It's no secret employee benefits costs continue to rise.
And 2019 won't be any different.
Health benefits alone are projected to increase 6% over this year.
So how are rising benefits costs impacting employers and employees?
What will businesses do to deal with these rising prices?
To what degree do benefits impact attracting and retaining employees?
For insights into these questions and more, check out the stats below, as we're gathering every relevant piece of data about workplace benefits.
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.
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.
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43% of U.S. employers currently offer remote work arrangements, and 49% now allow workers to set their own hours (Condeco)
41% of leaders said their company already offers some form of remote working, and 60% permit employees to set their workday’s start and end times (Condeco)
American businesses were least likely to offer flextime (49%)(Condeco)
43% of U.S. businesses plan to offer more remote work options in the upcoming year vs 9% that plan to reduce their remote work arrangements (Condeco)
52% of employees say they have some choice over when they work (O.C. Tanner)
74% of employees have the ability to move to different areas to do their work (O.C. Tanner)
43% of employees work away from their team at least some of the time (O.C. Tanner)
If not managed well, the element of isolation for remote workers can result in a 21% drop in performance (O.C. Tanner)
44% of employers now offer remote work options (up from 39% last year) (PayScale)
37% of employers now offer flex time (PayScale)
81% of employees thought a flexible job would help them be a better spouse, partner or significant other, 87% said it would give them more time to spend with family or friends and 61% of those with children or that plan to have children thought a job with work flexibility would make them a better parent (FlexJobs)
89% of workers believe a flexible job would help them take better care of themselves (Flexjobs)
62% of workers agree their job offers enough flexibility to have a healthy work-life balance, while 14% disagree (The Workforce Institute & Kronos)
10.8% of workers call their manager/employer awesome and are recognized weekly and 29.4% call them pretty good and are recognized at least once a month (Achievers)
By recognizing small wins and efforts along the way, leaders see an 83% increase in engagement and a 136% increase in feeling like a subject matter expert at their organization (O.C. Tanner)
A reduction in giving and receiving recognition leads to increased odds of burnout by 45% and 48% (O.C. Tanner)
When there was no consistent organizational strategy for recognition in place, the odds of burnout increased by 29% (O.C. Tanner)
Only one third of workers received recognition the last time they went the extra mile at work, and just a quarter feel highly valued at work (TINYpulse)
Less than one third of employees had not received any recognition in the past two weeks and the same number said they weren’t well-recognized the last time they went the extra mile at work (TINYpulse)
49% of millennials are pleased with training and development programs at their company (LaSalle)
44% of employees don’t feel they have sufficient opportunities for professional growth in their current positions (TINYpulse)
39% of employees want professional development (Unum)
A lack of learning opportunities or increase in sense of favoritism can stifle engagement and increase odds of burnout by 16% and 23% (O.C. Tanner)
32% of employees were satisfied with their career advancement opportunities and 37% were satisfied with their company’s training and learning opportunities (CareerBuilder)
58% of employees thought their company failed to offer enough opportunities to acquire new skills and help them advance in their career (CareerBuilder)
73% of employees whose companies don’t offer education opportunities or workshops outside of work hours said they would likely participate if these learning opportunities were made available (CareerBuilder)
Nearly 1.4 million U.S. workers could lose their jobs over the next decade due to technological change (WEF)
The cost of retraining workers from current roles to new, viable, desirable and growing roles would be $34 billion in total or $24,800 per worker on average (WEF)
Private-sector employers could profitably reskill 25% of at-risk workers, 45% by collaborating with stakeholders and the government could assist as many as 77% of all at-risk workers (WEF)
Nearly 50% of companies expect automation to lead to a reduction in their full-time workforce by 2020 (WEF)
27% of employees found their employers’ L&D offerings to be embedded in the organization, meaningful and useful (Intrepid)
Nearly a third of employees called their L&D offerings enthusiastic but off the mark (Intrepid)
41% of employees rated their L&D offerings as something that ticks the box or that’s talked about by execs but never acted upon (Intrepid)
14% of employees said they would like more training or learning opportunities to improve their job satisfaction (CNBC)
Training and development has become one of HR’s top five priorities for the first time, with more HR leaders willing to train and upskill underqualified candidates than in years prior (Paychex)
While 98% of employers said they have career development programs in place, there’s a disconnect as almost 80% of workers agreed they were “on their own” to navigate their career development (The Harris Poll)
92% of U.S. employers offer educational benefits (IFEBP)
More than half of employers offer tuition assistance (SHRM)
4% of employers currently offer their employees some form of assistance or incentive to repay student loans (SHRM)
22% of Gen Z want student loan repayment benefits (Unum)
