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

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

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

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

Check them out here:

 

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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

  • 79% of employers believe offering benefits to employees is a critical component of attracting talent (Burson Marsteller)
  • Retention (72%) and recruiting (58%) were the top reasons for increasing benefits (SHRM)

  • 89% of employers said flexible working options are important when it comes to staff attraction and retention (Hays)

  • 33% of employees said flexible working options were critical to their remaining in employment (Hays)

  • 80% of employees who ranked their benefits satisfaction as extremely or very high also ranked job satisfaction as extremely or very high (EBRI)

  • Nearly two-thirds of employees who ranked benefits satisfaction as extremely or very high ranked their moral as excellent or very good (EBRI)

  • 83% of employees say health insurance is very or extremely important in deciding whether to stay in or change jobs (EBRI)

  • 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)

  • To overcome technology gaps, employers said they plan to adopt change management strategies and new technologies to attract specialized or highly skilled talent (75%), find talent that can do the work faster (62%), speed up talent acquisition (57%) and reduce reliance on costly brand-name consulting firms (40%) (Catalant)

  • The top factors cited for job satisfaction were: having the latest digital and technology skills; savings or financial assistance programs and vacation (Randstad)

  • 83% of employers say retaining employees is their top benefits objective (MetLife)
  • 51% of employers plan to leverage benefits as a retention strategy in the next three to five years (MetLife)
  • 83% of employers have changed their benefits strategy within the last three years (Empyrean)

  • More than 70% of HR professionals believe outmoded work practices, sketchy career paths and limits on advancement, development and mentoring are impacting attrition and 69% identified flexible work schedules, wellness programs, fast-track promotions and other perks as problematic (Allegis Group)

  • Offering career training and development would keep 86% of millennials from leaving their current position (Bridge)

  • If a job lacks growth opportunities and avenues for leadership development, 67% of millennials would leave that position (Bridge)

  • Money is the number one motivator for 67% of job seekers and employees looking elsewhere for career opportunities (Glassdoor)

  • 43% of employees said they would leave their current jobs for another that paid better (Ajilon)

  • 50% of adults would leave their current job for better benefits (Yoh)

  • 42% of adults said they’d jump ship for a flexible work option (Yoh)

  • Roughly one-third of adults would leave their job for a higher-level position, a better company culture or a shorter commute (Yoh)

  • 75% of employees reported they’re more likely to stay with their employer because of their benefit program (WTW)
  • Gen Xers are slightly more satisfied with their benefits than millennials (53% vs 52%), and 49% of boomers report they are satisfied with their benefits (LIMRA)

  • 35% of millennials have turned down job offers because they were dissatisfied with the benefits, compared to 27% of all other age categories (Anthem)
  • Employees who are very satisfied w/ benefits are almost 4x more likely to be very satisfied with their jobs (MetLife)
  • 33% of the Workforce Has Turned Down a Job Due to Lack of Benefits (LendingTree)
  • One in three millennial workers, and 27% of other employees, has turned down a job offer due to insufficient or lackluster health insurance (Anthem)
  • 76% of millennials reported that benefits customization is important for increasing their loyalty, compared to 67% of baby boomers (MetLife)
  • 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)

  • 68% of employers believe health benefit plans affect their reputations and can raise employee morale and satisfaction (Healthcare Trends Institute)
  • 75% of employers say that retaining and attracting quality employees were important outcomes of benefits (Healthcare Trends Institute)
  • 68% of employers say improving employee morale and satisfaction is an important consideration in employee benefits; 67% cite improving employee health (Healthcare Trends Institute)
  • 43% of employees said annual leave is the work-related benefit that would make them feel most loved at work, followed by public recognition (15%), team drinks (15%), training (10%), professional mentoring (7%), sleeping in once a week (7%), and getting a parking space for a month (2%) (Xexec)

  • 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)
  • 62% of employees under 50 wouldn't consider working for a company that didn't offer voluntary benefits (BenefitsPro)
  • 59% of employees say that health and wellness benefits are important for increasing loyalty to their employer and 53% say the same about financial planning programs (MetLife)
  • If offered financial programs at work, 89% of Gen Xers would participate in them (Purchasing Power)

  • 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)
  • 72% of employees say that having the ability to customize their benefits would increase their loyalty to their current employer (MetLife)
  • 30% of US workers worry about having their benefits reduced (Gallup)
  • 36% of employees stay at their companies for benefits and perks (Gusto)
  • 66% of employees who receive perks are satisfied with them (Clutch)

  • 15% of employees have left or turned down a job due to the benefits it offered in the last 12 months (Aflac)
  • 46% of employees who are satisfied with their benefits are likely to look for new jobs in the next 12 months (compared to 57% of those who are unsatisfied) (Aflac)
  • 60% of employees are likely to take a job with lower pay but better benefits (Aflac)
  • Generation X (15%) and Generation Y (12%) have considered changing employers to one that offers better benefits in the last 12 months  (Barclays)
  • 47% of people actively looking for new positions say company culture is the main reason (Hays)

  • 80% of employees would take a contract position if it offered more of what they want (Hays)

  • 23% of active job seekers would take a new position without a pay increase (Hays)

  • 41% of Gen X are happy in their role, 51% experience high or very high workplace pressure, and one-third say they are highly likely to consider leaving their current role (Hays)

  • Baby Boomers are most likely to be satisfied in their current role (48%) and least likely to consider leaving (77%) (Hays)

  • 37% of Gen X contemplate leaving to advance their careers, 5% lower than millennials (DDI)

  • 94% of Millennials, 92% of Gen X say nontraditional benefits make employers more attractive (ICIMS)
  • 64% of millennials say benefits are extremely or very important to employer loyalty (Aflac)
  • 62% of US workers say ‘better-than-average pay and benefits’ is a leading workplace differentiator (Aon Hewitt)
  • 69% of employees are not satisfied with the employee benefits they are currently offered (ICIMS)
  • 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)

  • 92% of full-time employees believe that companies that offer nontraditional benefits are more likely to recruit top-tier talent (ICIMS)
  • 42% of businesses report that their ability to recruit has been improved by their pension scheme (CBI)

  • 42% of businesses report that pension provision has a positive impact on employee retention (CBI)

  • 75% of Gen Z college grads are more likely to work for a company that offers opportunities to work abroad (Graebel)

  • 19% of employers altered their benefits programs to aid in employee retention over the last year (SHRM)
  • 65% of employees are more likely to recommend their employer as a good place to work because of the benefits offered (Lodestar)
  • 62% of all employees look to their employers for help in achieving financial security through employee benefits (MetLife)
  • 24% of Gen Xers say the desire for financial stability motivates them to stay in a job (Purchasing Power)

  • 96% of employers reported that personal financial issues affect their employees’ overall job performance (International Foundation of Employee Benefit Plans)

  • More than one-third of U.S. workers believe their current financial concerns are negatively affecting their lives vs. just 21% two years ago (WTW)

  • 33% of workers are distracted by personal financial issues, and 46% of those distracted by financial stress say they spend three or more hours each week dealing with related issues at work (PwC)

  • 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)
  • 44% of employees are happy in their current role (Hays)

  • 51% of employees are extremely or very satisfied with their benefits packages (Aflac)
  • 87% of employees from Generation X and Generation Y feel their current benefits package is not sufficiently flexible to meet their personal and financial needs (Barclays)
  • 36% of employees say improving their benefits package is one thing their employer could do to keep them in their jobs (Aflac)
  • 12% of businesses are happy with current levels of employee engagement (CBI)

  • 55% of businesses think that stronger engagement would improve their ability to either retain, recruit or carry out succession planning (CBI)

  • 44% of businesses think improved employee engagement would lead to them better being able to retain, whilst 36% think it would have a positive impact on recruitment (CBI)

  • 54% of employees choose "benefits and paid time off" as what drives engagement most (Namely)
  • 37% of employees say they have seen some degree of improvement in their benefits (Lodestar)
  • 7% of gig economy-only workers (those without access to employer-sponsored benefits) have long-term disability insurance, while 16% have access to a retirement savings account vs. 52% off full-time employees (Prudential)

  • 67% of gig-only millennials reported that they like their current work situation and wouldn’t want to change it, and 75% of workers over the age of 56 reported the same (Prudential)

  • 45% of Gen X gig-only workers reported satisfaction with their work (Prudential)

  • 70% of millennial gig-only workers (or those without a job that provides benefits) have no access to benefits vs. 44% of gig-only workers over the age of 55 (Prudential)

  • 54% of On-Demand Economy workers believe they should receive more benefits as part of their job (Burson Marsteller)
  • 19% of employers say taking care of my employees by offering the widest range of benefits options is the most important objective of their benefits programs (Aflac)
  • 74% of employees want better benefits (BambooHR)
  • 62% of employees would leave a job for better benefits (Care.com)
  • 50% of employees cite benefits as an important reason they remain with their current employer (MetLife)
  • 70% say that benefits that can be customized to meet their needs would increase their loyalty to their employers (MetLife)
  • At companies where employees are offered no benefits, only 46% of employees would recommend their employers as great places to work (MetLife)
  • 23% of full-time employees do not receive any benefits from their employers (Clutch)

  • At companies offering 1-5 benefits, 53% would recommend their employers as great places to work (MetLife
  • At companies offering 11 or more benefits, 66% would recommend their employers as great places to work (MetLife)
  • 87% of employers say retention is a very important benefits objective (MetLife)
  • 41% of employers ranked retention as their top employee benefits objective  (MetLife)
  • 23% of employees who are satisfied with their benefits are likely to have been distracted at work by a personal issue (compared to 33% of those who are unsatisfied) (Aflac)
  • 88% of executives and 85% of benefit managers agree that benefit programs have the most impact on improving employee loyalty as well as increasing employee engagement and lowering company medical costs (Wells Fargo)
  • Nearly 40% of employees say having a wide selection of benefits would make them feel more loyal to their employer (MetLife)
  • Most important factors in Millennial workplace selection: career advancement, salary, benefits, work-life balance and job security (Boston College)
  • Workers ages 18-35 rank career advancement opportunities (32%) and work-life balance (34%) as most important to them at work (Comparably)

  • 95% of millennial employees report that work/life balance is important to them, with 70% saying it’s a very important aspect of their careers (Deloitte)

  • 41% of workers older than age 35 said work-life balance was the most important feature (Comparably)

  • 34% of parents felt resentful about their employer’s approach to work-life balance, with more fathers than mothers expressing this sentiment (37% vs. 32%) (Working Families)

  • 46% of millennial fathers feel resentful about their employer’s approach to work-life balance (Working Families)

  • 37% of parents said that changing company culture to make work-life balance more acceptable should be a priority for employers (Working Families)

  • 26% of job offers are rejected due to benefits/salary not meeting expectations (MRI Network)
  • 48% of millennials report education benefits as an important employer-provided benefit (LIMRA)

  • 34% of Gen Xers and 20% of boomers consider education benefits important (LIMRA)

  • Benefits students look for from employers: More than two weeks of vacation, Tuition reimbursement for advanced education, Promised annual salary increase, Company match for 401(k), Casual dress policy (NACE)
  • 80% of government workers are satisfied with the benefits that their employer offers (Gallup
  • 57% of nongovernment workers are satisfied with the benefits that their employer offers (Gallup)
  • 51% of millennials say benefits are where their current employer has the most room for improvement (Aon Hewitt
  • 57% of people say benefits and perks are among their top considerations before accepting a job (Glassdoor)
  • 78% said that the employee benefits package is very or extremely important in their decision to accept or reject a job (EBRI
  • 31% of employees are only somewhat satisfied with the benefits offered by their current employer; 26% are not satisfied (EBRI
  • 26% of small-business employees would jump ship to a larger company if it meant better benefits offerings (Aflac)
  • 72% of small-business employees say an improvement in their benefits offerings would make them even happier (Aflac)
  • 50% of small-business employees say that having a benefits package is either extremely or very important to their happiness (Aflac)
  • Among small business employees, 33% saying they’re “satisfied” with the benefits they receive, 20% are “disappointed,” 13% are “happy,” 3% are “angry.” (Aflac)
  • 50% of employees are satisfied with their benefits (MetLife
  • Of the 79% of employees who have no intention to change jobs, 54% cite liking the people they work with, 50% cite good work/life balance, and 49% cite good benefits as reasons for staying (CareerBuilder
  • 87% of employees expect their employer to support them in balancing their life between work and personal commitments (Glassdoor)

  • Top employer attributes that jobseekers value most: salary and employee benefits, long-term job security, pleasant working atmosphere (Randstad)
  • 26% of workers said that providing special corporate perks is an effective way to improve employee retention (CareerBuilder
  • 41% of employed patients and survivors indicate health insurance is one of the primary reasons they want to work (Cancer and Careers)
  • 42% of employed cancer patients and survivors feel they need to stay at their current workplace because they need health insurance (Cancer and Careers)
  • 35% of employed cancer patients and survivors are afraid to change their work status because it would limit their health insurance options (Cancer and Careers)
  • 91% of employees say implementing pet-friendly policies would increase company loyalty (Banfield)
  • Millennials are far more likely to continue employment at a company that implements pet-friendly policies (60%) than their elders (39%) (Banfield)
  • 53% of employees said that financial planning programs are important for increasing loyalty (MetLife)
  • 53% of employees would like their employers to offer tools that provide suggestions on how they can improve their financial situation (WTW)

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Salary and Base Compensation Stats

  • The United States is projected to have an average of 2.7% actual wage growth (accounting for inflation) in 2016, the largest increase in three years (KFHG)
  • U.S. workers’ wages grew on average 3% over last year, an increase of $0.80 per hour, raising the average hourly wage to $27.46 (ADP)

  • Wage growth for newcomers to the workforce dipped by .1%, while wages increased by 4.5% for workers age 55 and older (ADP)

  • Job switchers age 55 and older are seeing higher wages, up 6.3% - 1.5% higher than workers ages 35 to 54 (ADP)

  • Wages for full-time workers who switched jobs grew by 4.9% on average year-over-year (ADP)

  • Wage growth for job holders was 4.3% on average year-over-year (ADP)

  • Wages increased 1.9% and inflation declined by 0.2% from 2014 to 2015 (Kaiser Family Foundation)
  • The most important benefits and incentives to American employees are: competitive compensation (84%), retirement plans (75%), and vacation time (62%) (Oxford Economics
  • 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 (WTW)
  • Workers saw a 2.9% raise in base pay in 2017 (Aon)

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

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

  • In 2018, workers are projected to see a 3% increase in base pay (Aon)

  • 51% of senior managers said they expect year-end bonus levels to be at least somewhat higher than 2016 (Robert Half)

  • Employers plan to spend only 12.5% of payroll on bonuses, the lowest increase since 2010 (Aon)

  • 70% of decision makers say they plan to offer bonuses in 2017 (Modis)

  • 40% of employers are reducing or eliminating pay increases for less-than-stellar performers and 15% are setting performance targets that are more stringent (Aon)

  • 98% of employers are planning to give employees raises in 2017 (WTW)
  • 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)

  • 35% of workers were satisfied with their financial situation this year vs 48% from two years ago (WTW)

  • 41% of employees were satisfied with the amount of money they earned in 2016 (Gallup)
  • 44% of employees believe they are paid at or above market rate (Hays)

  • 90% of employees who believed they were paid below market rate for their jobs were actually paid at market or above market; only 11% of people who believed they were underpaid were correct about that belief (PayScale)

  • 75% of people who think they are paid at or above the market rate report being satisfied with their job (PayScale)

  • 59% of workers who believe they are paid below market still report job satisfaction (PayScale)

  • 47% of employees believe fair and market competitive compensation would improve their work situations (Mercer)

  • 28% of HR leaders identified ensuring rewards competitiveness as a top priority (Mercer)

  • 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)
  • US businesses are planning to boost pay by around 3% on average in 2017, the same as 2016 (WorldatWork)
  • Workers’ wages on average rose only 2% in 2016 (Colonial Life)
  • 59% of employers say they do not plan to make any changes to their executive compensation strategies (WTW)

  • 99% of employers plan to give annual wage increases, averaging 3.0%; executives can expect increases averaging 3.1% (WTW)
  • The average 2017 total salary increase budget is 3.0%, the same as it has been for the past 3 years (WorldatWork)
  • Base salary increases are being awarded to 89% of employees in 2017 (WorldatWork)
  • 18.6% of companies plan to award merit increases of up to 2.5% in 2017; 45.1% plan on 2.51% to 5%; 2.1% plan on 5.01% to 10%; 1.6% plan on 10% or greater (BLR)
  • Nearly two-thirds of workers are accepting a promotion without an increase in pay (OfficeTeam)

  • 39% of HR managers said promoting employees without a raise is common in their organization (OfficeTeam)

  • 72% of men and 55% of women said they’re receptive to a promotion without a pay increase (OfficeTeam)

  • 72% of workers ages 18-34 said they’ll take a new title without a pay hike, compared to 61% of workers ages 35-54 and 53% of those 55+ (OfficeTeam)

  • Promotional increases were awarded to 7.9% of employees in 2016 (WorldatWork)
  • Of the promotional increases received, the size of the average pay was 8.4% (WorldatWork)
  • 29.2% of employers did not award merit increases in 2016 (BLR)
  • 49.2% of employers did not offer general increases in 2017 (BLR)
  • 86.9% of employers did not reward employees who failed to meet the requirements of their jobs in 2016, and 57.2% didn’t reward employees needing improvement (BLR)
  • Exempt workers will receive 4.5% on average, or 73% more than the 2.6% raises average performers can expect in 2018; below-average performers can expect increases of about 1.0% (WTW)
  • 70% of HR leaders say they’ll have to pay workers increased wages as the the talent pool thins (CareerBuilder)
  • 63% of employers say they feel they have to pay workers more because the market is getting more competitive for talent (CareerBuilder)

  • 53% of workers say they would prefer a salary increase over any other perk (Teem)
  • 78% of American workers are living paycheck to paycheck (CareerBuilder)
  • 31% of struggling employees said money concerns were keeping them from doing their best work (WTW)

  • 29% of struggling employees were fully engaged at work (WTW)

  • 16% of workers claim their jobs don’t offer them the opportunity to add money to their savings (Bankrate)

  • 81% of struggling employees are living paycheck to paycheck (WTW)

  • 38% of U.S. hourly workers who make $20 or less per hour say they’re struggling to make ends meet (Snag)

  • 80% of underemployed workers are willing to work more than one job to earn a living wage, but 74% would prefer having one full-time, decent-paying job (Snag)

  • 54% of underemployed workers are actively looking for a better-paying full-time job (Snag)

  • The average debt-to-salary for 20-30 year olds is 60% to 70% or higher (PayScale)

  • 62% of those in health care/social assistance are concerned with salary and total compensation (Modis)

  • HR salaries flatten after three years (Namely)

  • The average salary for HR professionals is $98,048 (Namely)

  • 79% of workers say they don’t earn their desired salary, with 36% saying they don’t earn anywhere near it and 58% say they don’t think they are better off financially than their parents (CareerBuilder)

  • 8% of workers have current salaries of $100,000 or more and 21% say they feel they need to earn $100,000 or more to be successful (CareerBuilder)

  • 37.3% of employees say it would be very difficult to meet their current financial obligations if their next paycheck were delayed for a week, while 33.78% say it would be somewhat difficult (APA)

  • 59.66% of employees say they are very certain their payroll withholding and net amount of their paycheck are correct each payday, while 27.38% are somewhat certain (APA)

  • 93.74% of employees receive their pay via direct deposit, while 4.3% receive their pay via a paper paycheck; .73% receive it via a payroll card; .53% receive their pay via a prepaid reloadable card; .7% receive pay via another method – most of those say they get paid in cash (APA)

  • 63.13% of employees say higher wages are more important than health benefits, while 36.87% say better health care benefits are more important (APA)

  • 20% of US workers worry about pay cuts (Gallup)
  • 57% of workers report they are very or somewhat stressed about their financial situation (Prudential)

  • 59% of employees worry about their future financial state (WTW)

  • 48% of middle-income earners worry about their household’s financial situation at least once a week (Mass Mutual)

  • 37% of employees said they felt “not very” or “not at all” financially secure (Mass Mutual)

  • 50% of global workers often worry about their future financial state, and two-thirds said they felt their future financial state would be worse off relative to that of their parents’ generation (WTW)

  • 55% of employees believe their employer cares about their financial well-being (PwC)

  • 62% of Millennials are more likely to say that their loyalty to their company is influenced by how much the company cares about their financial well-being as compared to Gen X (50%) and baby boomers (36%) (PwC)

  • 72% of millennials and 71% of Gen X are more likely to be attracted to another company that cares more about their financial well-being than baby boomers (45%) (PwC)

  • 71% of workers have accepted a job when they knew their skill set and experience were worth more than what they were getting paid (CareerBuilder)

  • 71% of those affected from wage garnishment are men, typically between the ages of 35 and 55, who work for large manufacturers in the Midwest or the South; the group’s average annual wage was $44,000 (ADP Research Institute)

  • 55% of Americans experience serious monthly variations in income (JP Morgan Chase)
  • 77% of executives say that wages are the most important job factor for employees, beating out health insurance by nearly 28% (Adecco)
  • 10% of workers earning $100,000 or more live paycheck to paycheck (CareerBuilder)
  • 36% of employees say that “appreciation is best demonstrated with money” (AttaCoin)
  • 44% of workers said they would leave their current job for one that pays more (OfficeTeam)

  • 41% of employees say a significant increase in income is very important to them when considering a new job (Gallup)
  • Top reasons for leaving a job: insufficient pay (44%), limited career paths (43%), lack of challenging work (30%), work-life balance (28%), and lack of recognition (27%) (Randstad)

  • 81% of employees would consider leaving their current role for the right offer (Hays)

  • 20% of organizations have plans to offer higher starting salaries going into the second part of 2016, by as much as 5% higher; 53% plan to raise starting salaries by more than 5% (CareerBuilder)
  • 60% of current undergrads expect jobs to start at $60,000 annually; 10% expect starting salaries of $100,000 a year (Yello)
  • College seniors expect to earn approximately $53,483 at their first job after college (iCIMS)
  • 54% of college seniors said they expect $50,000+, a 12% increase from 2016; on average, entry-level employees can expect to earn approximately $45,361 (iCIMS)
  • 44% of men expect to eventually make $100,000, compared to 20% of women (CareerBuilder)
  • 61% of professional recruiters believe men earn more than women for the same jobs (Jobvite)

  • Men are offered higher salaries than women for the same work 63% of the time (Hire)

  • Companies pay women on average 4% to as much at 45% less than men in the same jobs (Hire)

  • 54% of women found out they were being paid less than a male peer in the same role, compared to 19% of men who learned they were paid less than a colleague (Hire)

  • Employers paid African-American and Hispanic women 90 cents for every dollar they paid white men in the same roles (Hire)

  • Women in education technology received 10% less than men doing similar work, and women in the health and finance industries were paid 7% less than their male peers (Hire)

  • The wage gap between men and women was 8% in the San Francisco Bay area and 11% in Seattle, which had the highest gender gap (Hire)

