watson)

  • 82% of businesses that currently offer fertility coverage say they will make no changes in 2018; 17% expect to enhance offerings and 1% plan to decrease benefits (Willis Towers Watson)

  • 81% of employers already offering financial assistance said the benefit would apply to same-sex couples next year, compared with 65% in 2017 (Willis Towers Watson)

  • 76% of employees are enrolled in a vision benefits plan (Transitions Optical)

  • The enrollment breakdown for vision care by generation is: Boomers (84%), Gen X (80%), Millennials (75%) and Gen Z (50%) (Transitions Optical)

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Topics: Employee Engagement + Loyalty, Benefits Trends

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