84% of workers believe the skills or degree earned through their employer helped to prepare them for the future of work (Bright Horizons)
82% of workers said their continued education, made possible by an employer’s tuition reimbursement program, made them more effective employees (Bright Horizons)
64% of workers said their employer’s tuition reimbursement program made them happier at work (Bright Horizons)
52% of workers said their employer’s tuition reimbursement program is among the best benefits offered at work (Bright Horizons)
81% of workers said a tuition reimbursement program would make them more likely to recommend working at their organization to a friend (Bright Horizons)
When asked to rank the three non-traditional benefits that are most important – regardless of whether or not they’re actually offered at work – employees ranked education benefits (65%) far above wellness benefits (17%) and ranked education benefits above workplace training (21%), paid family leave (25%), and life or disability insurance (11%) (Bright Horizons)
49% of workers said they would not have pursued education if their employers did not offer tuition assistance (Bright Horizons)
70% of parents said their family has benefited as a result of the skills or degree they acquired while using their employer’s tuition reimbursement program (Bright Horizons)
41% of Gen Z employees believe their tuition reimbursement program is the single best benefit offered by their employer, and 80% say it is among the top three voluntary benefits (Bright Horizons)
Of individuals who do not have existing student loan debt, nearly 60% said that their employer’s education benefits led them to seek additional education (Bright Horizons)
35% of employees want student loan repayment and 27% want financial planning resources (Unum)
In 2019, 11% of employers offered payroll deduction for a tax-advantaged education savings plan (SHRM)
56% of employers offer tuition assistance for employees pursuing degrees, and 8% offer student loan repayment assistance (SHRM)
14% of organizations report increasing professional development benefits offerings this year (SHRM)
The most common education benefits employers offer include: tuition assistance/reimbursement (63%), in-house training seminars (61%), attendance at educational conferences (51%), continuing education courses (50%), coverage for licensing courses and exams (44%), personal development courses (35%), and 529 college savings plans (10%) (IFEBP)
The most common reimbursement amount to employees is $5,000 to $5,999 (IFEBP)
54% of organizations have a payback requirement if the employee leaves within one year of gaining his or her education (IFEBP)
1% to 5% of employees taking advantage of employer-provided tuition reimbursement (IFEBP)
The top 5 barriers to organizations considering offering student loan repayment benefits are high costs; uncertainty and complexity of implementation; resentment among employees who are done paying off their student loans already; resentment among employees who are in loan debt but ineligible for benefits; and employee turnover after requirements for repayment have been met (IFEBP)
Career Development and tuition reimbursement policies showed a 1.4% and 1.2% ROE advantage (JUST Capital)
Younger workers are more likely to prefer career development to more money, while the unemployed are slightly less likely to select career growth as a top priority (Jobvite)
While 23.4% of men wished their company offered continuing education opportunities, 28.4% of women wanted it (Zoro)
Nearly two-thirds of U.S. workers said they want a bigger focus on L&D in their workplaces (City & Guilds Group)
70% of workers said they would likely participate in an employer-provided training program if it was offered to them (Clutch)
19% of employees want tuition reimbursement for classes, 19% want classes and workshops, 13% prefer job shadowing opportunities, 12% ask for presentations from experts, and 7% want learning resources like books, videos and online courses (Clutch)
50% of employees said it had been a year or more since they were last offered job retraining, 23% said it had been 6-11 months, and 27% were offered training less than six months ago (Clutch)
46% of U.S. workers said their employers have provided on-the-job training in the past year, and 52% said it’s easy to access L&D at their jobs (City & Guilds Group)
82% of employees said they feel “fairly well equipped” to do their current jobs, but 63% want a heavier focus on training (City & Guilds Group)
62% of workers have invested personal time in training during the past year, with 30% paying for training out of pocket (City & Guilds Group)
About two-thirds of workers would trade their work-related data for more customized compensation, benefits and rewards and 61% would do the same for more customized learning and development opportunities (Accenture)
77% of employers plan to make big investments in learning and development programs to provide workers with new skills for new roles as their businesses grow (SunTrust)
Private-sector employees spent an average of 34 days on learning last year (U.S. Bureau of Labor Statistics)
Nearly 80% of private-sector workers required some form of on-the-job training in 2018 (U.S. Bureau of Labor Statistics)
41% of employees say their employers are training workers in preparation for the future (Axonify)
76% of employees said that an employer would be more appealing if it offered additional training designed to develop their skills for the future (Axonify)
Almost 60% of employers will increase investments in training and development (PayScale)
33% of Americans say employer-provided training doesn’t meet their expectations (Docebo)
One in three workers said their employer’s training is out-of-date (Docebo)
In the U.S., 32% of workers said training is critical (Docebo)