  • 43% of young women expect to make less than $35,000 in their first job, compared to 34% of men (Adecco Staffing)
  • Women in the workforce receive just 82% of the pay that men do in similar positions (Women’s Policy Research)
  • 60% of women feel underpaid (Paysa)
  • Women feel the results they get at work are not as connected to their pay (47% of women vs. 52% of men) (Aon)

  • 45% of workers said they rarely or never get the money they deserve (Mental Health America)

  • 51% of men say their organization does an adequate job of matching performance to pay, while only 43% of women say the same (Mercer)

  • 48% of younger millennials (ages 26 to 30) said they felt they were fairly paid, compared with 50% of older millennials (ages 31-35) and 54% of Gen Z (ages 18-25) (Comparably)

  • When asked what their top priority would be if they became boss, 27% of Gen Z said they would increase employee pay while 35% of Gen Z and 32% of Millennials said they were likely share pay information with coworkers (Comparably)

  • There was a 16% drop in the number of women who felt they were fairly compensated by the end of year two, though that same measure dropped just 10% for men (Aon)

  • 23% of female workers don’t feel like they are paid fairly compared to their counterparts (Randstad)

  • 40% of employees have discussed salary with a coworker before, and 49% of female workers would leave a job if they learned a male counterpart was making 25% more (Randstad)

  • Among workers under age 25, 46% of men felt they were paid fairly vs. 37% of women (Aon)

  • 25% of workers felt they were adequately paid (Mental Health America)

  • Women working full-time, on average, make 79 cents to the man’s dollar (Prudential)
  • Men (56%) are more comfortable negotiating salary than women (38%) (Jobvite)
  • Women candidates who declined to discuss their past pay history were paid 1.8% less than women who did (PayScale)

  • Men candidates who declined to discuss their past earnings were paid 1.2% higher than men who did (PayScale)

  • The median annual income of women age 65 and older is 42% lower than men (Prudential)
  • 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)

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

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

  • A third of women do not believe they are making as much as their male counterparts even though they have similar experience and qualifications; 12% of men feel the same way (CareerBuilder)

  • 35% of women don’t expect to reach a salary over $50,000 during their career, compared to 17% of men, while 47% of men expect to reach a six-figure salary, compared to 22% of women (CareerBuilder)

  • 94% of employers think there should be equality of pay in the U.S. (CareerBuilder)

  • 15% of employers do not believe female workers make the same wage as their male counterparts at their organization (CareerBuilder)

  • 50% of HR managers think that female workers make the same wage as their male counterparts at their organization, and 35% said they would hope they do (CareerBuilder)

  • 82% of employers said there should be transparency of pay in the U.S. (CareerBuilder)

  • 80% of women agree they would switch employers if they felt another company had greater gender equality (Randstad)

  • Women of color are 19% less likely to receive a raise than white men and men of color are 25% less likely (PayScale)

  • 70% of workers received a wage increase with 39% receiving the amount they asked for and 31% receiving less (PayScale)

  • A third of workers reported getting a raise before they requested one (PayScale)

  • The most common justification for not granting workers a raise was budget restraints (49%) (PayScale)

  • Among the employees who were told a budget couldn’t accommodate their pay increase, only 22% believed this rationale (PayScale)

  • 72% of workers didn’t accept the rationale for why they didn’t get a raise, and 71% who received no rationale said they planned to look for a new job within six months (PayScale)

  • As long as workers believe their employer’s rationale for not giving them a raise, 50% had the same level of job satisfaction as employees who received a raise (PayScale)

  • 33% of employees who were denied a raise were provided no rationale (PayScale)

  • Of employees that received some rationale as to why they didn’t get a raise, just over 25% actually believed it and of those who didn’t believe the rationale or didn’t receive one, more than 70% said they planned to seek a new job in the next six months (PayScale)

  • 57% of employees who believed the rationale they were given when not getting a raise and 42% of employees who did receive the raise they requested were planning to leave their job (PayScale)

  • In order to receive an immediate 10% annual raise in salary, Americans would give up: dental care for the next five years (40.06%), all social media accounts for the next five years (53.55%), watching Game of Thrones for life (88.61%), exercise for the next five years (43.86%), the right to vote in all elections for life (34.98%), their child’s future or future child’s right to vote in all elections for life (9.13%), all alcoholic beverages for the next five years (73.42%), Social Security benefits for the next two years (17.93%), access to health insurance for the next five years (18.9%), watching movies for the next three years (50.65%), all their vacation days for the next five years (15.27%), and all caffeinated  products for the next two years (47.74%) (Hire)

  • In order to receive an immediate 10% annual raise in salary, Americans would: eat a single tide pod (5.33%), work one day every weekend for the next year (50.4%), work an extra 10 hours per week for life (55.9%), and break up with their partner or significant other (12.2%) (Hire)

  • 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)

  • 44% of workers said their employers could improve their happiness by awarding a pay raise of 25%, and 33% said their happiness would improve with a 10% raise (One4all)

  • 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)

  • 51% of workers have not asked for a raise (CareerBuilder)

  • 41% of women never ask their current employers for a raise (Paysa)
  • Employers deny women a raise more often than men, at 42% versus 33% (Paysa)
  • Older working women with college degrees are twice as likely as college-educated men to be in low-paying jobs (22% vs 11%) (The New School)

  • 53% of employers offer job candidates less money than they are willing to pay, and of those employers, more than 25% said they low-ball candidates by $5,000 or more (CareerBuilder)

  • 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)

  • 56% of workers said they don’t negotiate pay (CareerBuilder)

  • 51% of workers don’t negotiate pay because they are uncomfortable asking for more money; 47% fear the employer will rescind the job offer if they do so; and 36% don’t want to appear greedy (CareerBuilder)

  • 45% of workers age 35+ typically negotiate the first offer, which is higher than workers ages 18-34 (42%) (CareerBuilder)

  • 47% of men say they negotiate first offers vs. 42% of women (CareerBuilder)

  • 29% of job seekers negotiated their salary at their current or most recent job (Jobvite)
  • 71% of workers don't ask for more money in their current or most recent jobs (Jobvite)
  • 84% of workers who negotiate a higher wage are successful (Jobvite)
  • 39% of managers said asking for a 5% raise is asking for too much money (Paysa)
  • Employees earn a 5.2% pay increase on average when changing jobs (Glassdoor)
  • A 10% increase in base pay increases the odds an employee will stay at the company by 1.5 percent (Glassdoor)
  • 60% of hiring managers report job seekers are asking for more money compared to six months ago. In healthcare, this rises to 66% (DHI Group)
  • 72% of candidates want to hear about salary range during job interviews (LinkedIn)
  • 59% of IT professionals feel they’re underpaid; 24% don’t expect a raise of more than 5% in 2017 (Spiceworks)
  • 61% of current tech workers say they are underpaid (Blind)

  • A little over one-third of tech workers said they were paid fairly and 5% said they were overpaid for their position (Blind)

  • 41% of tech employees feel they are paid unfairly (Blind)

  • 60% of tech workers said their current employer discourages talk about salary between co-workers (Blind)

  • 15% of organizations offered specific retention bonuses to executive-level employees, and 15% offered them to nonexecutive employees (SHRM)
  • 97% of employees want to be recognized and rewarded for contributions beyond the organization’s financial results and activity metrics (Mercer)
  • 44% of workers felt skilled employees were unrecognized for their work (Mental Health America)

  • 79% of employees would prefer new or additional benefits to a pay increase (Glassdoor)
  • 76% of employees reported a salary increase or promotion after completing an online certification (Simplilearn)
  • Benefits that employees say would increase engagement and loyalty: compensation (40%), better benefits (36%), career advancement opportunities (34%), training/education (31%), coworkers they like (18%), corporate culture (18%) (Workforce 2020)
  • 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)

  • 70% of employees reported that increasing salaries is the best way to boost employee retention, 58% said better benefits (CareerBuilder
  • 53% of employees think their pay is fair compared with their counterparts outside the company (WTW)
  • When comparing similar jobs in the same company, 55% of employees think their pay is fair (WTW)
  • 38% of workers feel they are fairly paid (Aon Hewitt)
  • 67% of managers think employees are fairly paid, while only 21% of employees think their pay is adequate (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)

  • 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 (WTW)
  • 68% of Millennials say compensation is the most important aspect of their workplace (Oxford Economics
  • One of the most common recruiting methods is offering competitive salaries (43%) (Hays)

  • 75% of executives believe that in the next decade, in order to recruit and retain talent, compensation alone will not be enough (Covestro)

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

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

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

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

  • 68% of people say that salary and compensation is among their top considerations before accepting a job (Glassdoor)
  • 22% of employees say compensation is the major factor determining happiness in the workplace (Spherion
  • 77% of Millennials would be willing to take a salary cut in exchange for long-term job security (Qualtrics)
  • 90% of millennials would choose to stay in a job for the next 10 years if they knew they'd get annual raises and upward career mobility (Qualtrics)
  • 43% of employees expect a pay raise in the next 12 months (Glassdoor
  • Of those who expect a pay raise, 49% expect it to be between 3-5% (Glassdoor)
  • 28% of employers believe “that most or all of their employees understand the company’s compensation philosophy.” (WorldatWork
  • 85% of managers claim they know how to explain pay decisions to employees, and only 37% of organizations agree (PayScale)

  • 48% of employers haven’t decided how they’ll communicate the pay ratio to employees, 39% plan to have their organization’s leadership answer employees’ questions, 16% are preparing managers for discussions with workers, 14% have a detailed communication plan to inform workers, and about 14% don’t plan to inform workers at all (WTW)

  • 90% of workers would prefer bonuses or extra time off rather than the company-sponsored event (Randstad)

  • 61% of employers are planning on presenting workers with holiday bonuses (CareerBuilder)

  • 77% of employees said their favorite type of holiday bonus is cash; 15% said paid time off; and 5% said gift cards (Express Employment Professionals)

  • 82% of employers give out bonuses (WorldatWork
  • 45% of companies offer spot bonuses/awards, or unscheduled bonuses for exceptional performance (SHRM
  • 41% of Millennials say higher compensation would increase their loyalty and engagement with the company (Oxford Economics
  • 39% of employees say higher compensation would increase loyalty and engagement with their current job (Oxford Economics
  • 15% of employees have taken a pay cut to work for a sustainable company (Bain & Co)
  • 71% of employees would take a pay cut for their ideal job (Hays)

  • 21% of employees would take a 10% pay cut to work in a nicer workplace (Staples)

  • 36% of millennial workers plan to take a pay cut to work fewer hours (Working Families and Bright Horizons)

  • 36% of parents are willing to take a pay cut, while 41% of millennial parents intended to downshift to a less stressful job (Working Families)

  • Reasons why retirees return to the workforce, according to HR professionals: money (72%), occupying time (58%), health care benefits (45%), social interaction (42%) (SHRM)
  • 39% of executives say their company offers competitive compensation (Oxford Economics
  • 38% of millennials say money would motivate them to work harder and stay with their employer longer (opportunities for advancement was cited by 30%, meaningful work 15%, good boss 7%, and working for a fast-growing company 6%) (Millennial Branding/Randstad)
  • 71% of workers say the ability to provide for themselves and their families is what motivates them to do their job, followed by money (63%), and the ability to make a difference (38%) (CareerBuilder)

  • Salary and "meaningful work" are the most important benefits potential employees look for (Millennial Branding/Beyond.com
  • Millennials’ annual hourly earnings are growing at a rate nearly double the national rate (5.8% vs 3%) (Paychex)

  • The average hourly wage for a female millennial is $20.44, but $23.03 for men (Paychex)

  • Female millennial hourly workers experience a lower annual growth rate in hourly wages at 5.3% vs 6.2% for men (Paychex)

  • 34% of stay-at-home mothers say earning enough money to pay for childcare is a "major factor" in their employment decisions (Gallup)
  • 90% of organizations provide severance packages, 38% offer the benefit to all workers (RiseSmart)
  • 57% of IT employees see affordable benefits as more important than salary (CareerBuilder
  • Among IT professionals who plan to leave, 75% are looking for a higher salary (Spiceworks)

  • 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)
  • Black men’s average hourly earnings were 80% of that of white men’s in 1979. By 2016, the pay gap widened to 70% on the dollar (San Francisco Research)

  • 54% of employees have had a paycheck problem while being paid (Kronos)
  • 29% of hourly and 41% of salaried workers are completely satisfied with pay (Gallup)

  • Salaried workers (65%) are more satisfied than hourly workers (50%) with vacation time (Gallup)

  • Salaried workers (48%) are more satisfied than hourly workers (34%) with their retirement benefits (Gallup)

  • Salaried workers (45%) are more satisfied with opportunities for promotion than hourly workers (35%) (Gallup)

  • Salaried workers (55%) are more satisfied with recognition for accomplishments at work than hourly workers (46%) (Gallup)

  • 15% of salaried workers have been shortchanged on a paycheck; 16% reported being paid late; 23% said they have been paid early (Kronos)
  • 80% of companies are paying salespeople inaccurate commission rates (WorldatWork)
  • 18% of employers don't report commission results to salespeople; 47% are slow to process commission payments, sometimes taking four or more weeks (WorldatWork)
  • 42% of employees said taxes and deductions on their paychecks are confusing to read and understand (Kronos)
  • 45% of employees would feel more engaged with their job if their employer helped them better understand the impact of taxes and deductions (Kronos)
  • 80% of employers say they pay U.S.-born workers and immigrants the same for doing the same job (CareerBuilder)
  • Employers planned to pay high-skilled H-1B visa holders a median salary of $80,000 in 2016, up from $69,000 a decade ago (Pew)
  • The annual media base pay in the U.S. grew only .9% year over year in January 2018 to $51,364 (Glassdoor)

  • 66% of employees said they’d rather receive two tickets to a concert of their choice than three times the value of those tickets paid into their paycheck over the course of a year; 34% of employees chose the money (Xexec)

  • 35% of employees chose a small token gift like cake, ice cream or chocolate, while 65% chose receiving 10 times its monetary value in additional salary (Xexec)

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

  • The median salary for H-1B visa holders is higher than the median wage for U.S. workers in similar jobs, who earned a median wage of $75,036 in 2016 (Pew)
  • 40% of CIOs say salary demands is the top barrier to securing the best IT job candidates (Robert Half)
  • Cybersecurity professionals of color earn, on average $115,000 a year compared with $122,000 industry average (ICMCP)

  • Whites in cybersecurity are more likely to receive a salary increase in the past year than those of other races and ethnicities (ICMCP)

Healthcare and Wellness Benefits Stats

  • 34% of employees feel “extremely satisfied” with the benefit options their employers offer, up from just 22% in 2012 (Connecture)
  • 67% of millennials, 62% of gen x and 61% of baby boomers believe their employer’s benefit plans are competitive with those offered by other organizations (PwC)

  • 70% of millennials, 71% of gen x and 75% of baby boomers say they review their benefit elections every year and make changes if needed (PwC)

  • 52% of employees say they understand their health benefits and 43% indicate they understand their non-health benefits very/extremely well (EBRI)

  • 31% of employees indicate their employer or benefits company provides no education or advice on benefits (EBRI)

  • 39% of employees state that their employer provides education on how health insurance works, 24% say that their employer provides education n how a health savings account works, and 28% confirm that their employer offers education on how to invest money in their retirement plan (EBRI)

  • 75% of millennials, 75% of Gen S and 85% of baby boomers say they have a good understanding of employer benefit and savings plans and the role those plans play in their overall financial well-being (PwC)

  • 67% of employees report that their employers offered health insurance in 2017, up from 63% in 2013 (EBRI)

  • 80% of “best in class” employers offer health insurance (Adecco)
  • 92% of employers said they are “very confident” their organization will continue to sponsor health benefits in five years (WTW)
  • 31% of workers rated healthcare as the top concern in America (Employee Benefit Research Institute)

  • 60% of employees said health coverage is extremely important in whether to stay in their job (Employee Benefit Research Institute)

  • 95% of HR pros rate healthcare as one of the three most important benefits to employees; 71% say retirement savings and planning, 50% say leave (SHRM)
  • 75% of employees are more likely to stay with their employer because of their health benefits plan (Liazon)
  • 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)

  • 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)

  • 78% of employers think their company can improve how they communicate about their wellness initiatives (Lifeworks)

  • 82% of workers expect employers to offer Health and Wellness plans (Accenture)

  • 82% of workers are dissatisfied with their employer’s wellness plans (Accenture)

  • 60% of employers want to reduce the scope of their offerings (Accenture)

  • Being covered by a health plan at work boosted the probability of women continuing to work full time by 8.5%, cut the likelihood that they’d resort instead to working part time (probably with no health coverage) by 5.7% and also reduced the probability of their retiring by 2.7% (Marco Angrisani; Erik Meijer; Maria Casanova)

  • 96% of millennials say great health-care benefits are important in choosing a job, more important than frequent raises (94%) and promotions (82%) (Bentley University)
  • Healthcare benefits (68%), paid family sick leave (54%) and flexible scheduling benefits (47%) are the most popular perks among Millennial employees (ReportLinker)
  • 19% of American workers say their employer does not discuss the specifics of their health care benefits at all (Zocdoc)
  • 34% of employees have children under 18 covered on their health plans (Aflac)
  • 37% of those 64 years old and under are connected to their plan on social media vs 7% of Medicare enrollees; of those who are connected, 65% of Medicare enrollees and 78% of the younger respondents say the connections are helpful (HealthMine)

  • 55% of employees whose companies offer health insurance say they would like help from their employer when choosing a health plan (Jellyvision)
  • 49% of employees say making health insurance decisions is always very stressful (Jellyvision)
  • 41% of employees can’t identify all of the elements that add up to the full cost of their health care (Jellyvision)
  • 25% of employees said they would rather file their annual income taxes than select a health plan (United Healthcare)
  • 41% of employees feel the open enrollment process at their company is extremely confusing (Jellyvision)
  • 73% of employees feel confident about health insurance details like deductible size, but only 53% know their out-of-pocket maximums and just 47% know their employer’s contributions (Jellyvision)
  • 24% of workers would pay more each month for services and tools that would help them live healthier lives and improve their financial situation (19%) (WTW)

  • 43% of workers said their benefits package gives them more choice and variety to meet their needs, and 27% believe their employer’s offerings help them manage their finances (WTW)

  • 32.8% of Americans would like to see an improvement of their health benefits (LendingTree)
  • 85% of employees feel more engaged in their health care decisions (Liazon)
  • 63% of employees are not willing to spend at least an hour a day on health-related activities (UnitedHealthcare)
  • 38% of employees use online tools to shop for group or employer-sponsored insurance: up from 9.5% five years ago (Connecture)
  • 50% of employees have online access to benefits and less than 25% having access on their mobile device (Accenture)

  • 59% of employees wouldn’t spend more than one hour to research and choose their health plan; nearly 50% said they’re not sure what they pay in health care costs each month (Connecture)
  • 52% of employees are willing to bear more of the cost of their benefits in order to have a broader array of offerings that suit their personal needs (MetLife)
  • 40% of the workforce would take a paycut for better health insurance (LendingTree)
  • 87% of employees feel more customized benefit choices that better fit their lives would help them feel more confidence in their plan choices (Sun Life)
  • 32% of people are uncomfortable navigating medical benefits and the healthcare system (Accolade)
  • Just 6% 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)
  • Healthcare consumers spend $25 billion each year on low-value health procedures that aren’t always necessary (VBID Health)

  • Employed adults spend an average of 3.5 hours each month dealing with and researching health benefits, insurance, or other health-related issues (Accolade)
  • 15% of Gen Z and 19% of Millennials say health care is the most important employee benefit (Future Workplace)
  • 70% of Gen Z said their top priority is health insurance (Monster)
  • 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)

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

  • 25% of employees lack health coverage (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)

  • 43% of employees have medical coverage through their job and only 33% have a 401(k) plan through their company (Jobvite)
  • Employees now pay for about 43% of health care expenses (Milliman)
  • 62% of employers offer health care services such as diagnosis, treatment or prescriptions provided by phone or video, which is up 28% from last year (SHRM)

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

  • The cost of health care benefits is projected to rise 7.8% in 2017, an increase from 7.3% in 2016 (WTW)
  • From 2016 to 2017, health care costs increased for 79% of organizations, with an 11% increase on average (SHRM)
  • 38% of workers would pay more each month for a better healthcare plan, and 46% would be willing to spend more money for lower, more predictable healthcare costs (WTW)

  • 76% of employers are concerned about healthcare affordability, and 86% of that are trying to reduce costs (TCHS)

  • 97% of organizations are very or somewhat concerned about controlling healthcare costs (SHRM)
  • 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)
  • Healthcare costs for active workers doubled from 2001 to 2015, from 5.7% to 11.5%  (WTW)
  • Healthcare expenses are expected to rise by 5.5% in 2018, up from a 4.6% increase in 2017 (WTW)
  • Employers spent on average 70% more on healthcare benefits than retirement benefits in 2015 (WTW)

  • Healthcare is costly across all industries, spanning from 10.4% of pay in the retail industry to 12.7% of pay in the oil, gas and electric industry (WTW)

  • Employers’ cost to provide employee benefits, measured as a percentage of pay, increased 24% between 2001 and 2015 (WTW)

  • The total cost of employer-provided benefits (health care, retirement, and postretirement medical) rose from 14.8% of pay in 2001 to 18.3% of pay in 2015, a jump of 24% (WTW)

  • Healthcare costs for active employees more than doubled, rising from 5.7% in 2001 to 11.5% of pay in 2015 (WTW)

  • In 2002, healthcare costs for active employees comprised about 42% of benefits, while retirement benefits made up the remaining 58%. But in 2015, healthcare benefits accounted for 64% and the retirement share accounted for 37% (WTW)

  • The average health care rate increase for midsize and large companies was 3.9% in 2017; the average healthcare cost increases for midsize and large companies will be 4.% after plan design changes and vendor negotiations in 2018 (Aon)
  • Average annual total costs per employee increased from $9,727 to $9,935 on employer-sponsored health plans (United Benefits Advisors)

  • The employee share of total costs rose 5% from $3,378 to $3,550, while the employer’s share rose less than 1%, from $6,350 to $6,401 on employer-sponsored health plans (United Benefits Advisors)

  • 12.8% of all plans are self-funded, up from 12.5% in 2016, while 60.9% of all large employer (1,000+ employees) plans are self-funded (United Benefits Advisors)

  • The average deductible for employer-sponsored health plans increased by 13% in 2016 (Colonial Life)
  • Large employers predict a 5% hike in medical and pharmacy benefits costs in 2018 for the fifth straight year in a row (NBGH)
  • 2017 estimated total healthcare costs is $13,482 per employee - expected to rise to $14,156 in 2018; employers' share of the cost will be 70% and employees will cover about 30%, or about $4,400 (NBGH)
  • 2018’s average healthcare cost increase for U.S. employees is projected to be 7.2%, up from 6.9% in 2017 (Aon)
  • 63% of employees with employer-sponsored insurance say they are concerned this open enrollment season about their plans’ out-of-pocket medical costs increasing in 2018 (Securian)

  • The average costs for health care, including employee premiums and out-of-pocket costs, are projected to be $5,248, up from $4,895 in 2017, and employee premium costs are projected to average $2,678 (Aon)
  • Costs for employer sponsored-medical plans in 2018 are likely to rise 8.4% (Aon)

