About Key Key Key Key Key Six in T T T T T a a a a a 10 k k k k k ha e e e e e sa a a a a lf aid w w w w w did a a a a a ry y y y y etir n’t s s s s s emen know tif s thei aving r ins s pla uran nsce contr covers ibute G a LP lot -1s; to four their in feeling 10 agr ee of fina d tha ncia t they l se s chou urity ld ;
Eight Over Almost Average There Almost Almost Higher Seven Eight Over Four Most Half Four Three Workers Seven Workers Paid Half Over If Many Six Over Comfort N Three Half igiven n e in in value said want in in vacation in worker in - half four half half 10 in was 10 continue quarters in in 10 wages five half half half 10 10 $500 10 said report vastly with were 10 10 they ed level were said of in report d were 2025 strong agree said report were said said agree describ w 10 s worker one a they AI were o would and w and ed at of underestimate describe r were month d extremely Workp k they likely ed use o saving mortgag - d - to leas extremely concern concern ed on r life more d k understand that retirem sick s comfortable their - e believe thinking - is life were their prepared understand d change one balanc t to increa lace Wellness to somewhat their an time enough layoffs balanc d employer stay put e/rent meetin employer the ent or offered employer about about level that or e, in sing, about continue very with employers d w contributions their very for or any e but o how is for workin financial gs r their contributes w rising of k reduced inter satisfied their but an the more - offers e only their retirem account employer’s with life satisfied debt lcurrently much lSurvey has - unexpected d there being month employer’s est employer inflatio balanc g to four than benefi financial them for a with ed as and be with ent hours responsibility employers Spons were were a a in has in with ly or most 10 the offers n, people wage/sa proble e menta causes the ts 10 ICHRAs. bill plan, their retiremen the days at remain counselors, due their concerns for the most value future health ors that expense chance to their health cost current the m, worker their ltop to who of wellne benefi them spend causes commonly lary Nearly d ed down company makes AI PTO; next to of benefi two tflexibility sense benefi have insuran replacing to mostly make health about increa of s the job, ts ss and on the two ways prefer partici from $500 them half package. programs ts them most d b of on ts average seven extremely years; isure e ce. AI se fthe care, offered as f in prefer at ,n an e 2024. red par pate up e the r of w human feel e least fSimilar s in to a s 15% their w tr in and m .six m k red Of in iTop are t o e h 10 in s , a t
health 2025 be cov ins ered ur ance Workplace by employer more tha -sp n in ons 2024. ored Interes plans, Wellne ting butly, this emergency was ss down Su sa slight rv vings lye from accounts y 2024. contri Seven but in e 10 d
having employer 2024 suggested was e ifinancial 10 those stress; the with from workplace schedule workers or stress; shares stressed; political employer more leave excellent w m m h p more, o were p cost a 20 slight l prefer 2024. o c levels. important many who types. y having t almost said idays. n e compared very of viewpoints g yet e two wellness most or could contribute s increases red jobs, said About health improvements well they are carriers very nearly Workers in likely. Unsurprisingly, as emergency a - from debt three mentally being. to bias, meeting help many are good, three i program. n offer two s to Three than to an u for offered is the said report and with r2024, a choose an said in - Higher employer, mental than n thirds with them most c healthy 10 would in issue, were trusting their an savings e ed . groceries. and Most four those would a one they employee's who wages, to retirement but increased from lack and greater nearly want fewer want a and in participating were insu with was believe down had retirement charge three workplace but of ed a emotionally ranc more emergency efforts close more four in voluntarily financial meeting a from to savings describing offerings the financial quarter e that an stay in time companies PTO behind. to past. savings five last unexpected in those well promote with done contributions, off, such days plan. had year. cite w switched in savings security. -e being. it and their a conversations About l d laccount. as .no in programs report handful Most credit to person. DEI. good. richer preference. current use expense stresses half employers offerings ed card AI of more ben Six high continue found leave e for m in them. debt efits should of er p claims 10 have Half l o had them y as e said r .
well very , well same . Over as in half 2024. were Over at half least were very at satisfied least very with satisfied their current with the retirement ir current
a wh lot o had to feelings used G of LP financial -1s for we secur ight loss ity among had ex the per ienced few whose side employers effects. offered such a benefit.
Agreement With Statements About AI
they 56% p benefits; remained satisfaction flexibility, health useful, not areas. were were r done $5,000 to e r v o of agree i b would e occur workers lw e most extremely so m .insurance while to a for an that a t and need at relatively were ilikely c credit with increases additional . those work. their more very $500 or their to plan, card; or retirement without very increase steady extremely financial or PTO of similar third one satisfied less less benefits. access of were in satisfied in engagement than is w to slightly reimbursement five e the with l2024. l - somewhat 10% being generally would with only their grown their (or emergency benefits/resources. take current even PTO among over saw satisfied. to a benefits. a personal afford at the wage the least savings past disengaged. an decrease). some loan. four appropriate they years. valu have. e in plan. them.