  • Premium renewal rates for employer-sponsored health insurance rose an average of 6.6% (United Benefit Advisors)

  • Average employee premiums for family coverage rose 3%, up to $1,272 from $1,236 (United Benefits Advisors)

  • Annual employer-sponsored health insurance premiums for family coverage rose by an average of 3% this year to $18,764 (Kaiser Family Foundation)

  • While premium increases slowed, employee contributions (32%) have been growing faster than employers’ (14%) since 2010 (Kaiser Family Foundation)

  • Workers at large companies now pay an average of $5,714 annually for health premiums, while workers in firms with fewer than 200 employees pay an average of $6,814 a year (Kaiser Family Foundation)

  • Average deductibles remained stable at $1,221 (Kaiser Family Foundation)

  • The average premium for single coverage increased by 4% to an annual total cost of $6,690 (Kaiser Family Foundation)

  • The average annual premium for family coverage for covered workers in small firms ($17,615) is lower than the average premium for covered workers in large firms ($19,235) (Kaiser Family Foundation)

  • The average annual premiums for covered workers in high-deductible health plans with savings options are lower for single coverage ($6,024) and family coverage ($17,581) than overall average premiums (Kaiser Family Foundation)

  • The average premiums for covered workers enrolled in PPO plans are higher for single ($6,965) and family coverage ($19,481) than the overall plan average (Kaiser Family Foundation)

  • The average premiums for covered workers vary across industries, with those in the retail industry being particularly low ($5,716 for single coverage and $16,920 for family coverage) (Kaiser Family Foundation)

  • The average premiums for covered workers in firms with a relatively large share of younger workers (where at least 35% of the workers are age 26 or younger) are lower than the average premiums for covered workers in firms with a smaller share of younger workers ($5,922 vs. $6,762 for single coverage and $16,893 vs. $18,939 for family coverage) (Kaiser Family Foundation)

  • The average premiums for covered workers in firms with a relatively large share of lower-wage workers (where at least 35% of workers earn $24,000 a year or less) are less than the average premiums at firms with a smaller share of lower-wage workers ($6,035 vs. $6,739 for single coverage and $16,376 vs $18,942 for family coverage) (Kaiser Family Foundation)

  • The average premiums for covered workers in firms with at least some union workers are higher than the average premiums for covered workers in firms without union workers ($7,183 vs. $6,434 for single coverage and $19,885 vs $18,177 for family coverage (Kaiser Family Foundation)

  • 50% of firms with fewer than 50 employees provide coverage, down from 59% in 2012. Of the small firms that don’t offer health coverage, 44% cite the reason as the high cost, and 17% cited their small size as the cause (Kaiser Family Foundation)

  • Employees at small organizations pay an average of $3,557 annually for the cost of their coverage, with their employers paying $9,474 of the balance (United Benefits Advisors)
  • Employees at large companies pay $3,378 annually, while their organizations pay $9,727 (United Benefits Advisors)
  • Average out-of-pocket costs for employees are projected to be $2,570, 17% of the total health care cost (Aon)
  • 28% of employees with health insurance through work facing an out-of-pocket expense of $5,000 or more would use their personal savings to pay rather than other means, including an HSA (8%) or supplemental group insurance (7%) (Securian)
  • 21% of employees say they do not know how they would pay for an out-of-pocket expense (21%); 12% say they would need to rely on credit cards, 7% said a loan from their 401(k) (7%), 4% said they’d borrow from family/friends (4%), 2% would sell/pawn a personal possession (2%) (Securian)
  • 42% of workers say paying for out-of-pocket medical expenses would be the top financial concern when facing a debilitating injury; 58% say their top concern would be lost wages from work, the ability to pay for regular monthly expenses such as groceries, or the need to take on additional expenses such as lawn care or cleaning (Securian)
  • Employees will spend an average of $5,200 in health care costs next year (Aon)
  • Increases in employee contributions to the cost of premiums (48%) and higher cost sharing through plan design changes (48%) remain the top two health care cost-control tactics (AJG)
  • 85% of employers said that healthcare acquisitions will have moderate to significant changes on their plan-design strategies and employees’ access to health services in the future (Aon)

  • 14% of employers expect significant changes in how healthcare is accessed; 71% expect moderate changes and 15% see no real changes (Aon)

  • Some of the tactics employers expect to adopt to help control costs by 2019 include cost-transparency tools (24%) and healthcare decision support (19%) (AJG)
  • The median in-network deductible on employer-sponsored PPO health plans increased 50% from $1,000 to $1,500 in 2016 (United Benefit Advisors)
  • The average health plan costs for employers decreased slightly from $9,736 in 2015 to $9,727 in 2016 (United Benefit Advisors)
  • Medical insurers project the healthcare benefits costs to rise by 9.1% in 2016, an increase from 8.0% in 2015 and 7.5% in 2014 (WTW)
  • Overall cost increases of healthcare benefits will hold steady at 6% in 2017 (NGBH)
  • 98% of all employers now offer healthcare coverage for full-time employees; 23% offer coverage for part-time employees (SHRM)
  • 57% of organizations offer health benefits to at least some of their employees (Kaiser Family Foundation)
  • 87% of midsize employers offer PPO health coverage (BenefitFocus)
  • Among employers with 50+ full-time employees, 4% reported switching full-time employees to part time status (4%), changing part-time workers to full-time workers (10%), reducing the number of full-time employees they intended to hire (5%) or increasing waiting periods (2%) in response to the employer shared responsibility provision which took effect for some firms in 2015 (Kaiser Family Foundation)
  • 80% of employers who hire independent contractors offer healthcare benefits to full-time, W2-based employees, only 17% offer those same benefits to independent contractors (Burson Marsteller)
  • 34% of companies now offer healthcare coverage to part-time employees (SHRM)
  • Among part-time employees, 25% have medical insurance, 18% have dental insurance and 14% have disability insurance and only 13% have life insurance through their employer (Guardian Life)
  • 24% of part-time workers “feel good” that they could pay a $3,000 medical bill, compared to 34% of their full-time colleagues (Guardian Life)
  • 19% of employers (and 50% of large employers) use a specialty pharmacy benefit manager (AJG)
  • 62% of employers are currently evaluating pharmacy benefit contract terms, with another 32% planning to or considering to by 2019 (WTW)
  • 60% recently adopted new coverage or utilization restrictions as part of specialty pharmacy strategy, with another 24% planning to or considering (WTW)
  • 44% address specialty drug costs and utilization performance through medical benefits, with another 38% planning to or considering (WTW)
  • 31% of large firms offering health benefits provide an incentive to complete a health risk assessment (Kaiser Family Foundation)
  • 65% of companies offer personal health risk assessments; 71% cover second medical opinions; 54% cover biometric screenings; 48% cover lifestyle and health education (WTW)
  • 91% of employees would engage in healthier behaviors if they were rewarded (Welltok)
  • 64% of employees say they believe that keeping employees healthy should be one of the top goals of a company’s benefits program (One Medical)
  • 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)

  • 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)

  • 62% of participants in wellness programs say their productivity has improved, 56% have had fewer sick days and 30% say they had a disease detected thanks to these programs (UnitedHealthcare)

  • 67% of participants in wellness programs reported reduced bodyweight and 23% quit smoking or other nicotine use (UnitedHealthcare)

  • 84% of baby boomers show interest in a wellness program (UnitedHealthcare)

  • 46% of employees at companies offering 7-8 health and wellness program categories strongly agreed they are proud to be a part of the company, compared with only 14% of employees whose employer offered no programs (Optum)

  • 26% of employees at companies offering 7-8 health and wellness program categories strongly felt their employer takes a genuine interest in their well-being, compared with only 3% of employees whose employer offered 1-3 program categories (Optum)

  • 35% of employees at companies offering 7-8 health and wellness program categories said they were extremely likely to recommend their employer, compared to 14% of employees at companies offering 1-3 program categories (Optum)

  • 30% of employees who frequently participate in wellness programs strongly agreed their employer values them, while only 19% of workers who occasionally participate felt similarly (Optum)

  • 22% of employees who frequently participate in health and wellness programs strongly agreed that their employer makes healthy choices compared to just 6% of those who never participate (Optum)

  • Nearly half of workers who frequently participate in wellness programs report having a good relationship with co-workers (Optum)

  • 35% of employees frequently participating in wellness programs believed their employer promotes positive relationships among colleagues, yet only 23% of employees who don’t participate felt that way (Optum)

  • 29% of employees who frequently participate in health and wellness programs believe they are much better than coworkers at meeting or exceeding job requirements and deadlines, compared with 20% of those who never participate (Optum)

  • 30% of workers said their employer was helping their goal of getting fit and staying healthy through a benefits program (Thomsons Online Benefits)

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

  • 87% of employers say they should be involved in encouraging workers to make healthier lifestyle changes, but only 54% of workers agree (WTW)

  • Healthcare costs have dropped from 11.6% to 8% since 2010 (Xerox HR)
  • Healthcare costs to organizations will rise by 6% in 2017 (CEB)
  • The average cost of providing healthcare makes up 7.6% of a company’s annual operating budget (SHRM)
  • The average cost per covered employee has increased by nearly $500 from 2015 to 2016 (SHRM)
  • 24% of employers only offer high-deductible health plans, doubling the percentage from 2012 (PwC)
  • 24% of workers were enrolled in high-deductible health plans in 2015, up from 20% in 2014 (Kaiser Family Foundation)
  • 68% of employees say their organization offers healthcare benefits (ReportLinker)
  • SMBs are contributing nearly 25% more than legally required to their employees’ monthly premiums, covering on average 73% of the total cost (Zenefits)
  • With a 49% adoption rate, PPOs are the most popular type of SMB benefits plan (Zenefits)
  • Employees in high deductible health plans grew by more than 60%, from roughly 50% in 2017 to 81% in 2018 (Benefitfocus)

  • HDHP offering rates have increased 76% in the West since 2016 (Benefitfocus)

  • Employees in the West made and received the highest HSA contributions, with employee contributions averaging $1,490 and employer contributions averaging $750 for individual plans, up 11% from 2017 and 19% from 2016 (Benefitfocus)

  • HDHPs are most prevalent in the Midwest, where 70% of employers offer them alongside traditional health plans, up from 46% in 2016 (Benefitfocus)

  • 37% of Midwestern employees selected an HDHP, the highest adoption rate in the country (Benefitfocus)

  • Employees in the Midwest play the lowest preferred provider organization premiums in the country, at less than $1,500 annually for single coverage (Benefitfocus)

  • Employees in the Northeast pay the most for their health plan premiums, both for PPOs ($1,692 for single coverage plans) and HDHPs ($1,237) (Benefitfocus)

  • The average employer HAS contribution (single coverage) has increased 10% year over year (Benefitfocus)

  • Southern workers carry higher-than-average financial responsibility for their health plans, paying the steepest PPO and HDHP deductibles in the country- $1,300 and $2,416 for single coverage; this is 28% higher than the nationwide average for PPOs and 11% higher than the nationwide average for HDHPS (Benefitfocus)

  • There’s been a 138% increase in the share of employers offering at least three voluntary benefits since 2016 (Benefitfocus)

  • Employees who select HDHPs earn 17% more than employees who choose preferred provider organization plans (Benefitfocus)
  • 29% of all insured employees were enrolled in HDHPs in 2016; up 9% since 2014 (Kaiser Family Foundation)
  • 20% more employers are offering at least one HDHP compared to 2016 (Benefit Focus)

  • 34% of employees at midsize companies go with a HDHP option (BenefitFocus)
  • 40% of Millennials over age 26 opt in to HDHPs (BenefitFocus)
  • 70% of employers offer PPO plans; 67% offer FSAs; 59% offer HSAs; 53% offer HDHPs (Healthcare Trends Institute)
  • 14% of the U.S. population is enrolled in a CDHP and 14% is enrolled in an HDHP (EBRI)
  • 50% of employees are not knowledgeable about HDHPs (Jellyvision)
  • The number of education industry employers offering HDHPs doubled to 44% over the past year (BenefitFocus)
  • 61% of manufacturers adopted HDHPs in 2017 (BenefitFocus)
  • HDHP adoption also increased 30% among retail employees over the past year (BenefitFocus)
  • HMOs account for 37% of enrollment choices in education (BenefitFocus)
  • 26.4% of all employees are now enrolled in a CDHP (United Benefit Advisors)
  • 43% of employees with HSAs did not contribute any of their own money to them (WTW)

  • 73% of employers are offering an HSA paired with a high-deductible health plan (WTW)

  • 62% of employers are giving employees a head start by contributing seed money (WTW)

  • 83% of employers are expecting to offer HSAs associated with a high-deductible health plan by 2019 (WTW)

  • Among individuals enrolled in CDHPs, 56% opened an HSA, 19% were in an HRA, and 25% were enrolled in an HSA-eligible health plan but had not opened an HSA (EBRI)
  • 20% of CDHP enrollees reported an employer contribution of at least $2,000 in 2016, up from 10% in 2014 (EBRI)
  • 88% of employers offer benefits to more employees than required by the ACA (Health e(fx))

  • The 2016 annual employer premium per enrolled employee who is not ACA eligible is $6,883 (Health e(fx))

  • 45% of CDHP enrollees reported that their employer offered a health risk assessment, compared with 34% of traditional-plan enrollees and 30% of HDHP enrollees (EBRI)
  • 70% of CDHP and 67% of HDHP enrollees reported a cash incentive or reward for a biometric screening, compared with 51% among traditional-plan enrollees (EBRI)
  • PPO plans remain the most common plan type, enrolling 52% of covered workers in 2015 (Kaiser Family Foundation)
  • For single coverage, 61% of covered workers are in plans that require them to make a contribution of less than or equal to a quarter of the total premium, 2% are in plans that require more than half of the premium, and 16% are in plans that require no contribution at all (Kaiser Family Foundation)
  • For family coverage, 44% of covered workers are in plans that require them to make a contribution of less than or equal to a quarter of the total premium and 15% are in plans that require more than half of the premium, while only 6% are in plans that require no contribution at all (Kaiser Family Foundation)
  • 81% of covered workers have a general annual deductible for single coverage (Kaiser Family Foundation)
  • 68% of covered workers have a copay for office visits with a primary care or specialist physician, in addition to any general annual deductible (Kaiser Family Foundation)
  • 99% of covered workers are in a plan that covers some prescription drugs (Kaiser Family Foundation)
  • 12% of covered workers enrolled in a plan with prescription drug coverage are enrolled in a plan with a separate annual drug deductible that applies only to prescription drugs (Kaiser Family Foundation
  • 87% of employers offer a mail-order prescription program (SHRM
  • 92% of companies offer generic prescriptions, with 95% of organizations offering a 90-day mail-order prescription service (SHRM)
  • Compared with Gen X and boomers, millennials were more likely to ask for a generic form of medicine (47%), manage healthcare expenses through a budget (35%) and check their plans to ensure coverage (57%) (EBRI)
  • Opioid abusers cost employers nearly twice as much ($19,450) in medical expenses on average annually as non-abusers ($10,853) (Castlight)
  • 98% of covered workers are in plans with an out-of-pocket maximum for single coverage, significantly more than the 88% in 2013 (Kaiser Family Foundation)
  • 47% of employers with 3 to 9 workers offer health insurance coverage (Kaiser Family Foundation)
  • 23% of large firms that offer health benefits in 2015 also offer retiree health benefits (Kaiser Family Foundation)
  • 17% of small firms and 74% of large firms offer the option of contributing to a flexible spending account (Kaiser Family Foundation)
  • 59% of employees report that their employers offered dental insurance in 2017, up from 54% in 2013 (EBRI)

  • 96% of organizations offer dental coverage to their employees (SHRM
  • 99% of organizations offer dental plans (WorldAtWork)
  • 82% of employees cite dental insurance as a very important employee benefit; 54% consider it a “must-have” (Lincoln Financial Group)
  • 54% of employees say they’d like their employer to provide a list of local in-network dentists, and 34% would appreciate ratings or rankings of in-network dentists  (Lincoln Financial Group)
  • 69% of employers offer dependent care flexible spending accounts (International Foundation of Employee Benefit Plans)
  • 22% of employers offer a health savings account in 2017 (EBRI)

  • While 76% of employees say they understand HSAs, only 12% could correctly identify common attributes of the savings accounts (Bank of America)

  • 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)

  • 25% of small employers (10-499 employees) and 61% of large employers (500+ employees) offered an HSA-eligible health plan in 2016 (EBRI)

  • By 2019, 34% of employers with 10-499 employees and 72% of employers with 500+ employees said they would be very likely to offer an HSA-eligible health plan (EBRI)

  • On average, individuals who made HSA contributions in 2016 contributed $1,986 over the year, and HSAs receiving employer contributions in 2016 received $935 (EBRI)

  • 13% of account holders contributed the fully allowable HSA annual amount (EBRI)

  • 30% of organizations offer employer contributions to HSAs, a 10 percentage point increase over the last five years (SHRM
  • 67% of employers offer HSAs; 15% offer employee-funded Health Reimbursement Arrangements (CEB)
  • Of employers who offer an HSA, 79% fund at least part of the account (Conrad Siegel)
  • 52% of employers offer HSAs and 77% offer HRAs (SHRM)
  • On average, employers contribute $576 to their employees’ HSA accounts and $1,885 to employee HRAs (SHRM)
  • 75.3% of employers see HSAs as part of their retirement benefits strategy (Plan Sponsor Council of America)
  • The average per-employee cost of HSA-eligible plans is 13% less than that of a traditional PPO (Mercer)
  • 55% of organizations offered HSAs in 2017, and 36% provided an employer contribution to the HSA (SHRM)
  • 53% of large employers offer HSA plans, 6% position it as a full replacement for traditional medical coverage (Mercer)
  • At companies that offer HSAs, only 24% of covered employees enroll in one (Mercer)
  • 40% of eligible employees choose an HSA to which their employer contributes versus 35% when there is no employer contribution (Mercer)
  • 60% of plan sponsors believe HSAs should replace flexible spending accounts (Plan Sponsor Council of America)
  • 47% of employers said their employees weren’t aware of the tax advantages of HSAs, flexible spending accounts and similar savings vehicles (Mercer)
  • 51% of Americans said they were somewhat or very knowledgeable about HSAs (LIMRA)

  • Younger generations are more confident in their knowledge of HSAs (59% of millennials and 55% of Gen Xers) vs older generations (44% of baby boomers and 28% of the silent generation) (LIMRA)

  • 49% of consumers who state they are very knowledgeable on HSAs believe they must spend the entire HSA balance by the end of the year (LIMRA)

  • 39% of all consumers understand the difference between an HSA and a FSA (LIMRA)

  • 27% of consumers are using an HSA to save for future health expenses but instead spend it on immediate health care costs (LIMRA)

  • In 2015, 13% of large employers and 42% of small employers automatically enroll eligible employees (Kaiser Family Foundation)
  • 63% of covered workers are enrolled in a plan that is either partially or completely self-funded (Kaiser Family Foundation)
  • 33% of companies offer cash compensation to their own employees who waive medical and drug insurance, an average of $2,083 (Conrad Siegel)
  • Across all plans, the average annual in-network deductible for employee-only coverage is $1,554; the total monthly premium for employee-only coverage is $461; and the total monthly premium for family coverage is $1,292 (SHRM)
  • Annual family premiums for employer-sponsored health insurance coverage climbed an average of 3%, to $18,142 in 2016 (Kaiser Family Foundation)
  • 43% of insured employees have a tough time paying the deductible (Kaiser Family Foundation)
  • 29% of insured employees have problems paying medical bills; 73% of these report cutting back on spending on food, clothing, or basic household items (Kaiser Family Foundation)
  • 27% of insured employees have put off needed health care due to finances; 23% have skipped a recommended medical test; 21% have not filled a prescription (Kaiser Family Foundation)
  • The average co-pay for in-network primary care office visits for employee-only coverage across all plans is $22 (SHRM)
  • Workers on average contribute $5,277 annually toward their family premiums (Kaiser Family Foundation)
  • 65% of employees have $1,000 or less to pay unexpected out-of-pocket medical expenses (Aflac)
  • Families spent on average $714 or 1.6% of their take-home income on out-of-pocket health care spending in 2016 (JPMorgan Chase & Co)

  • The top 10% of health care spenders contributed to 49% of total out-of-pocket spending in 2016, spending 9% of their take-home income on out-of-pocket healthcare expenses (JPMorgan Chase & Co)

  • 63% of employees with employer-provided benefits are concerned about how they will pay unexpected out-of-pocket costs (Sun Life)

  • 44% of parents with employer-sponsored health insurance have had a child experience a major injury (Securian)

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

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

  • 10 years after an injury, the average worker received 88% of the earnings and income benefits that an uninjured worker would have received (WCRI)

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

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

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

  • Spouses make up one-fifth of all people covered by an employer-sponsored plan, yet generate one-third of healthcare costs (Mercer)

  • 5% of the employer-insured population generates 50% of healthcare costs, while 15% generates 80% of healthcare costs (Big Bang Health)
  • 25% of employees have had difficulty paying a medical bill due to high medical costs (Aflac)
  • 38% of consumers with employee-provided insurance coverage asked about an alternative treatment because of costs (PWC)
  • 81% believe the medical costs they are responsible for will increase (Aflac)
  • 61% of employees are worried about having enough money to meet out-of-pocket medical costs that are not covered by health insurance (MetLife)
  • Just 16% of employees who are satisfied with their benefits are likely to put off a medical procedure longer than they should (Aflac)
  • 40% of employed Americans are "completely satisfied" with the health insurance benefits their employer offers (Gallup)
  • 50% of employees strongly agree that because of the benefits they receive at work, they worry less about unexpected health and financial issues (MetLife)
  • The percentage of employers with fewer than 100 workers that offer healthcare benefits to their employees has declined an average of 24% since 2008 (Employee Benefit Research Institute)
  • 84% of workers want help in getting disability insurance, compared with 71% of employers (Alight Solutions)

  • Gen Xers and Boomers focus more on disability insurance (50% and 63%) vs their younger coworkers (33%) (LIMRA)

  • Although high use of preventive services cost 39% more than low preventive use during a six-year period, employers spend 86% less on major restorative services (Guardian Life)

  • 49% of employees report that their employers offered vision insurance in 2017, up from 44% in 2013 (EBRI)

  • % of employees who accept the following benefits: health insurance (83%), life insurance (81%), dental (80%), retirement savings plan (80%), pension (76%), vision insurance (73%), short-term disability (71%), AD&D (70%), long-term disability (66%) (EBRI
  • 34% of employees surveyed say they have disability insurance (OneAmerica)
  • Among employed Americans who do not have short- or long-term disability insurance provided by their employer, 43% say the reason is because their employer does not offer it (OneAmerica)
  • 23% of workers with a household income of less than $50,000 a year have employer-provided disability insurance (OneAmerica)
  • 34% of working women between 18 and 34 who lack disability insurance said they don’t have it because they think they are healthy and don’t need it (OneAmerica)
  • 50% of employees report that their employers offered life insurance in 2017, up from 47% in 2013 (EBRI)

  • 83% of organizations offer company paid group life insurance, 58% offered life insurance for dependents, and 21% offered accelerated death benefits (SHRM
  • 81% of workers want help getting life insurance, while just 68% of employers think they should provide that help (Alight Solutions)

  • 45% of employed Americans report not having voluntary group life insurance provided by their employer (OneAmerica)

  • 45% of employed Americans claim to have voluntary group life insurance provided by their employer (OneAmerica)

  • 45% of employees who do not have voluntary group life insurance provided by their employer say their employer doesn’t offer it (OneAmerica)

  • Among those who don’t have voluntary group insurance provided by their employer, only 9% said they had other obligations, and 14% did not see the value in it (OneAmerica)

  • 78% of employees rate health insurance in their top two most desired benefits, 37% rate retirement savings plan in their top two (down from 67% in 1999), 26% rate PTO (up from 16% in 2004), traditional pensions were rated by 13% (down from 21% in 1999) (EBRI
  • 83% of insurance brokers report that employers look to them to manage health care spending (DirectPath)
  • 78% of insurance brokers have added new products and services in the past year to help their clients control healthcare costs (DirectPath)
  • 30% of workers understand their Pharmacy benefit manger’s (PBM) contract details, 40% understand their PBM’s guarantee in performance and 63% said they don’t know how their PBM makes money (NPC)

  • Employers will select carriers vendors based on competitiveness of negotiated provider discounts (94%); competitiveness of vendor’s network access (94%); and competitiveness of vendor’s total cost of care (92%) (WTW)
  • 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)
  • 81.9% of employees would feel comfortable asking their supervisor for time off for a physical medical issue, and just 16.9% would feel comfortable requesting time off for a mental health issue (TAO Connect)

  • 74% of working adults say their manager does encourage them to take time off when they need to take care of their health and wellness (Glassdoor)

  • 59% of employees had actually experienced a struggle with mental health in the workplace (TAO Connect)

  • 49% of employees feared their supervisor would judge them or treat them differently for needing time off for therapy (TAO Connect)

  • 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)
  • 96% of employers will use telehealth services (NBGH)
  • 78% of employers currently use telemedicine consultations, with another 16% planning to or considering to by 2019 (WTW)
  • 70% of surveyed employers agree that access to care has been achieved in onsite clinics (SpringBuk)
  • Typical onsite clinic visits take only 30 minutes, compared to an average of 2.5 hours of lost time for off-site clinic visits (SpringBuk)
  • 75% of employers who offer onsite clinics specifically measure clinic ROI (SpringBuk)
  • 88% of employers report a positive ROI on their onsite clinic, with 41% reporting and ROI of between $1.50 and $2.99 for every dollar spent (SpringBuk)
  • 56% of employers plan to offer telehealth for behavioral health services (NBGH)
  • 36% of large companies will offer high-touch concierge services in 2018, up from 28% in 2017 (NBGH)
  • The use of Accountable Care Organizations (ACOs) could increase 100% by 2020, and 54% of employers will provide onsite or near site health centers in 2018 (NBGH)
  • 77% of employers offer free or discounted flu shots (IFEBP)
  • 72% of Culture of Health (CoH) companies recognize wellness as important to their overall business strategy vs. just 11% of non-CoH companies (Optum)

  • 60% of companies offer wellness programs to stay competitive when attracting and retaining employees vs. 14% of those companies with no identified culture of health (Optum)

  • 66% of Culture of Health employers believe wellness programs foster employee productivity compared to 18% of their counterparts (Optum)

  • 61% of companies plan to increase their wellness budget over the next three years (Optum)

  • 95% of Culture of Health employers take advantage of these tools, just 55% of non-CoH companies do (Optum)

  • 99% of Culture of Health companies offer incentives, averaging $585 per year vs. 89% of non-CoH companies offering an average incentive of $485 per year (Optum)

  • Culture of Health employers believe their programs have made employees more confident in their health care navigation skills (64% vs. 11% of non-CoH companies) (Optum)

  • 40% of organizations offered rewards or bonuses for completing certain health and wellness activities (SHRM
  • 26.3% of organizations planned to add wellness rewards and penalties in 2015 (SHRM
  • 39% of employers throughout the world are now offering wellness or well-being programs (WTW)
  • The percentage of employers offering wellness programs rose to 66% over last year’s rate of 55% (TCHS)

  • 78% of employers believe wellness programs have positively affected employees (TCHS)

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

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

  • 40% of workers said their employer offers a wellness program (TCHS)

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

  • 59% of companies offer a general wellness program (SHRM)
  • 80% of organizations provide wellness resources and information, and 70% offered wellness programs (SHRM
  • 33% of organizations said they are very likely to offer wellness benefits (MetLife)
  • 70% of employers are investing in wellness programs (United Healthcare)
  • 73% of employees say they are interested in wellness programs (United Healthcare)
  • 48% of employees are unsatisfied with their employers’ investments in wellness and preventative care (One Medical)
  • 59% of employees said that health and wellness benefits are important for increasing loyalty (MetLife)
  • 36% of employers said wellness benefits and financial planning programs are valuable to their employees (MetLife)
  • 18% of employers are looking to enhance wellness and preventative health programs (Healthcare Trends Institute)
  • 90% of benefits consultants say that their clients are shifting to a total well-being approach over physical health programs (ShortLister)
  • 73% of benefits consultants are prioritizing wellness/well-being as a business objective (ShortLister)
  • 16% of employers rely on health plan vendors to administer wellness programs and 14% enlist the expertise of an outsourced wellness vendor, including 24% of large employers (AJG)
  • 57% of benefits consultants are staying with the same wellness vendor, 34% are moving to a new one (ShortLister)
  • Engaged workers are 28% more likely than their actively disengaged peers to get involved in company-sponsored wellness programs (Gallup
  • 53% of employees would participate in an exercise program through their workplace to help lower their health insurance cost (Aflac
  • 77.6% would work out more if their employer had a gym they could use during work hours (Treadmill Reviews)
  • 76% of employees say they would work out if their employer had exercise equipment (Treadmill Reviews)
  • 40.1% of employees would approve of mandatory in-office exercise (Treadmill Reviews)
  • 59% of employees say they exercise on a regular basis (CareerBuilder)
  • 22% of U.S. workers who regularly work out four or more days a week say they lost weight at their present job (CareerBuilder)
  • 41% of workers don't work out regularly or at all, and 47% of this group say they gained weight at their current job (CareerBuilder)
  • 28% of employees say their company provides gym passes, workout facilities, or wellness benefits, but 63% of this group don't take advantage of them (CareerBuilder)
  • 77.6% of survey respondents would go along with mandatory in-office exercising if their employers had a gym that was accessible during work hours (Treadmill Reviews)
  • 44% of employees say the climate in their organization supports employee well-being (American Psychological Association)
  • 33% of employers say they are very likely to offer wellness benefits (MetLife)
  • 33% of employees participate in workplace wellness or well-being programs (Flex+Strategy)
  • 54% of benefits professionals cite employee morale as their most improved metric from implementing wellness programs (HUB)
  • 64% of workers say their employers do not offer wellness benefits, but if offered, 42% believe they would take advantage of them (CareerBuilder)
  • According to employers, the main goals of wellness programs are reducing health costs (60% of companies), investing in culture (43%), and improving employee experience and satisfaction (37%) (AJG)
  • Personal coaching drives as much as 70% of medical cost savings in wellness programs (HealthFitness)
  • 28% of employees participated in lifestyle coaching if a spouse was involved, compared to 14% with no spousal involvement (Mercer)
  • 88% of employers reported improvements in health risk with spousal involvement, compared to 81% without (Mercer)
  • 70% of HR pros expressed an interest in allowing employees dealing with addiction to take a break from work to receive treatment and helping them transition back to their position after completing rehab (National Safety Council)
  • 38% of employers offer wellness programs with a mental health or substance abuse component; 23% offer one with a stress-management program (IFEBP)
  • 72% of Millennials say wellness initiatives are the best way for their employers to help relieve stress (Udemy)
  • Workplace stress accounts for as much as $190 billion in healthcare costs (Udemy)

  • Employers are losing an estimated $225.8 billion each year due to stress, anxiety, depression and substance abuse contributing to high turnover, burnout, exhaustion and decreased motivations (Mental Health America)

  • Of those who missed work due to stress, 35% missed 3-5 days a month, 38% missed six days or more, and 14% stayed away for between 21-30+ days (Mental Health America)

  • 50% of all U.S. employees have experienced a mental health problem themselves or with a family member in the past year, yet employees waited an average of three weeks to see a service provider in their initial search for help (Consumer Medical)

  • One in five workers wasn’t satisfied with the behavioral health provider they selected (Consumer Medical)

  • Almost half of employees polled said that searching for a qualified mental health service provider distracted them on the job (Consumer Medical)

  • One in five employees didn’t find their employee assistance program useful (Consumer Medical)

  • 72% of workers with mental health issues said their condition lowered their productivity (Consumer Medical)

  • In mentally healthy organizations, 52% of employees enjoyed flexible work arrangements, 75% reported open door and relaxed work environments, and 69% were offered professional development opportunities (Mental Health America)

  • Two-thirds of workers believe their job is having a significant impact on their mental and behavioral health (Mental Health America)

  • 95% of employees want healthcare packages that include mental health (Businessolver)
  • 80% of employees believe employers have a responsibility to keep employees mentally and physically well (Staples)

  • 23% of workers say they have access to a dedicated wellness room in their place of work (Staples)
  • 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)
  • 54.6% of employers would describe their wellness program as "metric-driven" (SpringBuk)
  • 16% of employers were willing to not know the anticipated ROI, while 34% felt they could offer the benefit without knowing the ROI (Ernst & Young)

  • 54.6% of workplace wellness programs are described as metrics-driven (Fitbit)

  • 7.6% of employers are planning on investing in health analytics software in the next year and 16% of programs already make real-time analytics data available to leadership (Fitbit)

  • Among employers offering and measuring their wellness efforts, 50% have found a decrease in absenteeism, 63% are experiencing financial sustainability and growth, 66% reported increased productivity and 67% said employees are more satisfied (IFEBP)
  • Sleep disorders and sleep deprivation cost employers with 1,000 workers $1.4 million annually in absenteeism, decreased productivity and healthcare expenses (National Safety Council)

  • One worker with obstructive sleep apnea could cost an employer more than $3,000 in additional healthcare expenses a year (National Safety Council)

  • Only 23% of employers say they measure ROI for traditional employee wellness initiatives (SpringBuk)
  • 71% of employers believe their culture focuses on improving overall well-being (LifeWorks)

  • 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 (WTW)
  • 56% of employers ask employees what’s missing from their well-being experience (WTW)
  • 35% of US employers invite family members to participate in well-being programs and activities (WTW)
  • 51% of employers say their senior leaders are visible champions of the organization’s health and well-being strategy (WTW)
  • 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 (WTW)
  • 20% of employees said even though their company provides a wellness program, they do not participate; 25% said wellness/wellbeing programming is not an option at their workplace (Flex+Strategy)
  • 71% of employees prefer a phone conversation as their #1 communication preference about personal or emotional wellness issues; 65% prefer face-to-face meetings (Health Advocate)
  • 73% of employees with senior managers who show support through involvement and commitment to wellbeing initiatives said their organization helps employees develop a healthy lifestyle (American Psychological Association)
  • 74% of employers view wellbeing as an important to employees and a useful tool for recruiting and retaining staff (Xerox)
  • Nearly 20% of 24-35 year olds said reputation for ethical behavior, diversity and inclusion as well as workplace wellbeing were important when choosing an employer (Deloitte)

  • 66% of employers plan to increase their support for financial well-being, compared to the current level of 16% (WTW)

  • 83% of employers found financial well-being benefits improved performance and productivity among their employees, while 81% saw an improvement in employee morale (Xerox)
  • 18% of organizations offer financial planning programs (MetLife)
  • 51% of wellness programs address financial health, up from 38% in 2015 (Optum)
  • 91% of employers plan to develop or expand their financial well-being programs (Alight)

  • 34% of wellness programs cover financial wellbeing; 28% cover volunteer opportunities and 27% include community engagement (AJG)
  • 58% of employers have a tool available that covers at least one aspect of financial wellbeing, that percentage is expected to reach 84% by the end of 2017 (Aon Hewitt)
  • 60% of employers say the importance of employee financial wellness has increased over the past two years (Aon Hewitt)
  • 91% of workers at companies that support well-being efforts say they feel motivated to do their best (American Psychological Association)
  • 91% of workers at companies that support well-being efforts are satisfied with their job (American Psychological Association)
  • 91% of workers at companies that support well-being efforts have a positive relationship with supervisors (American Psychological Association)
  • 93% of workers at companies that support well-being efforts have a positive relationship with co-workers (American Psychological Association)
  • 89% of workers at companies that support well-being efforts are more likely to recommend their company as a good place to work (American Psychological Association)
  • 25% of workers at companies that support well-being efforts said they intend to leave their job in the next year (American Psychological Association)
  • 40% of working Americans said their senior managers are involved in and committed to well-being initiatives (American Psychological Association)
  • 61% of employees agree that they’ve made healthier lifestyle choices because of their company’s wellness program (Aflac
  • 81% of large employers and 49% of small employers offer employees programs to help them stop smoking, lose weight, or make other lifestyle or behavioral changes (Kaiser Family Foundation)
  • 49% of employers hope to improve social well-being, up from the current level of 12% (WTW)

  • 47%  of wellness programs address employees’ social health, compared to 37% in 2015; 68% address behavioral health, up from 65% in 2015 (Optum)
  • The most common wellness benefit is providing resources and information (71% of companies), and 62% give wellness tips or information at least quarterly in the form of a newsletter, e-mail, column or tweets (SHRM)
  • 26% of employees have access to a corporate wellness programs, 63% don’t use them (CareerBuilder)
  • 85% of employees with access to a wellness program say they are “somewhat aware” or “very aware” of the details of the program (UnitedHealthcare)
  • 59% of employees with access to a workplace wellness program credit it with improving their health (UnitedHealthcare)
  • 73% of employees are interested in workplace wellness programs (UnitedHealthcare)
  • Among employees working at organizations with a wellness program, 43% say they are “actively involved” in the program (Modern Survey
  • 46% of organizations that provide health care coverage to their employees have increased employee participation in preventive health and wellness initiatives to control health care costs (SHRM
  • The number of insurance plans that offer wellness incentives rose to 58% from 50% between 2016 and 2017 (DirectPath)
  • 46% of Millennials would be more likely to make a donation to a corporate giving program if a coworker encouraged them to (Case Foundation
  • Just 27% of Millennials would be more likely to donate to a CSR program if a direct supervisor suggested that they do so, 21% if the CEO asked (Case Foundation
  • 84% of Millennials made a corporate donation in 2014, 22% of those who gave said at least part of it was done through solicitation from an employer (Case Foundation
  • 60% of employees are willing to bear more of the cost in order to have a choice of benefits that meet their needs (MetLife
  • 19% of employers offer gym/fitness membership (ReportLinker)
  • Eight in ten full-time employees would be motivated to use company-provided wearable tech that allows employers to track their health and wellness data (Cornerstone)
  • 19% of employers currently encourage the use of mobile apps for condition management or health risk reduction to their employees, with another 28% planning to or considering (WTW)
  • 26% of employers currently promote wearable devices for tracking physical activity, with another 18% planning to or considering (WTW)
  • 35% of employers use wearable devices in their wellness programs, a 10% increase since 2015 (SpringBuk)
  • 48.6% of employers are considering purchasing wearable fitness devices for employees over the next twelve months (SpringBuk)
  • 30% of companies will offer subsidies or discounts on wearables (Fidelity)
  • Employees who opted in to a wearable device program cost, on average, $1,242 less than other employees (SpringBuk)
  • Among employees without an activity tracker, 62% said they would be interested in using a wearable fitness tracker as part of a workplace wellness program (UnitedHealthcare)
  • When considering a wearable device for their population, 60% of employers cited "app usability" as a "very important" feature (SpringBuk)
  • Employers indicated that $79 was the ideal per-unit price when purchasing wearable devices for their population (SpringBuk)
  • 44.1% of employers surveyed use wearable device data in the strategic planning of their wellness initiatives (SpringBuk)
  • 48.6% of employers surveyed are considering purchasing devices for their population over the next 12 months (SpringBuk)
  • 20% of employers have made adjustments in their offices to improve employee health and wellness (Work Design
  • 51% of employers offer price comparison tools, 18% plan to add similar tools in the next three years (CEB)
  • 29% of health benefit plan sponsors offer a price comparison tool (HealthMine)
  • 42% of employee in wellness programs say having a price comparison tool in their wellness program is “very important,” and 48% said it would be “nice to have.” (HealthMine)
  • 86% of employers offer financial incentives for participation in well-being programs, with an average incentive of $784, up from $742 last year and 50% higher than 2013’s average of $521 (Fidelity Investments)

  • Nearly 3 in 10 employers said they plan to continue increasing incentives over the next 3-5 years for participating in well-being programs (Fidelity Investments)

  • 67% of employers intend to offer well-being programs not focused on physical health in coming years (Fidelity Investments)

  • 92% of employers plan to expand well-being programs in emotional health, financial wellness (90%), stress management (77%), community involvement (72%) and social connectedness (60%) (Fidelity Investments)

  • 81% of wellbeing program participants saw a positive impact on their physical well-being (Welltok)
  • 81% of employers believe their well-being initiatives meet their employees’ needs, while only 66% of employees agree (WTW)

  • 84% of employers plan to improve employees’ physical well-being over the next three years, up from the current level of 27% (WTW)

  • 74% of businesses with holistic wellness programs said employee satisfaction increased (Virgin Pulse)
  • 78% of the businesses say employee wellbeing is a critical part of their business plans (Virgin Pulse)
  • 62% of wellness program participants said it helped them lower their healthcare costs (HealthMine)
  • 38% of wellness program participants said it helped them take fewer sick days (HealthMine)
  • 33% of wellness program participants said it helped them be more productive at work (HealthMine)
  • 35% of consumers enrolled in wellness programs engage in them at least once per week (HealthMine)
  • 44% of employee enrolled in a wellness program have a chronic condition, yet only 14% said that their programs help manage those conditions (HealthMine)
  • 68% of employees would engage with their wellness program more if there were better incentives (HealthMine)
  • According to employees, the most appealing incentives for wellness program participation are health insurance premium reductions (77%), grocery vouchers (64%) and health savings accounts (62%) (United Healthcare)
  • 95% of employers offer wellness incentives to their employees; 74% offer incentives to family members (Optum)
  • 58% of 2017 benefit plans offer some type of wellness incentive, up from 50% in 2016 (CEB)
  • 27% of employers are now offering healthy lifestyle and wellness incentives (Healthcare Trends Institute)
  • 52% of employees in wellness programs reported that they do not receive incentives for fitness or weight loss programs (HealthMine)
  • 56% of employees believe they are overweight, and 45% believe they've gained weight at their present job (CareerBuilder)
  • 65% of companies offer personal health risk assessments, 71% offer second medical opinions, 54% offer biometric screenings, 48% offer llifestyle and health education (WTW)
  • 66% of companies will offer medical decision support and second opinion services in 2018 (NBGH)
  • 86% of employees ranked their colleagues as one of the top motivators to improving their overall health and well-being at work, 57% cited their direct manager (Welltok)
  • 64% of Millennials said their direct managers as a top influence to improve their overall health (Welltok)
  • Employees 55 or older cited direct managers (51%) and HR (40%) as top motivators in improving overall health (Welltok)
  • 60% of employees between 18 and 34 thought employers should be involved in financial health, less than half of those 45 and older agreed (Welltok)
  • 18% of employers currently offer financial planning programs (MetLife)
  • 84% of companies polled now include employee financial security in their wellness programs (NBGH)
  • 84% of companies say they now have financial security programs — such as access to debt management tools or student loan counseling (Fidelity)
  • 64% of women ranked meeting daily livings costs and paying off debt (57%) as their top financial priorities (WTW)

  • 83% of employers offer financial wellness programs, up from 20% two years earlier (Prudential)

  • 14% of employers say they plan to offer financial wellness programs in the next one or two years (Prudential)

  • Top reasons employers don’t have a financial wellness program include: don’t know how/where to start (31%), not a priority (28%), lack of internal resources (28%), no leadership support (10%) and employees aren’t interested (4%) (EBRI)

  • One-third of employees participate in financial wellness programs despite the fact that many say they are struggling (Bank of America)

  • 81% of employees say they prefer that financial wellness be offered as a bundled program rather than as stand-alone resources (Bank of America)

  • Only 7% of employees identify healthcare as an important building block of financial wellness, yet 53% have skipped or postponed at least one healthcare need to save money (Bank of America)

  • 23% of employers are planning to add a financial wellness program in 2018 (Castlight Health)

  • 52% of employers said that they have implemented, or are considering implementing, a financial wellness program (Charles Schwab)
  • Employees who are engaged with their financial wellness program are likely to stay at the company (56%), stay or become healthy (50%) and remain productive in the office (45%) (Ernst & Young)

  • 44% of employers believe that a financial wellness program is becoming a “must-have” benefit in order for them to be competitive (Charles Schwab)
  • 76% of millennials, 68% of gen x and 57% of baby boomers say they’ve used the services their employer provides to assist them with their personal finances (PwC)

  • 44% of employees say their employer financial wellness program has helped them get their spending under control, better manage healthcare expenses/save for future healthcare expenses (13%), better manage investments (26%), prepare for retirement (44%), save more for major goals (35%) and pay off debt (33%) (PwC)

  • 59% of employers said the best way to structure financial wellness programs is to integrate the offering with the rest of the employee benefits package (Charles Schwab)
  • 37% of employers expressed concern over the potential cost of implementing a financial wellness program (Charles Schwab)
  • 71% of companies expect to offer tools and resources to support emergency savings, debt management and budgeting (Fidelity)
  • 25% of employees say their company’s health and wellness programs are actually making them healthier (One Medical)
  • 75% of employers offer wellness initiatives primarily to improve overall worker health and well-being (IFEBP)
  • Organizations that update their benefits programs are 60% more likely to offer wellbeing initiatives (Thomsons Online Benefits)