Concerns about physical, mental, and workplace well-being
Workers reported similar satisfaction with their benefits
Using your best guess, what percentage of your total compensation goes to employee benefits
Most Valued % Agree From Employer
To what extent do you agree or disagree with the
Methodology Overview
In the past year, do you feel that
job, with only Ho w 13% does In t h expressing e each past of year, the do fo dissatisfaction. ll o you win feel g benefi that ts offered by your employer contribute to your feeling of
have climbed slightly, but financial well-being concerns
as opposed to wages/salaries? For example, if 10% of your total co Satis mpfaction ensation W is ith benefi Benef ts (sits uc h P ackage
package as in prior years, with top suggestions for
What are the top two ways that you would How do you most prefer to meet with a
Work-life balance To Ho w w continues h ca Does atn ext yo yo ent urur emp do empl to you be loy oer yer agree valued best offer mak or empl di by e sagree so ur American yees e emp w an ithly o t h y of ees e tfo h e are llo fo wi lfi ln o n g w anc s in tat g? ia ement l(ly 2025 secure sn ?= (1 20 ,and 4% 25 01 Selected ) n w =el 1,l4 ?0 P 1 in le ) a Top se 3
Thinking about your current financial situation, how would you How would you describe your household’s level of…?
Which of th In e t fo he ll o past win g 12 aspe mon ctth s sof , h yo avur e any workp ofl ac the e fo co llo nwi trib ng ut e tak en plW ac W he iha ch at t of m yo o tnt h ur e hl w y fo reim ollrkp owi bursem lac nge? we o P nt u leas l d am mo e ount ss el t h ect do el y p al o you ul t think hat feel y a o p u mo p w ly o re .ul d e need ngag ed
How many days of paid time fo lo lo ff wi (pai ng s d t at vac ement ation, s? s ( ick 20 25 time, n=1 or ,4 0 PTO) 1) does your employer provide
Concern About Well-Being
WhiW ch h of ich A t h s of ie de tfo h To fro e llo fo To w w m lHo h i l n o w iat n g w h com w f at iext n i n w g anc ext o ent e mo ul Ov and en d i a n do you eral t lt h i s do co ls you yues lbi des , mp you h l l o agree s pers cri w pers en agree s be s at o at o n ior t s n ial o h fial e ed n lor di y, l y w c w s di agree are ca a o hs u rk at ag us s -e you l ido e fe s ree w you bal you w i tw h it ance it h t th h h v yo e e al t h mo fo ur ue e at l lfo curren o smo tyo wi l ls o tn ur res wi st g fro n co ts s g ? t jo at m mp s Sel b? tement at an ect any (ement 20 emp 25 t? h s ? e ( n 20 l s ( o = t? 20 o y 1 25 p er? ( ,25 4 20 0 n 3. 1 = 25 n Sel ) ( 1 = 20 ,n 4 1 ect 0 ,25 = 41 1 0) ,1 n 4 th )0 =e 1 1) ,401)
Which of ment the fo al llo w wi el ng lnes , ifs any, prog w rams ould h be av e the most valuable
How likely are you to stay with your current Do you want to stay Satis with yo faction ur cur re W nith t empl Curo rent yer fJ oo r b
How interested wEB ould RI y oa u n be d inGree an ICHn RA? w a (Empl ld o w yer ou oflfd ersl i ake t to than To k w th hat e ext 2025 ent W doork you pl agree ace or W di es llagree ness with the following
financial wellness pro figram nancisa h l a secur ve ity? (Employer To o wff hat ers extent ben e do fit you ) agree that your employer should cover GLP-
As far as you know, does your current health insurance You Are Concerned About Potential B% ias Extremely/Very in Artificial- Satisfied
How as w PTO ell do and you Pl in eas sfeel ure ance) rat you e yo un and ur der l90% eve stand lis of in tcon h se alh ary, c eal ern pl t h abo eas benefi e ut t… yp t s(e 2 th 0 in at 2 5 10% y no =ur 1 b , 4 el emp 0o 1) w. lo * y (20 er 25 off n ers =1 to ,40 y 1o )u?