  • 77% of organizations indicated their wellness program was somewhat or very effective in reducing healthcare costs (SHRM)
  • 88% of organizations rated their wellness initiatives as somewhat or very effective in improving employees’ health (SHRM)
  • 92% of workplaces offering wellness programs and tracking wellness ROI report their initiatives as very or somewhat successful (IFEBP)
  • 37% of employees who don’t participate in wellness programs did not find them personally relevant and 20% didn’t know they were available (Welltok)
  • 66% of employees say their wellness program does not include a medical test for nicotine use (HealthMine)
  • 48% of employees believe that colleagues who smoke should pay a penalty (HealthMine)
  • 57% of wellness programs do not include smoking cessation (HealthMine)
  • 11% of employees currently participate in a smoking cessation program through their wellness plan (HealthMine)
  • 19% of organizations have added a smoking surcharge to the cost of health care premiums (SHRM)
  • 80% of employees said they wouldn't be likely to complete a smoking cessation program without a financial incentive; 34% said their programs offer financial incentives (HealthMine)
  • 22% of survey participants currently have mindfulness programs and 21% are thinking about introducing one in 2017 (National Business Group on Health)
  • 41% of employee who don’t compare costs before scheduling services, 41% said it is because the “cost is covered by my health plan, so it doesn’t matter.” (HealthMine)
  • 72% of employees who choose their benefits through a private exchange say they are more likely to stay with their employer because of their benefits program (Liazon)
  • 83% of employees better understand what their health insurance and other benefits cover than they did prior to accessing a benefits marketplace (Liazon)
  • 85% of employees are more engaged in their health care decisions than they were prior to accessing a benefits marketplace (Liazon)
  • 85% of employees say they are more aware of the cost of health care than before they began using the private exchange marketplace (Liazon)
  • 77% of employees appreciate their benefits more than they did prior to accessing a benefits marketplace (Liazon)
  • 5% of employees say they would prefer their employer not use an online benefits exchange in the future (Liazon)
  • The number of employers using private exchanges for employee benefits rose 144% between June 2015 through the end of December 2016 (Employee Benefits Adviser)
  • 74% of companies have not considered providing subsidies to purchase health care insurance through a private exchange (SHRM)
  • If it means controlling costs without reducing benefits, 44% of employers would be inclined to switch to a private healthcare exchange (Liazon)
  • 57.8% of employers are “not confident” that private exchanges will provide a viable alternative to current methods of providing health coverage to active employees; no respondents stated they were “very confident” (Pacific Resources)
  • 64.4% of employers say “reduce company costs” would be the top reason to consider moving to an exchange (Pacific Resources)
  • 97% of employers said they were satisfied with their experience using a private marketplace (WTW)
  • 86% of employers say the marketplace has helped them control benefit costs (W TW)
  • 85% of employees using exchange marketplaces reported that they are “more aware” of the cost of medical care compared to their pre-exchange experience (WTW)
  • 82.6% of employers say they have a thorough or basic knowledge of the opportunities, challenges and decisions required to move to a private exchange (Pacific Resources)
  • 28.9% of employers have conducted an evaluation and decided not to move active employees to a private exchange (Pacific Resources)
  • 61% of employees rank their health as more important than their wealth or career (Mercer)
  • 47% of employees expect their workplace to become more focused on employee health in the next few years (Mercer)

Retirement Benefits Stats

  • The most popular retirement benefit among older Americans is the traditional pension, collected by 56% of households 65 and older (US Census)
  • 26% of employees report their employers offered a traditional pension in 2017, down from 29% in 2013 (EBRI)

  • 69% say a firm’s pension scheme is an important factor when looking for a new job (CBI)

  • 47% of businesses believe that recent pension freedoms have led to employees being more engaged (CBI)

  • Employees aged 50+ are almost twice as likely as those under 34 to be engaged in their pension (87% vs 48%) (CBI)

  • Workers on a higher wage (87%) are significantly more engaged in their pension than those on lower wages (33%) (CBI)

  • 70% of employees of more than ten years are engaged with their pension (CBI)

  • 66% of firms believe educating staff about the benefits of saving through workplace pensions can help influence employee engagement on pensions, wider financial education (58%), the use of simpler language and minimal jargon in pension communication (63%), technology (54%), and individualizing pension communications as far as possible (49%) (CBI)

  • 63% of businesses include pensions in an employee’s induction process, 60% include guidance from an external provider, 54% a sign-post staff to publicly available pension guidance, 51% offer a digital information portal for staff and 49% deliver in-house webinars/seminars (CBI)

  • 66% of workers would make higher monthly payments for more generous retirement benefits, and 61% would exchange more pay for a guaranteed retirement benefit (WTW)

  • 59% of workers think their retirement plan meets their needs, and 66% believe their healthcare plan meets their needs (WTW)

  • More than 60% of global employees rely on employer sponsored plans as the primary means of saving for retirement (WTW)

  • Three in five workers would rather pay for a more generous retirement benefit than a better health plan (WTW)

  • 53% of workers ages 60+ say they are postponing retirement, with 57% of men putting retirement on hold compared to 48% of women (CareerBuilder)

  • 40% of workers don’t think they’ll be able to retire until 70 or older (CareerBuilder)

  • 36% of employers say their employees are only a little bit or not at all prepared for retirement once they reach retirement age (IFEBP)

  • 24% of employees do not know how much they will need to save for retirement, and women are much more likely to be unsure of how much to save than men (31% vs. 17%)(CareerBuilder)

  • 20% of workers think they’ll need to save less than $500,000 in order to retire, 31% said $500,000 to less than $1 million, 14% said $1 million to less than $2 million, 5% said $2 million to less than $3 million, and 7% said $3 million or more (CareerBuilder)

  • 23% of workers ages 55+ and 40% of ages 18-34 said they don’t participate in a 401(k), IRA or other retirement plan (CareerBuilder)

  • 67% of workers in the South and 69% in the Midwest contribute to retirement accounts, compared to 73% in the Northeast and 71% in the West (CareerBuilder)

  • 66% of “best in class” employers offer 401(k) plans (Adecco)
  • Employers' 401k contributions rose to 4.7% of workers' wages in 2016, up from 3.9% in 2015 (Wall Street Journal)
  • 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)
  • 76.77% of employees participate in a 401(K) or other retirement savings program at work; 11.1% don’t participate because they choose not to; 10.3% don’t participate because their employer does not offer one; 1.82% say they do not know what a 401(K) or retirement savings program is (APA)

  • 70% of workers want personalized investment advice for 401(k) plans (Charles Schwab)
  • 70% of employers added Roth features to their 401k plans, up from 54% in 2014 (WTW)

  • 86% of people want to retire at or before 65, but only 37% believe this to be an option (Cebr)

  • 20% of people believe they will never be able to retire due to poor financial planning (Cebr)

  • 68% of workers want comprehensive financial planning to help them plan for healthcare costs in retirement and figure out how much they need to save for their post-work years (EBRI)

  • 80% of defined contribution plan participants say they would be very or somewhat interested in an investment option that guarantees income for life when they retire (EBRI)

  • 35% of workers that make under $25,000 a year were confident they would have a secure retirement (EBRI)

  • 17% of American workers say they are very confident in their ability to live comfortably throughout retirement (EBRI)

  • 68% of workers expect income from working to be either a major or a minor source of income in retirement, but just 26% of retirees say that this income is a major or minor source (EBRI)

  • 36% of workers expect Social Security to be a major source of retirement income, but 67% of retirees report that Social Security is a major source of income in retirement (EBRI)

  • 46% of workers reported they were very or somewhat confident in Medicare this year, down from 52% in 2017, while 45% were very or somewhat confident in Social Security, down from 51% in 2017 (EBRI)

  • 81% of workers say they expect that a workplace retirement savings plan will be a major or minor source of income, but only 52% of retirees report that a savings plan is a significant source of income for them (EBRI)

  • 76% of workers with a defined contribution plan are at least somewhat confident in their ability to live comfortably in retirement vs. 46% of those without a defined contribution plan (EBRI)

  • 45% of employers said that they would relish their employees working into their eighties (Cebr)

  • 50% of employees over 55 and 59% of those ages 18-34 believe their employers should be doing more to guarantee their financial stability in retirement (Cebr)

  • 88% of employees say bosses should provide help saving for retirement, compared with 84% of employers (Alight Solutions)

  • 53% of employees reported they receive absolutely no advice on their retirement investments (Betterment for Business)

  • 57% of employees report that their employers offered a retirement savings plan in 2017, up from 53% in 2013 (EBRI)

  • 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 (WTW)

  • 15% of employers say they are satisfied with their workers’ current savings rate in programs such as 401k(s) (Aon Hewitt)
  • 60% of savers and 53% of nonsavers who have at one time contributed to a 401(k) say their 401(k) is their largest or only source of retirement savings (Charles Schwab)
  • 82% of millennials are investing in a retirement savings vehicle, more than Gen X (77%) and baby boomers (75%) (BoA Merrill Lynch)
  • 90% of men think their employer’s contribution to their retirement plan is good vs 77% of women (Businessolver)

  • 97% of auto-enrolled employees don’t opt out of retirement programs (BoA Merrill Lynch)
  • 53% of benefits executives ranked investment volatility as one of their top three current retirement plan risks, while 49% ranked retirement benefit costs as a top concern (WTW)
  • 31% of all employers, and 50% of large organizations, had their retirement plans audited by the federal government over the past two years (WTW)
  • 72% of employers believe that many of their employees expect to work past age 65 or do not plan to retire (Transamerica)
  • 63% of working adults say they plan to work past retirement age, but on a part-time basis; 11% say they will work full time (Gallup)
  • Retirement plans, flexibility and time-off rank well ahead of amenities such as fitness centers, daycare and subsidized food (Oxford Economics
  • 69% of employers believe most of their employees could work to age 65 and not save enough to meet their retirement needs (Transamerica)
  • 27% of employers encourage workers to participate in succession planning, training and mentoring as they approach retirement (Transamerica)
  • 70% of workers cite travel as a retirement dream, 57% want to spend more time with family and friends, while 50% are looking forward to hobbies (Transamerica Center for Retirement Studies)

  • 35% of employers measure the retirement readiness of their participants annually, and 88% only measure basic plan statistics (WTW)

  • Of 78% of employers that offer a retirement program, only 37% take steps to measure employee retirement readiness (AJG)
  • Two-thirds of millennials had not saved a single dollar for retirement savings (NIRS)

  • 33% of part-time employees have an employer-sponsored retirement plan compared to 69% of fulltime employees (Guardian Life)
  • 33% of part-timers “feel good” that they are saving for retirement; 41% of full-timers agree (Guardian Life)
  • 15% of pre-retirees say their retirement savings are ahead of schedule, and 51% saying they’re behind schedule (Society of Actuaries)

  • 39% of employers offer pre-retirees flexible schedules, 31%  enable them to shift from full time to part time, 27% allow them to take on positions that are less stressful or demanding (Transamerica)
  • 71% of employers consider themselves to be “aging-friendly” by offering opportunities, work arrangements, and training and tools needed for employees of all ages (Transamerica)
  • 59% of employers cite negative perceptions of employees 50 years old and older, including higher healthcare costs (35%), higher wages and salaries (29%), and higher disability costs (15%) (Transamerica)
  • 45% of those who are not saving for retirement say they either have no money left over or are actually behind on bills at the end of each month; 23% of savers say the same (Charles Schwab)
  • 42% of those who are not saving for retirement say keeping up with monthly expenses is a significant source of stress; 20% of savers agree (Charles Schwab)
  • Among those actively saving for retirement, 66% say they’ve increased their contribution percentage in the past two years; 62% say they believe they are saving enough to retire when they want to (Charles Schwab)
  • 92% of employees participate in an employer-sponsored retirement plan; 77% contribute enough to earn the full employer match (Financial Finesse)
  • 62% of employers surveyed see increased participation in retirement programs as the biggest measure of financial wellness program success (Charles Schwab)
  • 48% of plan sponsors have a formal metric system to track how prepared workers are for retirement (T. Rowe Price)
  • Employers with a metric tracking system had higher plan participation rates (63%) than those without (52%) (T. Rowe Price)
  • 51% of workers indicate that they don’t factor retirement into their long-term financial goals (Country Financial)
  • 31% of private-sector employees were not at all familiar with their retirement plan’s fees (Pew)

  • 90% of employers are concerned with their employees’ level of understanding about how much they need to save to achieve an adequate retirement savings (Aon Hewitt)
  • 82% of government employees say they are "completely" or "somewhat satisfied" with their retirement plan (Gallup
  • 35% of employed Americans are "completely satisfied" with the retirement plan offered (Gallup)
  • 57% of nongovernment employees say they are "completely" or "somewhat satisfied" with their retirement plan (Gallup
  • Retirement plan participation has increased 19% in the past five years (Wells Fargo)
  • 62% of employees say they would be willing to pay more out of their paychecks for more generous retirement benefits (WTW)
  • 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 (WTW)
  • 47% of workers are confident they’ll have sufficient resources 25 years into retirement (WTW)

  • 57% of workers are confident they’ll have enough resources 15 years in retirement (WTW)

  • Baby Boomers are retiring at a rate of 10,000 a day (BenefitsPro)

  • Retired couples age 65 can expect to pay out-of-pocket healthcare expenses of $275,000 (BenefitsPro)

  • Boomers have saved $164,000 (estimated median) in all household retirement accounts, Gen X has saved $72,000, and millennials have saved $37,000 (Transamerica Center for Retirement Studies)

  • 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)
  • 47% of Millennials are afraid they won’t be able to meet their families’ basic financial needs when they retire (Transamerica Center for Retirement Studies)

  • 76% of all workers are concerned that Social Security will not be there for them when they are ready to retire (Transamerica Center for Retirement Studies)

  • 79% of workers believe their generation will have a much harder time achieving financial security in retirement compared to their parents’ generation (Transamerica Center for Retirement Studies)

  • 23% of employees under the age of 35 consider retirement on a weekly basis, compared to 27% of those 25-49 and 45% of those 50+ (OneAmerica)
  • 30% of young workers sign themselves up for 401(k) plans (over 50% of workers in their 30s, 40s, 50s, and early 60s voluntarily take this step) (T. Rowe Price)
  • 18% of millennials are confident they will have a secure retirement (TransAmerica)
  • 60% of Millennials would forgo some of their pay if it meant a more secure retirement (WTW)
  • 30% of Millennials say they contribute more than 10% of pay to their retirement account (TransAmerica)
  • 74% of consumers say an HSA is part of their retirement strategy (LIMRA)

  • Millennial parents (ages 18-34) contribute a median of 10% of their annual income to their retirement savings vs. Gen X parents (ages 35-54) with a median of 8% and Baby Boomer parents (ages 55+) with 5% (NerdWallet)

  • Among employed parents currently contributing a percentage of their income to retirement savings, 38% of millennials say they’re socking away more than 15% of their income vs. 24% of Gen X and 23% of Baby Boomers (NerdWallet)

  • 45% of millennial parents currently contributing to retirement savings say they save more than 10% of their annual income (NerdWallet)

  • 84% of employed parents say they’re currently contributing a percentage of their annual income to their retirement savings vs. 69% of nonparents (NerdWallet)

  • Parents are also more likely than nonparents to describe saving for retirement as a priority (60% vs. 49%) (NerdWallet)

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

  • 46% of employers offer defined contribution retirement plans (U.S. Bureau of Labor Statistics)
  • 98% of organizations offer defined contribution plans (WorldAtWork)
  • 80% of employers offer HSAs and 12% are planning or considering adding them by next year (WTW)

  • 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 (WTW)

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

  • Across two-thirds of businesses, only 5% or less of eligible workers have opted out of Auto Enrollment (CBI)

  • 91% of workers say it is important to know their retirement plan investments have been made with their best interests in consideration (LIMRA)
  • 77% of employees appreciate being able to take a loan from their retirement plan in case of an emergency (LIMRA)
  • 29% of workers have taken a loan, early withdrawal, and/or hardship withdrawal from a 401(k) or similar plan (Transamerica Center of Retirement Studies)

  • 10% of workers have taken a loan from their 401(k) plan, while 6% have made a permanent hardship withdrawal from their plan (WTW)

  • 36% of employees would take a paycut for increased 401k matching (LendingTree)
  • 31.4% of Americans would like to see improvements to 401k matching (LendingTree)
  • 60% of workers 50 years old and older are worried that something may delay their retirement (Investopedia)
  • Only 10% of women are very confident they’ll be able to retire comfortable (Transamerica)
  • 60% of working men and 44% of working women ranked saving for retirement as their top financial priority (WTW)

  • Married women without any children under age of 18 ranked saving for retirement as their umber one financial priority (WTW)

  • Retirement security is becoming a much more important issue for all employees, jumping from 52% in 2013 to 78% in 2018 (WTW)

  • While retirement security has become a heightened issue for Baby Boomers (87%), it remains a key issue for Millennial employees (71%) (WTW)

  • 39% of women are now confident they’ll have enough resources to last 25 years into retirement compared with 54% of men (WTW)

  • 37% of workers expect to work past age 70, an increase from 30% 2 years ago (WTW)

  • 26% of workers say they will be able to retire before age 65, down from 29% in 2015 (WTW)

  • Two-thirds of struggling employees who are age 50 or older today don’t expect to be able to retire before age 70 (WTW)

  • 74% of workers believe their generation is likely to be much worse off in retirement than their parents’ generation (WTW)

  • 68% of workers believe social security will be much less when they retire than it is now and government medical benefits (66%) will be worse (WTW)

  • 50% of workers plan to retire from their main job but will keep working for some time before fully retiring (WTW)

  • 83% of workers with a bachelor's degree have access to a retirement plan, compared with 62% of high school graduates and 43% of high school dropouts (ChangHwan Kim)
  • 67% of boomers say they are staying healthy so they can continue working (TransAmerica)
  • Among 20-something workers, 84% go along with being auto-enrolled in a 401(k) plan (T. Rowe Price)
  • 72% of plan sponsors are satisfied with their retirement advisors (Fidelity Investments)
  • 87% of companies use an advisor or plan consultant (Fidelity Investments)
  • 88% of companies said they have employees who put off retirement because they haven't saved enough (Fidelity Investments)
  • 43% of business owners who plan to increase contributions to their company’s 401(k) plan say they are doing so because their plan is now more important for attracting and retaining employees as a result of the ACA (Nationwide)
  • 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)

  • The number 1 issue for employees is saving for retirement (Bank of America)

  • Only one-third of employees are engaged with 401(k) plans – contributing 11% or more of their salary to their plan (Bank of America)

  • 86% of small business owners say America’s workers are facing a retirement readiness crisis (Nationwide)
  • 83% of millennials plan to work into retirement (Merrill Edge)
  • 58% of small business owners who offer retirement plans say they plan to increase contributions, and 19% of business owners who don’t currently offer 401(k) plans say they will offer them in the future (Nationwide)
  • 64% of non-profits are worried employees will delay retirement because they do not have enough money (TIAA)

PTO, Vacation and Time Off Stats

  • 56% of employees say additional PTO would make them more loyal to an organization (Fierce)
  • 40% of employers that made the switch from vacation and sick time to PTO reported that employees were more present (WorldatWork)

  • 43% of companies offered PTO in 2016, up from 28% in 2002 (WorldatWork)

  • 32% of workers say they feel pressured not to take time off (TSheets)

  • 84% of the workforce currently has access to paid time off and 65% did not use all of their PTO allocation last year, with 18% blaming their workload (TSheets)

  • U.S. workers get an average of 11 days paid time off per year and typically don’t use five of these days per year (TSheets)

  • 60% of employees who did take time off last year worked while they were on vacation (TSheets)

  • 48% of employees said they do not get enough time off (TSheets)

  • 74% of employees chose a raise when asked to choose between more PTO and a raise (TSheets)

  • 39% of workers said they would accept a job without PTO (TSheets)

  • 43% of workers report they are often or always stressed, and one-third of these employees said the stress they experience at work is detrimental to their health (TSheets)

  • Stress levels were found to be higher among employees who do not get PTO and 51% of them say they are often or always stressed, with 58% describing it as unhealthy (TSheets)

  • 51% of employees admitted they had previously misled a manager about why they need to take time off (TSheets)

  • Top 3 reasons for misleading managers about taking time off are: insomnia (15%), mental health reasons (13%) and physical health reasons (12%) (TSheets)

  • 89% of employees come to work sick with 19% admitting to doing this more than once a month (TSheets)

  • 11% of employees said they never come to work sick (TSheets)

  • 12% of employees believe employers should not provide sick leave (TSheets)

  • The most desirable PTO benefits are: paid holidays (91%), sick leave (88%), and paid vacation days (87%) (TSheets)

  • 22% of employees said employers should not provide maternity leave while 28% said employers should not provide paid paternity leave (TSheets)

  • 46% of employees said they would take a lower paying job with more flexible working arrangements (TSheets)

  • 57% of employees ages 55+ said they get more than 11 days of PTO per year while 52% of 18-22 year old employees said they get five days or less (TSheets)

  • 11% of ages 55+ get no PTO compared to 25% of 18-24 year olds (TSheets)

  • 73% of older employees said they did not use all of their PTO last year and 77% admitting to working while they were on PTO (TSheets)

  • Canada employers typically offer 10 days of PTO a year , Australian employers offer between 16-20 PTO days annually, and the U.S. usually offers 11 days per year (TSheets)

  • 16% of American workers say they get no PTO at all compared to 14% of Australian workers and just 8% of Canadian workers (TSheets)

  • 74% of U.S. workers would take a raise over more time off, in Australia this drops to 69% and in Canada to 65% saying they would take more money over more time off (TSheets)

  • 60% of mid-size executives rank “benefits and paid time off” as having the best ROI (Namely)
  • 8% of employers say they plan on providing employees with more paid time off in 2018 (LaSalle Network)

  • 44% of small business employees believe PTO is important; 21% said they believe it drives their team’s performance (JustWorks)
  • 63% of employees would turn down a job offer that didn't include PTO (TSheets)
  • 88% of employees say employers should offer PTO (TSheets)
  • Among employees who take a week or more of vacation, 70% say they’re driven to contribute to their organization’s success, as opposed to the 55% who don’t regularly take a week of vacation (O.C. Tanner)

  • Among employees who take a week or more of vacation, 65% say they feel strongly about working for their organization a year from now, compared to 51% who don’t take a week off in the summer (O.C. Tanner)

  • Among employees who take a week or more of vacation, 63% say they have a sense of belonging at their company, compared to 43% who skip at least a week of vacation time (O.C. Tanner)

  • 90% of employees who plan vacations ahead of time are happy with their professional success; 87% are happy with their workplace (Project: Time Off)
  • 45% of employees say the ideal number of PTO days would be 20 or more; employees aged 18 to 29 say 16 to 20 days (Fierce)
  • 84% of employees report their employers offered paid vacation time in 2017 (EBRI)

  • 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)

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

  • 15% of employees would like to take unlimited vacation days each year, up 5% since 2012 (Fierce)
  • Among companies that offer unlimited vacation days, employees only take about 13 days off (Namely)
  • The average person in Europe works 19% less than the average person in the U.S. (EBN
  • 55% of employers are implementing or have already implemented accommodations to assist employees in returning to work from a leave or absence (Prudential)

  • 24% of employees between the ages of 18-34 have made workplace accommodation request due to a leave of absence, health condition, or disability vs. 13% of Gen Xers and 14% of baby boomers (Prudential)

  • 14% of the US workforce has access to employer-sponsored paid family leave (Boston Consulting Group)
  • 26% of organizations offered family leave above required federal FMLA, and 22% provided family leave above any state FMLA requirements (SHRM
  • 55% of people think others probably take paid leave on false premises (Pew)
  • 85% of Americans say sick workers should receive paid leave (Pew)
  • 82% of Americans say women should receive paid leave after giving birth or adopting (Pew)
  • 7% of men are likely to use paid leave vs. 1% of women (Businessolver)

  • 9% of men are likely to use unpaid leave vs. 3% of women (Businessolver)