At what percentage Regardl increase ess of in w w hages/s ether you alary curren would tly you part cici ha pn at ge e, which of the following employee benefits does
Does prefer your Ho em to w recei p lco oyer n ve cerne of addi fer y d, ou ti o if n tat he a l al h op el l, p are port /g u u you ni idan ty abo to ce ut in each of the followingbenefi impac ts t ico ngun yosur el o fin r to ances recei ? ve (20 a 25 d d ni= tio 1,n 4a 01 l )
have Workers eased were since select somewhat t2022. he top 2.* (open Employ to er husing as respo nsibility to make sure employees are financially secure and
When did you most recently voluntarily
improvement On the wh o being ldes e, hcri ow be a sat yo greater isfi ur ed leve are l o employer yo f d ue w bitt? h the contribution to and affoOv rd er a hea all, ho lth w insu ( u Debt seful ranc e is are pl a a t pro n he yo bl fi u/ na em yo nci ur : 2025 al fa m wil ell yn ness is = c 1o ,0 m p 2f3 ro o )rt g a ra blm e (wi s)t ? h?
th
most Ho Su tow pp yo w o ur el se ls do en you s you e w of o feel rked workp you folac r an un e der emp wel slt-and lb oe yier n g? t h th e at S ret el o ec iff remen ered t your al t tbenefi op l of 3 the ts benefi that at yo w ts ork? ur lis t emp ed PIf l eas bel you loyer e o w, had s el o and ff ect ers an up t to un hat to yo expect yo u? 3.* ur ((Em J emp us ed pl t expen doi o lo yyer er ng o gav s en ff e ers of ough e at $ you 5 l0 eas to 0 / $500 $ get t5 o ,0 n 0 a by e 0 , or
To w w oh rat ke ext rs.ent do you feel prepared to handle the folper low iy nea g (r? 20 (25 20 n 25 = 1 n,= 40 11 ,4 )01) Average Concern out of 10
Offered Benefit Work-Life Balance
Intelligence-Powered Tools for Customized Employee 53%
6 Annual you the mo Work st stres plac s? Sel eect Wellness the top 3. Surv (2025 ey n t = o (WWS) 1 p,4 3. 0 1 () 2025 n=1 1s ,4 (0 suc 1)h as Ozempic) for weight loss as part of their health benefit 65%
plan cover GLP-1 agoni least so tsne forb w ene eight fit :loss 2025 ? (Has n=1 h ,3 e1 a4 lt)h improvemenbec ts too yme our mo emp rel o or yer’s less emp impolo rty ant ee fb oenef r its programs and
employer for the next two years? (2025 n=1,401) the next two years? (2025 n=1,401)
statements? (2025 n=1,401)
become more or less important for
participate in a financial wellness program? (2025 n=1,401)
Surv emple oy y spo ers? (20 nso 25 rs n=w 1yo ,4h 0ur o 1) emp helpe loyer d c sh urr a ent pe ly t oh ffier s ye you? ar’s (20sur 25 n v= e 1y. ,401)
selecting the right benefits for you? Please help/guidance in selecting the right benefits
(Employer of Cfers ontrib w at ut el les leas : 2025 a tL ot one n= 9 ben 64)efi Co t: (nt E 2025 mpl ribut o y es n er = a 1 o , L f3 fiters 1 tle 4 ) at least oD ne oes benef Not iC t: o 2025 ntrib n ut =e 1,314)
Strongly agree Somewhat agree Somewha(tPart disaici grp ee at B eed nchange efit in Plan f i Rna ecoSt m nci m ro emp en ng al dat l iw o ylno ell sdyers isness agr? e e p (20 rog 25 ram n=:1 2025 ,401 )n=654)
employee benefits pac Strong ka ly ge Ag o re ff eered So by me y wh ou art Agree Somewhat Disagree Strongly Disagree
month that fin you anc res ic St a po o lrongl ev ul nd sen es put y .t s ( A 20 in g inr 25 yo e an e n ur y= of l1 if,e 4 t? 0 h Som 1 e) fo ew l2025 low hat ing A acco gben re 2024 e un efi t t: s /p 2025 Som lan 2023 offer ew n s.= Y 1 h ou ings? ,3 at 1 c 4 D (o )E 2022 is ul m a h pl d ow g n oy rput o eer te w ca offer o al u ri l ln of d s46% g at St you yo abo lNot rongl ea ur sco t ut mone on y me e tD h be iei s up a nefi y r g jo on rw te b: : 2025 e ia t h 2025 sti h n n= e g 1 ln ,e fun 3= 1 ben 4 8)ds 12 )efi to tpay , just f o a r
AI as a tool insura to nce help : 2025 St nwith ro =1 ng ,26 ly 9 )a bene gree fits, but Somewhat agree Somewhat disagree Strongly disagree
Abou more t 66% flexibility reported th of at th benefits eir emplo y to er schoose ’ efforts to from. help Mort g employees age/Rent manage their
offerings? Pl emp easle o y sers elect to t o hff eer? top (20 3 25 mo n s= t 1 v,al 40 uab 1) le improvements.