  • Those who took leave after working with an HR manager had a lower leave duration (59 days) than those who worked with their direct supervisor (77 days) (The Standard)

  • 26% of employees report their employers offered paid paternity leave in 2017 (EBRI)

  • 69% of Americans say men should receive paid paternity leave (Pew)
  • 51% of Americans say the federal government should mandate that employers cover paid family and medical leave, 48% say employers should be able to decide whether to offer that leave (Pew)
  • 48% of small business owners say they would, on some level, support legislation requiring paid family leave (Paychex)

  • 35% of American small business owners lack strong feelings either way on the topic of mandatory paid family leave, while 18% oppose the idea (Paychex)

  • 114 million people in the U.S. still don’t have a single day of paid family leave (PL+US)
  • 32% of employers offer paid family leave programs (DMEC)
  • Among companies that don't offer paid family leave, 18% said they plan to include it in their benefits offerings in 2017, 33% hope to make it available in 2018 and 41% said that adding the benefits could take from 3-5 years (DMEC)
  • 35% of employees indicated maternity leave was offered at their organization, followed by paternity leave (29%), adoption leave (28%), parental leave (27%), foster child leave (21%) and surrogacy leave (12%) (SHRM)

  • The percentage of employers offering paid maternity leave increased from 26% in 2016 to 35% in 2018 (SHRM)

  • 45% of employees report their employers offered paid maternity leave in 2017 (EBRI)

  • 30% of organizations are now providing more paid maternity leave than legally required, up from 26% in 2016 (SHRM)
  • 58% of private employers offer paid sick leave, up from 53% in 2016 (Bureau of Labor Statistics)
  • The number of companies providing paid paternity declined 5% between 2010 and 2014 (PL+US)
  • Women who take paid leave are 93% more likely to be with the same company 9 to 12 months after a child's birth than women who take no leave (Boston Consulting Group)
  • 24% of women would take paid maternity leave into heavy consideration when choosing a job (Fractl)

  • 21% of organizations offer paid maternity leave (SHRM
  • 58% of organizations offer at least some replacement pay for women on maternity leave; up from 46% 11 years ago (SHRM)
  • 87% of men vs 75% of women said their employer’s maternity benefits are sufficient (Businessolver)

  • 81% of employers allow employees to return to work gradually after the birth of a child or adoption, up from 73% in 2012 (SHRM)
  • Among employers offering any replacement pay, the percentage offering full pay has declined from 17% in 2005 to 10% in 2016 (SHRM)
  • 57% of working dads feel they don’t spend enough quality time with their children during the week, and 87% want to be more involved with the family’s daily routine (Care@Work)
  • 52% of working fathers feel their employers don’t do enough to support working parents (Care@Work)
  • 95% of working fathers feel they should have paid paternity leave (Care@Work)
  • 36% of men said they have no plans to use paternity leave benefits (Deloitte)
  • 57% of men with paternity leave benefits said that taking parental leave would show a lack of job commitment; 41% believed they would lose opportunities; 54% said colleagues would judge a man more harshly than a woman for taking the same amount of leave (Deloitte)
  • 40% of millennials see parental leave as an important benefit (LIMRA)

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

  • 67% of companies offer parental leave (Mercer)
  • 38% of US employers offer paid parental leave (WorldAtWork)
  • 21% of full-time workers receive paid parental leave (Clutch)

  • 78% of the employers offering paid parental leave make it available to all workers (WorldAtWork)
  • 53% of employers mandate that workers take paid parental leave in the first year of parenthood (WorldAtWork)
  • 64% of employers worldwide provide maternity leave for only the birth mother (Mercer)
  • 24% of employers provide parental leave to the primary caregiver regardless of gender (Mercer)
  • 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 (WTW)

  • 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%) (WTW)

  • 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%)  (WTW)

  • 37% of employers offer paid maternity leave; 24% offer paid paternity leave; 19% offer paid leave for adoption (International Foundation of Employee Benefit Plans)
  • 9% of employers provide paid leave to attend a child's activities, 21% offer unpaid leave (International Foundation of Employee Benefit Plans)
  • 83% of employees say that more time off would increase their commitment at work (Ultimate Software)
  • 41% of US employees spend half of their days off working or thinking about work (Adobe)
  • 91% of governmental workers say they are satisfied with their vacation time (Gallup
  • 74% of nongovernmental workers say they are satisfied with their vacation time (Gallup)
  • 49% of households set aside time to plan vacations; these are 51% of them use all their vacation time (Project: Time Off
  • 56% of Americans say they haven't taken a vacation in the last 12 months, compared to 52% who reported going without a vacation for a year in 2014 (Allianz
  • 15% of Americans said they haven't been on vacation in 7 to 12 months and 10% said it has been 4 to 6 months, with 16% saying they have been on vacation within the last 3 months (Allianz
  • 99% of companies provide some form of paid vacation leave to their full-time employees (SHRM
  • 86% of organizations provide between 6 and 20 vacation days to full-time employees on average, with 40% providing 11 to 15 days (SHRM
  • 23% of Americans have no paid holidays (CEPR
  • 98% of organizations offer paid holidays (SHRM
  • 75% of Americans favor proposals that would require employers to provide seven days of sick leave and two weeks of paid vacation (Gallup)
  • 72% of HR managers say the day after the Super Bowl should be a paid national holiday for employees (OfficeTeam)

  • 73% of organizations offer six to 10 days of paid holidays to their full-time employees per year (SHRM
  • 72% of organizations offered six to 10 days of paid holidays to part-time employees (SHRM
  • 71% of employees report their employers offered paid sick leave in 2017 (EBRI)

  • 95% of organizations provide some form of paid sick leave to employees (SHRM)
  • 85% of all employees say sick leave is still important (TSheets)
  • 21% of employees receive dedicated mental health support from their employer, and an average of 8.4 sick days are taken each year due to a mental health problem (BHSF)

  • 24% of employees worry that if they did need to take a sick day due to a mental health issue, they wouldn’t be taken seriously (BHSF)

  • 23% of employees said they would feel more supported if dedicated days off were allocated for mental wellbeing, and a further 22% would benefit from dedicated mental health support staff (BHSF)

  • 61% of employees acknowledge they would rather work when they feel sick than use their paid time off or sick time (Glassdoor)

  • 35% of workers call in “sick” just to take a mental health day (American Express)
  • 44% of employees say they have taken a mental health day (Staples)

  • 40% of workers have called in sick in the last 12 months when they weren’t vs. 35% in 2016 (CareerBuilder)

  • 30% of workers who have called in sick cite having a doctor’s appointment as the top reason to take a sick day (CareerBuilder)

  • 26% of employers have fired an employee for using a fake excuse to get out of work (CareerBuilder)

  • 28% of workers who have a paid time off program still feel the need to make up an excuse for taking a day off (CareerBuilder)

  • 50% of employees plan to take vacation time around July 4 (Office Pulse)

  • 20% of managers feel overwhelmed by the high volume of vacation requests (Office Pulse)

  • 14% of professionals said they resent their employer for their treatment of vacation time (Office Pulse)

  • 43% of U.S. workers say they plan to take a vacation during the holidays, and of this group, 21% will completely disconnect from work (Gallup)

  • 22% of workers will be taking a vacation but checking in with work via email or other means (Gallup)

  • 57% of employees are not taking vacation time around the holidays (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)
  • 43 million private sector workers have no sick days (National Partnership for Women & Families
  • 39% of employees don’t believe their bosses encourage them to take allotted vacation days (Randstad) 
  • 40% of workers who received paid vacation as a benefit did not use all of their available days in 2014 (Alamo
  • 55% of employees left vacation days on the table in 2015 (Project: Time Off)
  • Americans used 73.8% of earned vacation time (16.2 days used of 21.9 days earned) in 2015 (Project: Time Off)
  • Americans lost 222 million vacation days (due to rollover, etc.) in 2015, resulting in $61.4 billion in forfeited benefits and free work for employers (Project: Time Off)
  • 26% of employees feel like they can’t turn off their job outside of work hours or even while on vacation (Cornerstone
  • 700 million vacation days went unused in 2016 (Namely)
  • 19% of employees left five days or more of paid vacation unused last year (Alamo)
  • 70% of employees did not use all their PTO last year, and 26% of them had 10 or more unused PTO days (TSheets)
  • 70% of employees say they didn’t use all their PTO last year (Namely)
  • Low performers in the office take 14 days of vacation, compared with 19 days on average for high performers (Namely)
  • Employees at companies with unlimited PTO policies take just 13 days a year, compared with 15 days for those with traditional paid time off plans (Namely)
  • 38% of employees believe taking fewer vacations makes them look better in the eyes of their boss (Randstad) 
  • 49% of employees feel stressed after they return from vacation (Randstad)
  • 62% of employees are either more stressed or have the same level of stress upon returning from vacation (Fierce)
  • 38% of employees unsatisfied with work feel more stressed returning from vacation; just 14% of those very satisfied feel the same (Fierce)
  • 46% of employees say they worry about work while on vacation (Randstad) 
  • 34% of millennials work every day of their vacations (Alamo
  • 95% of senior business leaders recognize the importance of using time off (US Travel Association
  • 36% of employees have had to cancel vacation plans due to work (Randstad)
  • 27% of employees who are able to access work remotely actually unplug during time off (Project: Time Off)

  • 46% of employees are checking in occasionally and 27% frequently during time off (Project: Time Off)

  • 78% of employees want the ability to access work if they choose to during time off (Project: Time Off)

  • Gen X is actually the least likely to unplug on vacation (23% vs. 28% of Millennials) and feel more comfortable taking time off knowing they can connect to work (82% vs. 77% of Millennials) (Project: Time Off)

  • 79% of employees who are leaving their current job due to poor company culture say that paid time off is extremely or very important in their next job (Project: Time Off)

  • Cultures that support unplugging have employees that are more engaged and more likely to report feeling that their employer cares about them as a person (64% to 43%) and that their job is important (73% to 57%) (Project: Time Off)

  • 40% of employees in cultures that do not support unplugging are looking or planning to look for a new job in the next year and just 21% of employees in supportive cultures say the same (Project: Time Off)

  • 50% of workers said companies don’t need to go to a greater extent to help them “switch off” when not at work; 28% said companies should “somewhat” go to a greater extent to help them “switch off” and 22% said companies should “very” to “extremely” go to a greater extent to help them “switch off” (IBM)

  • 65% of employees say they hear nothing, mixed messages, or discouraging message about taking time off (Project: Time Off)
  • 46% of employees say they receive no encouragement from managers or companies to take time off (Project: Time Off)
  • 31% of employees put pressure on themselves to work during vacation; 17% report pressure from bosses (Project: Time Off)
  • 40% of both full- and part-time workers plan to work during their vacation or at least check in with the office (University of Chicago)
  • 45% of managers put pressure on themselves to check in with the office during time off, 25% of them feel like their boss expects them to (Project: Time Off)
  • 32% of managers never talk about the importance of taking time off (Project: Time Off)
  • 25% of employees are unsure or agree that their employer wants them to work on vacation (Project: Time Off)
  • 80% of employees would take more time off if encouraged by their boss (Project: Time Off)
  • Over 50% of employees believe their managers support and encourage them to take time off; 40% of employees believe the same of their coworkers (Fierce)
  • 80% of employees feel more comfortable taking time off if a manager encouraged them (Namely)
  • 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)
  • 9% of men are likely to use personal time off vs. 4% of women (Businessolver)

  • 57% of dissatisfied employees say no one encourages them or supports them taking PTO; just 18% of those very satisfied feel the same (Fierce)
  • 45% of individuals in households making $50,000 or less a year say no one encourages them to take vacation, while less than 30% of those making $100,000 or more say the same (Fierce)
  • 41% of employees do not plan to use all their paid time off this year (US Travel Association
  • 89% of employees said PTO influenced their employer choice and job satisfaction (TriNet)
  • 33% of employees feel they don't have enough vacation time (Accountemps)
  • 63% of organizations say they’ve moved to PTO plan policies, up from 50% in 2013 and 38% in 2010 (Mercer)
  • 44% of small business employees said they believe PTO is important; 21% said they believe it drives their team’s performance (JustWorks)
  • 56% of workers are satisfied with the amount of vacation they receive (Gallup)
  • 25% of workers plan to take no vacation time in 2017 (Monster.com)
  • 52% of Americans who get vacation days say they plan to leave some of their paid time off in the bank (Bankrate)
  • 31.6% of employees would give up a portion of their salary for more PTO days (LendingTree)
  • 1 in 3 workers would like more PTO (TSheets)
  • 35.7% of Millennial employees would give up over $1000 for five extra PTO days (LendingTree)
  • 50% of small business employees would accept a lower-paying job for more PTO (JustWorks)
  • 62% of employees would forego a raise for more flexibility in their work schedules and approximately 20% preferred PTO to a raise (TSheets)
  • 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)
  • 22% of workers underreport their work hours (Kimble Applications)
  • Baby boomers were twice as likely (26%) to say they need four weeks or more off work than millennials (13%) (TriNet)
  • 41% of Americans didn't take a single vacation day in 2015 (Skift
  • 33% of employees say they cannot afford to use their PTO (US Travel Association)
  • 46% of employees respond to emails while taking PTO; 29% return calls from work (US Travel Association
  • 36% of employees admit they’ve responded to work emails after 10pm, 36% while on vacation, 15% while on dates, and 19% after 3am (American Express)
  • 50% of employees say they work on their own time to meet the demands of their job (Rand Corp)
  • 50% of employees check in with the office while on vacation, with 13% checking in daily (Fierce)
  • 61% of Americans work while they’re on vacation despite repeated complaints from members of their family; one-in-four are contacted by a colleague about a work-related matter while taking time off, while one-in-five have been contacted by their boss (Glassdoor
  • 37% of senior business leaders reported unplugging entirely from work during PTO , compared to 74% of employees (US Travel Association
  • Americans who used all of their paid vacation were more likely to unplug while on their trips (54% vs. 37%) with 40% stating they are more productive when they return to work (Alamo
  • Of the 67% of workers who will take at least part of Christmas week off, 64% will check in with the office while they’re out (Robert Half)

  • 15% of employees say they have specifically taken a holiday in a place where their phone or computer wouldn’t work (Staples)

  • Employees only use 51% of their eligible paid vacation time and paid time off (Glassdoor
  • 40% of employees feel they can't justify taking time off due to workload, 13% are intimidated by work piling up while they're gone (Oxford Economics
  • The biggest reasons why employees don’t use all their vacation time: returning to a mountain of work (37%), no one else can do the job (30%), the higher you rise in a company the harder it is to take time off (28%), and wanting to show complete dedication to the company and job (22%) (Project: Time Off)
  • 41% of employees say they have skipped vacations (or taken fewer days off) out of fear that their work would pile up while gone (Accountemps)
  • 41% of employees check in with the office at least once or twice a week while on vacation (Accountemps)
  • 36% of employees ages 18-34 check in with the office at least once or twice a day while on vacation (Accountemps)
  • 35% of employees took less or no days off because they worried about the effect it would have on co-workers (Accountemps)
  • Women prioritized vacation time in considering offers, while men favored corporate culture (Accountemps)

  • 40% of women said they don't have enough vacation time, compared to 26% of men (Accountemps)
  • 56% of employees say their vacation allotment is just right, 33% say it’s not enough, 11% say they have too much (Accountemps)
  • 57% of employed Americans are "completely satisfied" with the amount of vacation time they receive (Gallup)
  • 38% of employees say their company allows them time off to follow their passions (ReportLinker)
  • 28% of employers allow employees to receive special consideration after a career break for personal/family responsibilities (up from from 21% in 2012) (SHRM)
  • 81% of employers allow employees to take time off during the workday to attend to important family or personal needs without loss of pay, down from 87% in 2012) (SHRM)
  • 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)

  • 40% of employers will offer "Summer Fridays" in 2017 (Gartner)
  • Properly administering and managing lost time is a top pursuit for 62% of employers (AJG)

Flexible Working Stats

  • 69% of Gen Z said flexible hours (69%) are a valued employee benefit, along with free health care (23%) and the option to work remotely (18%) (Sharefile)

  • 43% of U.S. employees now say they work remotely in some capacity (Gallup)
  • 63% of employees said flexible work hours were nice to have (Hays)

  • 4% of employees said flexible work was not important to them (Hays)

  • Nearly two-thirds of companies have employees who work remotely (Upwork)

  • Since 2005, the U.S. has seen a 115% increase in the number of employees who work from home at least half the time (Upwork)

  • 57% of companies lack a remote work policy (Upwork)

  • 77% of employees reported they are more productive when working away from the office (Upwork)

  • The number of younger people able to work from locations other than their employer’s primary site increased more than 20% compared to 2016 (Deloitte)

  • 53% of small businesses are utilizing flexible talent, up 16 points from 2017 and anticipated to grow by 20% in the next 10 years (Upwork)

  • 60% of small businesses agree that remote work has become more commonplace compared to three years ago (Upwork)

  • 67% of small businesses have someone on their team who works a significant portion of their time remotely, up 13 points from last year (Upwork)

  • In the next 10 years, small businesses predict that 35% of their employees will work predominantly from remote locations (Upwork)

  • 86% of small businesses have made progress in developing a more agile, flexible talent strategy (Upwork)

  • 63% of small businesses agree dynamic team structures will become the norm (Upwork)

  • 84% of employees claimed to work in a job offering some degree of flexibility (Deloitte)

  • 85% of office workers want the tools that make it possible to work in the office, from home, in coffee shops and other remote locations (Softchoice)

  • 82% of U.S. workers say the ability to work from anywhere at any time allows them to maintain a healthy work/life balance, 62% still prefer to work in the office (Randstad)

  • 81% of parents who said they worked flexibly said they still had to bring work home at evenings or weekends (Working Families)

  • 66% of workers say they like the option of occasionally working from home or another location, but aren’t able to do so (Randstad)

  • 36% of workers report their workplaces support working from home anytime and anywhere they want (Randstad)

  • 35% of employees disagree that their employers provide the necessary technical equipment to enable them to work from home (Randstad)

  • 30% of workers say they regularly have online or virtual team meetings via video conferencing (Randstad)

  • 80% of workers say they like agile work (the ability to work from anywhere, anytime) because it increases their productivity, creativity and job satisfaction (Randstad)

  • 61% of workers don’t believe agile work (the ability to work from anywhere, anytime) interferes with their personal lives, or their ability to disconnect from work (Randstad)

  • 66% of Americans report they complete more work outside normal working hours because of mobile technology advances over the last decade (Gallup)

  • 43% of U.S. employees work remotely in some capacity (Gallup)

  • 74% of workers said they would quit their current jobs to work for an organization offering remote-work options (Softchoice)

  • When employers were asked which benefits they think appeal most to employees or potential employees, they said flexible hours (33%), working remotely (19%), paid long-term maternity/paternity leave (12%), and unlimited vacation time and tuition reimbursement (tied at 11%) (Modis)
  • 52% of employees work remotely at least once per week (Owl Labs)

  • 77% of workers said they’d be more likely to accept a job offer if they knew they could telecommute at least some of the time (Robert Half)

  • 86% of employees between the ages 18-34 said they’d sooner sign a contract with remote work options (Robert Half)

  • 65% of employees older than 55 said they’d sooner sign a contract with remote work options (Robert Half)

  • 57% of employers lack an outline of short and long-term goals as well as equipping with secure technology for remote workers even though they have remote workers (Robert Half)

  • 43% of employees expect the flexibility of remote working from their employer (Staples)

  • Among Millennial and Gen Z employees who said they intend to stay with their current employers for at least 5 years, 55% note greater flexibility in where and when they work now compared to 3 years ago (Deloitte)

  • 38% of employers actually offer flexible or remote working (Staples)

  • 44% of workers feel that flexible working is a genuine work-life balance option for parents in their workplace; however, 34% of workers have faked being ill in order to meet family obligations (Working Families and Bright Horizons)

  • 31% of workers are effectively prevented from working flexibly, and 35% who do work flexibly state that their work-life balance is not ideal for them or their family (Working Families and Bright Horizons)

  • 57% of employees able to work remotely say having this option available enables them to get away from distractions and makes them more productive (Staples)

  • 40% of employees said that flexible/remote work options can lower workplace distractions, and 52% say they’re more productive when working remotely (Udemy)

  • Sales/Business development hires remote employees 66% more often than average (Owl Labs)

  • Small companies are 2X more likely to hire full-time remote employees (Owl Labs)

  • Full-time remote workers are 2X more likely to be individual contributors than management (Owl Labs)

  • 38% of individual contributors work from home more often than management (Owl Labs)

  • Companies that support remote work have 25% lower employee turnover than companies that don’t (Owl Labs)

  • Working remotely doesn’t negatively impact employees’ investment in their work (Owl Labs)

  • 51% of remote employees work remotely to improve work/life balance (Owl Labs)

  • Employees miss conversations and celebrations most when working remotely (Owl Labs)

  • 35% of remote workers said their colleagues team up against them (VitalSmarts)

  • 52% of remote workers found their colleagues treat them unfairly (VitalSmarts)

  • 67% of remote workers claim their colleagues don’t support their priorities (VitalSmarts)

  • Remote workers say their biggest challenge is staying in the loop (Owl Labs)

  • 57% of onsite employees choose not to work remotely because the nature of their job doesn’t allow it (Owl Labs)

  • Remote workers with managers who work on site have 25% fewer career growth conversations than average (Owl Labs)

  • Job performance is most important to managers when considering an employee’s request to work remotely (Owl Labs)

  • Managers see equal performance between their onsite and remote employees (Owl Labs)

  • Companies with no corporate headquarters (fully-distributed companies) hire 33% faster than other companies (Owl Labs)

  • 65% of employees who don’t work remotely state they would like to work outside of the office at least once a month (Owl Labs)

  • Telecommuting has increased 159% since 2000 (Quartz)
  • 32% of employees have flexible hours, and 41% of those with perks say that flexible hours are the most important perk they receive (Clutch)

  • 47% of employees say their employer offers flexible hours (ReportLinker)
  • 15% of men are likely to want flexible scheduling vs. 9% of women (Businessolver)

  • 70% of organizations offer some form of telecommuting option to employees, up from 62% in 2017 and 59% in 2014 (SHRM)

  • 37% of U.S. workers say they have telecommuted (Gallup)
  • 60% of organizations offer some form of telecommuting (SHRM
  • 11% of employees say their workplace offers telecommuting; 70% of those say they can telecommute as often as they like  (ReportLinker)
  • 15% or women and 11% of men say that working from home is their top employee perk (Clutch)

  • 40% of employers allow employees to work some of their paid hours at home on a regular basis, up from 33% in 2012 (SHRM)
  • 68% of recruiters and 53% of employers say candidates ask for work from home options “somewhat often” to “very often”. In addition, more than half of candidates say remote work is important when they’re considering their job options (MRINetwork)

  • 56% of employers offer the option to use flexible work arrangements (SHRM)
  • The percentage of at-home workers grew from 19% to 22% between 2003 and 2016 (Bureau of Labor Statistics)
  • 7% of U.S. employers allow employees to telecommute (FlexJobs)
  • 40% of employers offer “softer” benefits like flexible schedules (Adecco)
  • 78% of employees say they are required to be present in their workplace during working hours (Rand Corp)
  • 47% of employers offer flexible workhours or compressed workweeks (International Foundation of Employee Benefit Plans)
  • 71% of senior staff agrees that telecommuting allows them to get more work done, compared to 51% of middle or staff level employees (CompTIA)
  • 9% of employers offer job sharing (where two or more part-time workers share one full-time job) (International Foundation of Employee Benefit Plans)
  • 3.9 million employees were telecommuting by 2015, up from 1.8 million in 2005 (FlexJobs)
  • Telecommuting has grown 159% since 2000 (FlexJobs)
  • 11% of employers offer telecommute benefits (ReportLinker)
  • 43% of employees worked remotely at least some of the time in 2016 (Gallup)
  • 31% of employees spend 80% or more of their time working remotely (Gallup)
  • 79% of employees with flexibility indicated that they were more happy at work (IBM)
  • Benefits that employees surveyed say demonstrate empathy from the company include: Flexible work hours (96%), Paid maternity leave (96%), Medical/health insurance (95%) (Businessolver)
  • 30% of employees who work from home are engaged (Gallup)
  • 76% of advertising and marketing executives say their company offers some form of alternative work arrangement (The Creative Group)
  • 61% of employees say their direct manager is supportive of flexible work arrangements (Mercer)
  • 61% of employees think the traditional 9-to-5 work schedule is outdated (CareerBuilder)
  • 22% of Millennials prefer to go into work every day (DeVry University)
  • Employees who spend less than 20% of their time working remotely are the most satisfied (Gallup)
  • Among mothers who are currently employed either full or part time, 40% say they would prefer to work outside the home, and 54% would prefer to stay home (Gallup)
  • 98% of working parents believe that having a job with flexibility would have a positive impact on their overall quality of life (FlexJobs)
  • 53% of stay-at-home mothers say having flexibility in their hours or work schedule is a "major factor" in their ability to take a job (Gallup)
  • 73% of working adults agree that flexibility is one of the most important factors they consider when looking for a new job (Mom Corps
  • 47% of working adults say asking for flexible work options would hurt their chances of job advancement (Mom Corps
  • 39% of working adults have considered leaving or have left a job because it wasn't flexible enough (Mom Corps
  • 41.5% of employees would like to see flexible hours introduced to their work benefits (LendingTree)
  • Perks Millennials prefer from employers: flexible schedules (70%), good benefits (60%) (NSHSS)
  • 58% of Americans believe remote workers are just as productive as those who work in a business office (Gallup)
  • 50% of employees believe working remotely or part-time can adversely impact promotional opportunities (Mercer)
  • Fully remote workers are 29% less likely to strongly agree that they have reviewed their greatest successes with their manager in the past six months (Gallup)
  • Fully remote workers are 30% less likely to strongly agree that they have talked with their manager about steps to reach their goals in the past six months (Gallup)
  • 58% of employed Americans are "completely satisfied" with the flexibility of their hours (Gallup)
  • 42% of small business employees would take a lower-paying job if it offered a greater degree of workplace flexibility (JustWorks)
  • 70% of small-business employees say flexible work schedules are very important (JustWorks)
  • 84% of Millennials report at least some degree of flexible working, with 39% saying they were a part of highly flexible environments (Deloitte)
  • 68% of small business employees said flexible hours positively affected their teams (JustWorks)
  • 75% of Millennials would prefer to work from home or other locations where they feel they could be most productive. However, only 43% currently are allowed to do this (Deloitte
  • 66% of employees consider the office the most productive place to get work done; 36% say the office is the most "inspiring place" to work (Staples)
  • 45% of telecommuters say they love their jobs, compared to 38% of mobile workers and 24% of employees who worked every day in their offices (Leadership IQ)
  • Top five reasons employees say they like working for small businesses: flexible scheduling (27%), seeing the fruits of their labor (23%), feeling their input matters (17%), being rewarded for hard work (14%) and getting noticed by people who matter (9%) (Aflac)
  • 46% of female employees say flextime is the most important benefit a company can offer its workers (Gallup)
  • 44% of employees indicated flexible work arrangements as the No. 1 benefit they’d love to have at work (Virgin Pulse
  • 30% of employees said they would take a 10% or 20% cut in pay in exchange for flexible work options (Flexjobs)
  • 24% of employees are willing to forfeit vacation time in exchange for flexible work options (Flexjobs)
  • 18% of employees would give up employer-matched retirement contributions in exchange for flexible work options (Flexjobs)
  • 10% of employees want a situation where they do not come into the office at all, and 35% do not want any telecommuting days at all (CompTIA
  • 63% of Millennials say they're more likely to join a company that offers the option to telecommute (along with 57% of GenX, 41% of Boomers) (CompTIA
  • 44% of employees view companies that don't offer a telecommuting option as old-fashioned (CompTIA
  • 96% of employees reported having some type of flexibility (Flex+Strategy)
  • 97% of employees say a job with flexibility would have a positive impact on their overall quality of life (Flexjobs)
  • 19% of both Gen Z and Millennials say flexibility is their most important workplace benefit (Future Workplace)
  • Reasons why employees say they want flexible work options: Work-life balance (81%), Family (56%), Time savings (56%), Commute stress (48%) (Flexjobs)
  • Policies that would reduce voluntary turnover: Flexible schedules (51%), Increased recognition (awards, cash prizes, company trips) (50%), Acting on employee feedback (48%) (CareerBuilder
  • 17% of companies investing in data-based HR technology are looking to reduce turnover (OutMatch)

  • 60% of companies investing in data-based HR technology said they had average turnover rates of up to 20%, and 25% of the organizations had turnover rates of up to 50% (OutMatch)

  • More than one-third of employees would change companies for an employer that embraces flexible work (Unify
  • 31% of retail workers prefer to choose their own shifts vs 18% of employees across other industries (ManpowerGroup)

  • The top four reasons retail employees leave their jobs – poor management, scheduling difficulties, lack of training, falling wages (WorkJam)

  • 62% of retail managers say they have lost employees due to scheduling conflicts (WorkJam)

  • 81% of Millennials think they should be allowed to make their own hours at work versus 69% of Boomers (MTV
  • The most common adaptions to accommodate millennials in the U.S. are making work hours more flexible (21%), allowing work from home (17%), increasing training (16%), implementing new mentoring programs (13%), and altering corporate culture (10%) (Duke/CFO
  • 73.5% of associations offer employees flexible work schedules (ASAE)
  • 24% of workers did either some or all of their work at home in 2015 (Bureau of Labor Statistics)
  • 77% of millennials say flexible work hours would make the workplace more productive for people their age (Bentley University
  • 65% of employees think a flexible and remote work schedule would increase their productivity (Cornerstone
  • 17% of employers offer seasonal scheduling (SHRM)
  • 40% of job candidates cite schedule flexibility as one of three top career considerations (Manpower Group)
  • 45% of U.S. job candidates want work flexibility (Manpower Group)
  • 30% of Millennials view the ability to work remotely as an important factor in selecting a workplace (Impraise)
  • 68% of recent grads said the ability to work remotely at least some of the time would affect their likelihood to accept a position (After College
  • 74% of millennials expect flexible schedules in the workplace (Deep Focus)
  • Only 19% of employees are allowed to work remotely by their employers (Cornerstone)
  • 43% of millennials would switch jobs for greater flexibility (Unify)
  • 74% of Millennials want flexible work schedules (Intelligence Group)
  • 50% of Millennials say flexible work hours and the freedom to work from any location would improve their work/life balance (RingCentral
  • 54% of employed mothers would prefer to stay home; 40% would prefer to work outside the home (Gallup)
  • 53% of stay-at-home mothers say flexible hours or work schedules are a "major factor" in their ability to take a job (Gallup)
  • 84% of working parents cited work flexibility as the most important factor when looking for a job (FlexJobs)
  • Work/life balance (80%) and salary (75%) are the second and third top considerations for working parents when looking for a job (FlexJobs)
  • 60% of women and 48% of men rate greater work-life balance and better personal well-being as a "very important" attribute in a new job (Gallup)
  • 44% of female employees would leave their current job for one that allowed them to work off-site part time (Gallup)
  • 35% of workers want to be able to work off-site full time and 37% part time (Gallup)

  • 51% of employees saying they are interested in contract or freelance work for more flexible hours (MetLife)
  • 53% of employees say greater work-life balance and personal well-being are very important to them when considering whether to take a job with a different organization (Gallup)

  • 23% of people cited better work-life balance as a reason they would leave a traditional job to do freelance work (ReportLinker)

  • 17% of people cited flexible hours, 10% a need for freedom and 8% higher compensation as reasons they would leave a traditional job to do freelance work (ReportLinker)

  • 94% of workers are open to non-traditional forms of work (ManpowerGroup)

  • For 81% of workers, non-traditional work arrangements are a choice, rather than a necessity (ManpowerGroup)

  • 80% of boomers (ages 50-65) would consider working as independent contractors and freelancers (ManpowerGroup)

  • Job searches for flexible work are up 32% (Hiring Lab)
  • 38% of workers said their employers ensured that they had a suitable workspace at home (Bupa UK)
  • 51% of people who work from home said they suffer from work-related injuries (Bupa UK)
  • 78% of new parents said they considered not returning to their current employer after having their first child (Bright Horizons)
  • Workers who describe their employer as a mobile pioneer have productivity rates 16% higher than those described as low on mobile tech support (EIU)

  • Employee satisfaction (23%), creativity (18%), and loyalty (21%) rates are higher in workers who describe their employer as a mobile pioneer (EIU)

  • Mobile enablement pioneer organizations that give employees the ability to work anywhere anytime are more productive (49%) and satisfied (38%) (EIU)

  • Mobile enablement pioneer organizations that give employees the ability to effectively collaborate are more productive (21%) and satisfied (30%) (EIU)

  • Mobile enablement pioneer organizations that give employees quick and easy access to information are more productive (42%) and satisfied (31%) (EIU)

  • Mobile enablement pioneer organizations that give employees workplace flexibility are more productive (14%) and satisfied (27%) (EIU)

Benefits Management Stats

  • 67% of HR leaders have reevaluated their pay practices this year, with an eye on pay equity (Paychex)

  • 83% of HR leaders now have a discrimination and harassment policy in place with 65% having updated those policies in the last 12 months (Paychex)

  • 34% of organizations increased their benefits offerings in the past year (SHRM)
  • 26% of employers say they plan on increasing benefits in 2018 (LaSalle Network)

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

  • 42% of companies reduced the number of investment options they offer to plan participants over the past three years, and another 41% plan to do so by 2020 (W TW)

  • 6% of organizations decreased benefits during the last 12 months (SHRM)
  • Large organizations (12%) are three times more likely than midsize organizations (4%) to have decreased overall benefits offerings in the past 12 months (SHRM)
  • The cost of employee benefits as part of compensation has gone up 24% between 2001 and 2015 (WTW)
  • 59% of employers are overwhelmed by the task of managing benefits (Guardian Life)
  • 70% of employers say keeping up with changing compliance laws is difficult (Guardian Life)
  • 20% of small businesses lack confidence in their organization’s ability to keep up with HR compliance (Paychex)

  • 65% of benefits professionals say they spend less than a year developing their annual benefit plan changes (HUB)
  • 42% of organizations are restructuring their HR operations or revising their strategies to leverage digital tools, and only 51% of that numbers said they’re effective at doing so (Randstad)

  • A little more than 50% of employers said they’re in the transformative stage of digitization, while only 38% described themselves as proficient (Randstad)

  • 53% of HR executives are satisfied or very satisfied (17%) with their current core benefits enrollment technology (Employee Benefits News)
  • 24.5% of employers use technology for non-payroll HR functions, such as education, benefits and communication (LIMRA)
  • 59% of employers are now using a technology platform for insurance benefit enrollment, administration, or both (LIMRA)
  • 77% of employers want a technology system that can manage all of their benefits on the same platform (LIMRA)
  • 53% of benefits professionals say they need a better technology solution to reduce their workload but 36% report that they struggle the most to convince their CEOs/CFOs to make technology investments (HUB)
  • 10% of companies are looking to adopt enrollment technology; 25% want to switch to a new benefits platform (LIMRA)
  • 60% of employees considered their HR technology to be very effective for payroll, retirement and benefits administration (Paychex)
  • 21% of HR leaders are currently leveraging the power of a single HR technology, 48% are using several separate systems with some integrations, 15% are using different systems with no integration, and 15% are still completely manual (Paychex)

  • More than 75% of HR leaders feel their current HR technology solution is improving the overall employee experience (Paychex)

  • 82.37% of employees say their employer provides an employee self-service portal where they can access pay and benefits information online (APA)

  • 73% of full-time U.S. workers expect their employer to provide a high-level of employee self-service, allowing them to independently complete a variety of HR-related tasks (Paychex)

  • 62% of full-time workers in businesses with 50 employees or less said they expect any employer to offer at least some level of HR automation, and 60% of workers in businesses with less than 10 workers expect these offerings (Paychex)

  • More than 65% of companies with 20-500 employees currently offer tools to workers to perform simple administrative HR tasks via self-service, and 46% of companies with fewer than 20 employees are doing the same (Paychex)

  • 53.33% of employees say they prefer to access the portal desktop computer at work, while 10.96% say they prefer to access it via their desktop computer at home; 18.62% via their laptop computer; 12.54% via smartphone; 2.19% via tablet; .63% via telephone; and .26% kiosk at work (APA)

  • 73% of employees prefer to talk live with someone about their benefits rather than use an automated system (Health Advocate)
  • Nearly 70% of millennials said a human advisor would deliver a higher return on investment vs 31% that said as much of robo-advisors (LendEDU)

  • 54% of millennials that work with human advisors said getting started on a savings path was easy, but only 38% said their robo-advisor platforms made it easy to get started (LendEDU)

  • Primary factors in assessing HR technology platforms are: low cost (23.9%), employee empowerment (51.5%) and administrative ease (61.4%) (Pacific Resources)

  • 88.8% of employers felt that guided decision support, cost calculators and plan comparison tools were at least somewhat effective (Pacific Resources)

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

  • 83.2% of employers indicated that communication, employee education and engagement are integral to overall benefits delivery (Pacific Resources)

  • 41% of employees are concerned about infrequent communication about benefits (Health Advocate)
  • 38% of companies (and 53% of large orgs) count on the help of vendors to communicate benefits (AJG)
  • 60% of employees prefer to receive information about company benefits electronically (Jellyvision)
  • 20% of employees say they don’t always keep up with benefits correspondence (Jellyvision)
  • 47% of employees expressed concern that their employer will not offer enough benefit options for the coming year (Securian)

  • 40% of employees fear that their employer may not provide enough information or guidance about available benefits options (Securian)

  • 73% of employees prefer a phone conversation as their No. 1 communication preference to discuss healthcare cost and administrative information (Health Advocate)
  • 19% of employers say their employees have a high level of understanding their benefits (IFEBP)
  • 80% of organizations report low benefits knowledge due to participants not opening/reading materials, almost half don't understand the materials, and 31% say participants do not perceive value in their benefits (IFEBP)
  • Gen Y employees are more than twice as likely (20%) than Baby Boomers (9%) to be confused about the benefits they are entitled to (Barclays)
  • 34% of employees say they pay attention to all of the materials they receive about their company benefits (Jellyvision)
  • 14% of HR professionals say employees are "very knowledgeable" about employer-sponsored benefits; 69% say employees are "somewhat knowledgeable" (SHRM)
  • 21% of employees often regret their benefit choices (Jellyvision)
  • 92% of workers last year kept the same selections, and more than 80% spent less than an hour sussing out their options (Aflac)

  • Two-thirds of employees complain that making sense of benefits is too complicated, and nearly three in four employees report there is some part of their coverage they don’t understand (Aflac)

  • More than half of employees estimate they are wasting up to $750 a year because of suboptimal benefit choices (Aflac)

  • 75% of HR executives think their benefits offering are innovative, but only 50% of workers agree (CommonBond)

  • 98% of employees would rather choose their benefits than have their employer choose for them (WTW)
  • 95% of employees prefer to select their own benefits rather than have their employers choose for them (Liazon)
  • 88% of employees like the idea of having choices to customize their benefit packages (Sun Life)

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

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

  • 67% of employees said they felt confident they signed up for the right benefits (Aflac)

  • 24% of employees could give the correct answers when asked about copays, deductibles and service providers in their network (Aflac)

  • Employees’ benefits knowledge has declined in the past two years, down from 47% in 2015 and 39% in 2016 (Aflac)

  • 67% of American workers are confident they understood everything with the benefits they signed up for (Aflac)

  • 22% of young adults associate benefits with independence, only 19% feel confident, and just 31% say they feel prepared (Aflac)

  • Young adults’ biggest concern about choosing their own health insurance plan is cost (44%) and understanding how health insurance works (36%) (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)
  • Platforms employers are using to communicate about benefits: (IFEBP)
    • Educational materials printed and mailed to homes—89%
    • Email—73%
    • Printed and distributed on site—69%
    • Internal websites—66%
    • External websites—58%
  • 86% of employers using independent contractors do so for cost-saving purposes such as taxes and benefits (Burson Marsteller)

  • 58% of employers say full-time hires are better for their company because they provide more value over the long-term despite having to pay more up-front on taxes and benefits (Burson Marsteller)
  • 86% of employees work for a company that has a fiscal program in place (Ernst & Young)

  • 66% of employers feel they should not be responsible for providing benefits to independent contractors (Burson Marsteller)
  • 50% of employers don’t think they should be responsible for providing training or education to independent contractors (Burson Marsteller)
  • 47% of employers worry about regulatory compliance (WTW)
  • 52% of HR departments cite controlling benefit costs remains the highest priority; 37% say improving employee engagement, 33% say creating a strong workplace culture (AJG)
  • 81% of benefits professionals selected managing costs as one of their three primary benefits priorities; 50% list helping workers make better benefits decisions (HUB)
  • Four out of five companies say one of their goals is to manage health benefits costs better; 40% do not plan to implement any new cost management programs in the next 12 to 18 months and 50% believe that they’ve done all they can reasonably do to manage costs (HUB)
  • 77% of organizations saw increases in their costs after ACA (SHRM)
  • 85% of employers say the ACA would have an impact on their workplace in the next 12 months (Littler)
  • Top concerns of HR and finance execs: employee wellness and productivity (83%), cost management (76%), ACA compliance (58%) (HUB)
  • 64% of HR and finance execs say that ACA compliance would cause them to struggle to stay in business (HUB)
  • 67% of employers expect the Affordable Care Act to be partially repealed, 17% predict total repeal, 9% predict no action (LIMRA)
  • 35% of employers favor a full repeal of the Affordable Care Act, 51% oppose it and 14% have no opinion (Mercer)

  • 48% of employers say the ACA’s total repeal would have little or no effect on their benefits package (LIMRA)
  • 36% of employers understand health care reform legislation extremely or very well (Aflac)
  • 92% of employers would like to permit higher contributions to health spending accounts (Mercer)

  • 87% of employers would like to allow contributions up to the level of the out-of-pocket-maximum (Mercer)

  • 66% of employers would like to allow medications and treatments for chronic conditions to be covered in an HAS-eligible plan before the deductible is met (Mercer)

  • 61% of employers would like to allow free or subsidized services at an onsite clinic before the HAS deductible is met (Mercer)

  • 60% of employees said the top issues concerning them are increasing out-of-pocket medical expenses or the increasing cost of major medical or health insurance over maintaining their health benefits or the possibility of their employer eliminating spouse coverage (Aflac)
  • 46% of employers are outsourcing or looking to outsource reporting and other regulatory requirements of the Affordable Care Act, 40% for American with Disabilities Act directives and 39% for Family Medical Leave mandates (Prudential)
  • 97% of finance executives still have "significant concerns" with benefits costs (HUB)
  • 65% of HR and finance execs believe they are doing all they can to rein in rising benefits costs (Hub International)
  • 74% of employers claim cost is an important consideration in making benefits decisions (MetLife)
  • 32% of finance executives expect HR to go over budget (Hub International)
  • 5% of large employers reported that they intend to reduce the number of full-time employees that they intend to hire because of the cost of providing health care benefits (Kaiser Family Foundation)
  • 31.6% of total employee compensation costs were accounted for by benefits (SHRM)
  • 28% of employees signed up for voluntary benefits during 2017(Employee Benefit Adviser)

  • 79% of employees see a growing need for voluntary insurance today compared to last year (Aflac)
  • 87% of companies offer voluntary benefits (Employee Benefit News)
  • 50% of companies agree that "voluntary benefits are a significant part of our company’s benefits strategy" (MetLife
  • 87% of employees offered voluntary benefits felt they mattered to their employers (BenefitsPro)
  • 79% of business and HR leaders said that employee well-being is important, while nearly 49% said the purpose of their well-being programs was about complying with requirements as opposed to being about caring for employees (Deloitte)

  • 78% of employers view voluntary benefits as being extremely effective or very effective in supporting employee financial well-being (Xerox)
  • 39% of employees don’t know what voluntary benefits are (Sun Life)
  • 30% of employees are familiar with voluntary benefits (Sun Life)
  • 79% of employees say voluntary benefits sound great, but they aren’t completely convinced to pay for them (Sun Life)
  • 83% of workers with healthcare coverage would enroll in a voluntary benefits program without expecting their employer to pay for it (BenefitsPro)
  • 79% of employees see voluntary benefits as necessary (AFLAC)
  • 66% of employer currently add choice in benefit types by offering voluntary benefits, with another 20% planning to or considering (WTW)
  • 15% of employers offer accident insurance in 2017 (EBRI)

  • 29% of employees report their employers offered long-term disability in 2017, down from 32% in 2013 (EBRI)

  • 36% of employees report their employers offered short-term disability in 2017, down from 39% in 2013 (EBRI)

  • Percentage of employees who report their employers offer types of voluntary insurance: Life insurance (54%), disability insurance (38%), health savings account (36%), accident insurance (24%), critical illness insurance (15%), and hospital indemnity insurance (9%) (Securian)
  • 12% of employees report being offered none of those benefits (Securian)
  • 75% of employees who have access to life insurance through their employer are enrolled (Securian)
  • 77% of organizations review their benefits programs annually, and 11% review them even more frequently (SHRM)
  • 38% of employees are not very confident they made the right benefits decisions at annual enrollment (MetLife
  • 55% of American workers who receive benefits from their employer agreed that completing their annual health benefits enrollment made them feel secure (Aflac)

  • 24% of employers currently create a virtual shopping experience at the time of enrollment, with another 26% planning to or considering (WTW)
  • 55% of employers currently provide decision-support tools for health navigation, with another 26% considering (WTW)
  • 54% of employees claim they need more help understanding how their benefits work, and how those benefits can help meet their needs (MetLife
  • 43% of millennials and 30% of non-millennials are not reading most of their employee benefits handbooks; 11% of millennials haven’t even opened their handbooks (GuideSpark)
  • 23% of millennials and 36% of non-millennials don't know where their benefit handbooks are anymore (GuideSpark)
  • 7% of workers are educated on their healthcare plan (Accenture)

  • 45% of employees strongly agree their companies’ benefit communications helped them to understand how they would pay for specific services and effectively educated them on their benefit options (MetLife)
  • 88% of HR managers cite cost control as a very important benefits objective, 80% say optimizing benefits plans to reduce costs is a most important strategy (MetLife
  • 16% of employers said they are working directly with providers to design health plans (Healthcare Trends Institute)
  • 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)

  • 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)

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

  •  24% of firms cited challenges around having insufficient resources within their business to communicate with employees about pensions (CBI)

     

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Employee Perks and Other Miscellaneous Benefits Stats

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

  • 64% of millennials say benefits are extremely or very important to employer loyalty (Qualtrics)

  • 50% of millennials are confident they have a strong understanding of their benefits (Qualtrics)

  • 68% of employers are making retirement security a priority, up from 46% in 2013 (WTW)

  • 47% of employees said they value a workspace with a community atmosphere, especially for millennials ages 18-34(55%) (Clutch)

  • 40% of employees age 36 and younger and 67% of baby boomers described their companies’ learning and development programs as excellent (Harvard Business Publishing)

  • 61% of employees want appealing and comfortable workspaces, workplace flexibility (53%), perks (47%) and workspaces that provide learning opportunities (32%) (Clutch)

  • 42% of employees say learning and development is the most important benefit when deciding where to work followed by health insurance (48%) (Udemy)

  • 34% of employees feel it is the employer’s responsibility to pay for training (Udemy)

  • 90% of employees think employers are mainly responsible for upskilling staff (Coding Dojo)

  • 80% of workers said upskilling was their own responsibility (Randstad)
  • 40% of workers said their employers were helping them develop skills (Gartner)

  • 42% of millennials said their current employers do provide learning, development and training opportunities (Udemy)

  • 78% of employees want a greater variety of benefits to choose from (MetLife)
  • 80% of employees would value benefits customized to individual circumstances and age (MetLife
  • 21% of Millennials define a good work environment as a place that offers incentives and perks (Staples)
  • 29% of employees said their organization has a formal mentoring program and 37% said they have an informal one (Association for Talent Development)

  • 71% of Fortune 500 companies have formal mentorship programs (ATD)

  • 90% of workers participating in a mentoring program said it helped them develop a positive relationship with another individual in the company (River)

  • 89% of workers participating in a mentoring program said it allowed them to contribute to the success of their company (River)

  • 94% of workers participating in a mentoring program believe that a mentoring program demonstrates an organization’s commitment to provide career options and opportunities (River)

  • 25% of employees who took part in a company’s mentoring program had a salary grade change, compared with 5% of employees who didn’t participate in the program; mentors were promoted six times more often than those not in the program; mentees were promoted five times more often than those not in the program; retention rates were much higher for mentees (72%) and mentors (69%) than for employees who did not participate in the mentoring program (49%) (Chronus)

  • 83% of workers participating in a mentoring program admitted that their experience positively influenced their desire to stay at their organization (River)

  • 28% of employees said their employers offer mentorship or leadership programs geared toward women (Randstad)

  • Less than 40% of millennials and 30% of Gen Z workers feel they have the skills they’ll need to succeed, and they’re looking to businesses to help ready them to succeed in this new era (Deloitte)

  • 36% of millennials and 42% of Gen Z reported their employers were helping them understand and prepare for the changes with Industry 4.0 (Deloitte)

  • 47% of organizations run training and development programs to help build employees’ skills and support career development (Robert Half)

  • Businesses with a strong learning culture enjoy employee engagement and retention rates around 30-50% higher than those that don’t (Robert Half)

  • To foster diversity in the workplace, 49% of minority cybersecurity professionals said mentorship programs are very important (ICMCP)

  • US businesses spend $90 billion a year on non-cash incentives, up 17% from 2013 (Incentive Federation)
  • 84% of U.S. businesses use some form of non-cash incentive awards, which includes incentive travel, merchandise, gift cards, and award points (Incentive Federation)
  • 88% of employees agree it’s important that employers reward employees for great work (AttaCain)
  • 51% of men say their performance is rewarded when they do a good job vs. 41% of women (Mercer)

  • 41% of employees say their employer effectively rewards employees for great work (AttaCain)
  • 47% of employees want to receive rewards spontaneously (Xexec)

  • 38% of employees want to receive rewards in exchange for good work (Xexec)

  • 52% of employees would rather celebrate rewards with their families than with colleagues (Xexec)

  • 90% of employees who work in places with effective rewards programs agreed with the statement “My work makes a difference” (AttaCain)
  • 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)

  • 95% of executives offered medical insurance, 89% offered dental insurance, 88% offered life insurance, 81% offered vision insurance, 79% offered accidental death and dismemberment and 78% offered disability insurance (Robert Half)

  • 65% of executives offered employee assistance programs, 56% offered reimbursement for tuition/professional certifications, 54% offered health care flexible spending accounts and 46% offered dependent care flexible spending accounts (Robert Half)

  • 42% of executives offered wellness programs, 41% offered health savings or reimbursement accounts, 30% offered long-term care insurance, 16% offered legal services, 11% offered identity theft protection, and 7% offered pet insurance (Robert Half)

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

  • 50% of workers want help getting identity protection services (Alight Solutions)
  • 68% of HR professionals say identity theft benefits are growing in importance (IdentityForce)

  • 67.5% of HR executives are looking for or evaluating identity theft coverage as an employee perk (IdentityForce)

  • 50% of HR professionals currently offer identity theft benefits (IdentityForce)

  • 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)
  • 46% of Millenials say more office perks would improve their happiness (Staples)
  • 64% of millennials care more about perks and benefits, compared to 51% of baby boomers and 54% of Gen X (LinkedIn)
  • Employees aged 18-34 (89%) and 35-44 (84%) prefer benefits or perks to pay raises, compared to those aged 45-54 (70%) and 55-64 (66%) (Glassdoor)
  • 46% of employees would consider a job that matched their current salary or even paid less (ADP)
  • 90% of millennials would choose to stay in a job for the next 10 years if they knew they'd get annual raises and upward career mobility (Qualtrics)
  • More than two in five employers report an increased demand for financial education from employees in the past two years (IFEBP)

  • 63% of employers currently provide financial education for their workforce, and an additional 19% are considering such education for the future (IFEBP)

  • Among employers that offer financial education programs, 24% report that they have a financial education budget in 2018, which is significantly higher than the 14% of employers that had such a budget in 2016 (IFEBP)

  • An additional 20% of employers are considering adding a financial education budget, and more than 50% of employers with existing budgets are planning to increase those over the next two years (IFEBP)

  • 17% of employers currently offer financial education around life events like funding education, getting married, purchasing a home, divorce, having a child etc.; 23% are considering doing this in the future (IFEBP)

  • 57% of employers offering financial education report their program is successful, and 6% say their financial education program is unsuccessful (IFEBP)

  • Employers said they’re moving to empower workers saddled with long and short-term money problems with financial education by offering (63%) or thinking about offering (19%) financial education to help their employees manage money, improve their investment decisions, understand their benefits and curb productivity losses caused by money concerns (IFEBP)

  • Saving for retirement, paying for children’s education and handling basic living expenses are negatively impacting the workplace through stress (79%), lack of focus at work (64%), physical health issues (36%) and absenteeism (34%) (IFEBP)

  • Nearly 25% of employers reported having a financial education budget in 2018 vs. 14% in 2016 (IFEBP)

  • 20% of employers are considering adding a financial education budget (IFEBP)

  • 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)
  • In workplaces where a financial education program is offered, 61% of employers indicate that their employees are more financially savvy, and 71% believe that their employees are more prepared for retirement (International Foundation of Employee Benefit Plans)

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

  • 44% of Millennials are relying on their employers to ensure their financial security (MetLife)
  • Employees prefer financial benefits, such as profit-sharing (40%), pensions (51%) and monetary bonuses (54%), and would be willing to change jobs to receive these benefits (Gallup)

  • 47% of US employers include financial well-being in their overall workforce well-being strategy; 80% expect to include it by 2018 (WTW)
  • 64% of companies do not feature or market promotion opportunities as a key benefit to attract new employees (WorldatWork)
  • 48% of organizations offer community volunteer programs (SHRM
  • 75% of workers expect their employers to donate money to people in need in their own communities or allow workers to volunteer their time (Glassdoor)

  • 91% of employers offer an employee assistance program (IFEBP)
  • 5% of employees say they use their company’s EAP (WTW)
  • 72% of CFOs say their company covers some or all of the cost for staff to obtain professional certifications; 76% said their organization helps in maintaining credentials once earned (Robert Half)
  • 88% of organizations offered professional membership benefits in 2016 (SHRM)
  • 29% of CFOs say their organization offers no financial support for employees' continuing education (Robert Half)
  • 41% of employers are sending current workers back to school to get an advanced degree; 14% fully funding the degree, and 22% funding it partially (CareerBuilder)
  • 61% of employers offer tuition reimbursement (SHRM)
  • 40.5% of associations offer employees tuition assistance (ASAE)
  • 56% of organizations offer undergraduate educational assistance (SHRM)
  • 30% are "very satisfied" with their work-life benefits, and about 1 in 10 employees aren't satisfied at all (Care.com)
  • 89% of working parents want family care benefits; 81% say their employers don't offer any (Care.com)
  • 22% of organizations allow employees to bring their children to work in a child care emergency (SHRM)
  • 41% of working parents say the lack of family assistance-related benefits has hurt their work performance (Care.com)
  • Most desired employee perks: Half-day Fridays (40%), On-site gym (20%), casual dress (18%) (CareerBuilder
  • 22% of employers offer a casual dress code; 40% only relax dress codes on Fridays (IFEBP)
  • 40% of employers are sending employees back to school to get an advanced degree (23% fund it partially, 12% fully funding) (CareerBuilder
  • One-third of U.S. workers say they participated in no training to improve their skills in the past year (Gartner)

  • 68% of employers offer training programs; 71% offer soft skills and 72% offer hard skills (CareerBuilder)
  • 31% of employees were offered no formal training in 2016 (Axonify)

  • 43% of employees who received training found it to be ineffective (Axonify)

  • 93% of employees want training that is easy to complete/understand, 91% want it to be personalized/relevant, and 90% want it to be engaging/fun (Axonify)

  • 89% of employees want training anytime/anywhere they need to do their job, 85% want to be able to choose the training times that fit their schedule, and 80% believe frequent/regular training is more important than formal workplace training (Axonify)

  • 80% of workers feel upskilling is their responsibility; neither they nor their employers are acting on upskilling opportunities (Randstad)

  • A third of U.S. workers said they’ve done nothing to upskill in the past year (Randstad)

  • 67% of employees said they need more skills and training to keep up-to-date (Randstad)

  • 40% of employees said their employers haven’t offered opportunities or paid for upskilling (Randstad)

  • 61% of workers said their employers are providing upskilling opportunities in the technical and soft skills of the future, only 50% said their employers provide career development opportunities that meet their needs and chances for advancement (APA)

  • 91% of high performers reported that working for an employer that offered learning and development opportunities was important to them (Ceridian)

  • 62% of men under the age of 25 were more likely to feel they had enough opportunities to gain new skills vs. 52% of women in the same age group (Aon)

  • 34% of women are satisfied with career advancement opportunities at their current employer, compared to 44% of men (CareerBuilder)

  • 30% of women do not feel they have the same career advancement opportunities as men who have the same skills and qualifications at their organization, compared to 12% of men (CareerBuilder)

  • 43% of women are satisfied with training and learning opportunities at their employer vs. 55% of men (CareerBuilder)

  • 40% of employees said they won’t arrange or pay for their own upskilling (Randstad)

  • 77% of U.S. midsized employers provide employee training programs; 40% of employees participate in them (ADP)
  • 51% of employers plan to provide more online, competency-based learning opportunities in 2017 (CareerBuilder)
  • 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)

  • 39% of employees say their employer offers career development services (ReportLinker)
  • 57% of HR pros feel challenged to create engaging employee experiences in learning (SilkRoad)
  • Companies’ top 3 challenges are training (44%), planning and budgeting (38%) and technology (37%) (Catalant)

  • Among companies with training programs, 11% say those budgets have been reduced over the past year; 39% report an increase, and 50% remained the same (SHRM)
  • 80% of 2016 grads expect their first employer to provide formal training (Accenture)
  • 54% of 2014 & 2015 grads received formal training from their first employer (Accenture)
  • 22% of employees believe their employers are "very effective" in providing easy access to training and development (Saba Software)
  • 22% of employees say their employers provide training and development that helps in career advancement (Saba Software)
  • 45% of workers believe that company-provided development programs are not applicable to their day-to-day job needs (Spherion)
  • 14% of employees would grade their company an “A” for the availability of training resources (Spherion)
  • 45% of companies say they have increased their investment in training and development programs during the last two years (Spherion)
  • 55% of employees say they think they could advance professionally if they were offered greater training opportunities (American Staffing Association)
  • 90% of adults said employers could do more to train workers to learn in-demand skills (American Staffing Association)

  • 69% of adults said employers fail to provide training (American Staffing Association)

  • 68% of workers say training and development is the most important workplace policy, followed by working hours flexibility (74%), promotion of health at work (72%) (EdenRed)
  • Executives cite a high level of education or institutional training as the most important employee attribute, only 23% say they offer development and training as a benefit (Oxford Economics
  • 25% of full-time employees have paid professional development (Clutch)

  • 84% of organizations offer their staff some form of professional development opportunities (SHRM
  • 67% of Gen X leaders said they would like more external coaching and 57% want external development (DDI)

  • 63% of Millennials look for jobs at learning organizations where they will have access to training, workshops, and company-funded postgraduate schooling (Impraise)
  • 91% of organizations offer paid professional memberships (SHRM
  • 42% of organizations offer cross-training to develop skills not directly related to employees’ current jobs (SHRM
  • 46% of employees say their company's training courses/methods make them less likely to leave (CompTIA
  • 35% of employees are concerned about falling behind in acquiring the new skills required to succeed in more advanced future positions (Spherion)
  • Companies that pay for a spouse’s travel has fallen 7% in 2013 to just 2% (SHRM)
  • 59% of companies reimburse employees for internet access on business travel (SHRM)
  • 87% of companies will reimburse traveling employees for taxis or parking; 80% allow for mileage reimbursement for the use of a personal car to travel to and from the airport (SHRM)
  • 66% of employers allow employees to keep hotel points, down from 69% in 2013; 65% allow employees to keep frequent flyer miles, down from 69% in 2013 (SHRM)
  • 76% of companies offer a travel per diem or meal reimbursement, up from 70% in 2013; 9% cover minibar purchases (SHRM)
  • 4% of companies cover pay per view purchases for traveling employees (SHRM)
  • 83% of Millennials ranked travel rewards as the number one reward that they would want most from an employer (Achievers
  • Feeling encouraged by a supervisor to take breaks increases by nearly 100% people’s likelihood to stay with any given company, and also doubles their sense of health and well-being (The Energy Project
  • 53% of employees in a recent survey said they were scared to bring up their health condition with their direct supervisor (The Standard)

  • 29% of employees said they feared disclosing their impairments to HR (The Standard)

  • It’s anticipated that 34% of employers will offer a student loan consolidation program by 2021, up from 8% in 2018, and 35% of employers will offer student loan refinancing arrangements by 2021, up from 10% in 2018 (WTW)

  • 33% of Millennials expect their employer to help repay existing student loans (EdAssist)
  • 4% of organizations said they are offering a company-provided student loan repayment benefit, 35% are offering online financial advice services and 34% are offering such sessions in a one-on-one type format (SHRM)

  • 13% of employees report their employers offered student-loan-debt relief/payment assistance in 2017 (EBRI)

  • 78% of workers with student loan debt, including 65% of workers over age 55 with current or future loan debt, want their workplace to offer student loan benefits (CommonBond)

  • While student loan repayment is the most requested financial benefit, it’s only third on HR’s list of priority benefits (CommonBond)

  • 48% of workers are interested in debt counseling, 47% day-to-day budgeting and 39% in student loan debt assistance (EBRI)

  • 4% of employers offer student loan debt repayment (WorldAtWork)
  • 86% of employees said they’d stay with a company for at least five years if their employer helped pay down their student loans (American Student Assistance)
  • 50% of Millennials expect financial support in paying for further education (EdAssist)
  • 17% of organizations offer same-sex domestic partner benefits (excluding health care) (SHRM
  • 95% of employers offer coverage to opposite-sex partners and 85% offer it to same-sex partners (SHRM)
  • 81% of employers already offering financial assistance said the benefit would apply to same-sex couples next year, compared with 65% in 2017 (WTW)

  • 86% of employers provide benefits to same-sex spouses, up from 79% in 2014 (IFEBP)
  • 31% of employers provide benefits to same-sex partners in civil unions, down from 51% in 2014 (IFEBP)
  • 48% of employers provide benefits to same-sex domestic partners, down from 59% in 2014 (IFEBP)
  • 75% of employers offer contraceptive coverage, down from 82% in 2013 (SHRM)
  • 24% of employers offer in-vitro fertilization coverage (SHRM)
  • 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 (WTW)

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

  • 71% of employers who currently provide fertility benefits report they do so to support inclusion and diversity goals; 59% are hoping to recruit and retain top talent; 49% are aiming to create a woman-friendly workplace (WTW)

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

  • 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 (WTW)

  • 24% of employers w/ 500+ employees offer fertility services as part of their benefits; 19% cover IVF treatments, 12% cover fertility medications and 9% cover non-IVF fertility treatments (International Foundation of Employee Benefit Plans)
  • 4% of employers with fewer than 50 employees offer fertility services (International Foundation of Employee Benefit Plans)
  • 11% of workers have refused a new job due to a lack of good work-life balance opportunities, while around 75% of workers would carefully consider their childcare arrangements before taking a promotion or new job (Working Families and Bright Horizons)

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

  • 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)
  • 9% of men are likely to use child care vs. 2% of women (Businessolver)

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

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

  • 1% of companies allow babies at work (International Foundation of Employee Benefit Plans)
  • 42% of companies offer onsite lactation rooms (SHRM)
  • 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)
  • 75% of employers believe that caregiving benefits will become more important to their companies over the next five years (SHRM)
  • 4% of benefits managers say caregiving benefits are within their top 10 priorities for employee health and benefit issues; 12% say it’s within their top five priorities (NEBGH)
  • Benefits each generation is most interested in: employee discount programs (34% of Boomers), paid parental leave (34% of Gen X), financial wellness programs (46% of millennials) (ADP)
  • 13% of organizations offer employer-sponsored personal shopping discounts (SHRM) 
  • 30% of organizations offer discount ticket service (SHRM) 
  • 79% of Millennials think they should be allowed to wear jeans to work (at least sometimes) versus 60% of Boomers (MTV)
  • 36% of companies offer casual dress every day, 62% offer it one day per week (SHRM)
  • 27% of employers allow seasonal casual dress (SHRM)
  • 8% of companies offer a paid day off for the employee’s birthday (SHRM)
  • 45% of companies offer a phone subsidy for business use of employees’ personal phones (SHRM)
  • 34% of organizations provide employee discounts on company services (SHRM)
  • 64% of employers offer an annual company outing (SHRM)
  • 71% of employers are planning on a holiday party for employees, compared with 69% last year (CareerBuilder)

  • 55% of employers are buying employees gifts this year (CareerBuilder)

  • 55% of companies offer a “sit-to-stand” ergonomic desk or treadmill workstation (Fidelity)
  • 23% offered company purchased tickets to events such as cultural proceedings, sporting events or theme parks (SHRM)
  • 86% of organizations reported offering paid bereavement leave (SHRM
  • 54% of employees say their workplace offers paid family sick leave or bereavement (ReportLinker)
  • 76% of organizations provide free coffee (SHRM
  • 66% of employees whose offices provide free snacks or beverages report being extremely or very happy with their current job (PeaPod
  • 16% of employers offer free snacks (ReportLinker)
  • 83% of employees agree "having healthy and fresh snack options (e.g., fruit, vegetables, yogurt, low-calorie snacks) provided in the workplace is a "huge" perk (PeaPod
  • 66% of millennials agree "If I found or was offered a job at another company with better perks, including availability of snacks, I would take it." (PeaPod
  • 37% of organizations offer acupressure/acupuncture medical coverage (SHRM)
  • 91% of organizations offer mental health coverage to their employees (SHRM
  • 88% of organizations offer on-site parking, 10% offer parking subsidies (SHRM
  • 70% of organizations allow employees to retain frequent flyer miles (SHRM
  • 8% of companies allow pets at the office (SHRM
  • 2% of organizations offered nap rooms in 2015 (SHRM
  • Highest paying companies in America, 2016: A.T. Kearney, Strategy&, Juniper Networks, McKinsey & Co., Google; 24 of 25 are in consulting or technology (Glassdoor)
  • Employee offered a gross of 60 benefits in 1996 compared to 344 benefits covered today (SHRM)
  • 97% of higher education institutions feel that personal development programs for all employees have an effect on student success (Ellucian)
  • 65% of consumers would be interested if their employer offered easy and affordable access to genetic testing for health purposes (Wamberg)

  • 26% of consumers want genetic testing as a voluntary benefit but only if it is free (Wamberg)

  • 9% of consumers would have no interest in an employer offer of access to genetic testing (Wamberg)

  • 88% of employees that work in pet friendly workplaces plan to stay at the company for the next 12 months vs. 73% of those that don’t work at a pet friendly workplace (Nationwide)

  • 72% of employees that work in pet friendly workplaces would decline a job offer with another company at similar pay vs. 44% of those that don’t work at a pet friendly workplace (Nationwide)

  • 91% of employees that work in pet friendly workplaces feel fully engaged with their work vs. 65% of those that don’t work at a pet friendly workplace (Nationwide)

  • 90% of employees in pet friendly workplaces and less than 65% of employees in non-friendly workplaces feel highly connected to their company’s mission, fully engaged with their work and willing to recommend their employer to others (Nationwide)

  • More than three times as many employees at pet friendly workplaces report a positive working relationship with their boss and co-workers (Nationwide)

  • 83% of employees that work in pet friendly workplaces feel their work is rewarding and exciting vs. 46% of those that don’t work at a pet friendly workplace (Nationwide)

  • 88% of employees that work in pet friendly workplaces would recommend their place of employment to others vs. 51% of those that don’t work at a pet friendly workplace (Nationwide)

  • 91% of employees that work in pet friendly workplaces feel the company supports their physical health and wellness and 89% feel the company supports their mental well-being vs. 59% and 53% of those that don’t work at a pet friendly workplace (Nationwide)

  • 52% of employees that work in pet friendly workplaces report a positive working relationship with their supervisor and 53% with their co-workers vs. 14% and 19% of those that don’t work at a pet friendly workplace (Nationwide)

  • 85% of employees that work in pet friendly workplaces rarely miss a day of work for well-being and/or recuperation vs. 77% of those that don’t work at a pet friendly workplace (Nationwide)

  • 63% of employees say a pet-friendly office would make them more keen on a new job (Purina)
  • 33% of employees say the wish they could bring their furry friends into the office (Purina)

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Topics: Employee Engagement + Loyalty, Benefits Trends

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