51% Extremely
employers to offer? (2025 n=1,401) 51%
Very Concerned Somewhat Concerned Not Too Concerned Not at All Concerned 6.32
39%
sA el M ect ajo o r P nrlo yb tlw em o . (W A ant Mino s mo r Pro re b lg em ui dan No ce t a Problem2025 2024 for you? (Prefers meeting with benefits
81%
46% 47%
Too/Not at
employer? (2025 n=1,401)
Saving E35% nough for Retirement 2025 2024 2023 2022 2021 5.84 5.81 5.86
few (20 , or 25 us ne = 1 th ,4e 0 1 mo ) ney for a number of them. How would you al itl? o c Plat ea es t e h A s at el M ect $500? 44% ajor al Pro l ( t b 20 h le at m 25 app 53% n=1 44% lA y. ,4 M 0 (1 2 ino ) 02 r 5 P rn o= b1 le,m 401)
Paid Vacation Time
Concer • Th n is ab is th out e s pix hy th s iyear cal, me of th nte al W , an ork dp wor lacek W ple ace llnew sse Sur ll-bein vey,g w was hich sl biu gh ild tlsy o hi n:gher Flexibility in Work S38% chedule 81%
2025 (n=1,131) 2025 Gr oceries 2024 2023 44% 42% /Very
48% 61% (2025 n=1,432% 01) 7%
overasignificant ll well-being ha shares s stayed were the same, skeptical. with 23% saying efforts have increased. 40%
27%
Employee Engagement or Workplace Culture Surveys 2025 2024 2023
Retirement Savings Plans W 2025 ork- Life Balance 2024 2023 78% 56%
A Highe 29%r Wage 49%
82% 47% 64%
Have you ever taken sel W ect a o rGLP k-Lin ife -g 1 B for benef ala w nei ce ght its: loss 2025 ? (Em n p = lo 34% 4y7 e7 rr ) equir 2025 e an increase counselor: 2025 n=342)
53% 25% Your55% retirement All Satisfied, plan 37% savings 16% are the only 4%
Over half (53%) said that work-life balance is one of the top three benefits valued
Rising Inflation* Offer Higher Wages You Are Comfortable Using AI Tools at Work
Your Employer Has a Responsibility 56% 55% 61%
Very Prepared 2024 So (n me =1,1 wh 56)at Prepared
62% 30% 7% Satisfied,
Financial H 25% igh W C eo lln nc esern s (9-83% 10)43% Moderate Concern (7-8) Low C Me onc nta ern l W (1 ell-n 6) ess 45%
% of Compen 58%sation to Be 23% nefits 31% 9%
in 2025, with workers rating their level of concern an average of 5.8 out of 10.
16% Having Savings in Case of an Emergency 78%
Household Utilities (e.g., elec of tri 20% 58% city or , w m ater ore , gas) 37% 32% 46%
offers at least one benefit: 2025 n=1,314) 2025 Health Wellness Pro2025 gram
Health Insurance You Are Concerned About Potential Bias in
22% • The Workplace Wellness Survey (2020–2024).
45% 19% significant Take It F emergency rom Yo 13% ur Sav savings ings or that you have
81% 39% 47%
Paid Sick Time 29% 37% 43% 19% 76% 8%
37% 11% 2025 39% 37% 37% 55%
to Make Sure Employees Are
m Over ost, out four si de in 10 of iwer ncom e e ex t an red m ce o ly m /p ver eny s34% a sat tio in sf.ied with their benefits packag Less e, in Tha n $400 <2 Years Ago 42% 56%
33% 2024 2025 28% Credit Card De50% bt 34% 18% 18% 4% 30%
32% 32% 31% 31% Greater Financial Contr34% ibution From Your
38% 39% 71%
Hiring Freezes Quality Health Care Co 33% verage 45%
2025 Not (n= 1 Too ,40 P 1r) eparedThinking About Your Financ Noti al atF u A tll u rP erepared 28% 27% 2024 31% 38%
23%The Cost 36% of Healt47% h Care 5% 81% 29% Artificial-Intelligence-Po30% wered Tools for 75%
27% 27% 49%
Additionally, there was a general trend of conc Flexibi er litn y in ab W out ork f Sic na he ncia dule l well-being 48% 12% 45%
Ver Cont y Likre ibu ly te or Contribute More to a Retirement Savings Plan 33%
61% 32% More 37% 41% Time Off 18% 8% $300 48% or
Meaningful Work/Work You Enjoy39% 39% 52% 2024 2% 36% 32% Investments 31%
Half are comfortable using AI-34% pow ere 34% d tools or 42% 55% 35% 32% 10% 10% 3%
Ab I A ou m t C f oour mfo rin t21% a b 10 le Usi rat Me ng e n A their tra tiflilc yi a H em leal pl thy oye and r eE xm ce o 2025 ltlio en na (n t =or l1 ly ,1 7 ver 5) Cr y edi good t Ca when rd Deb thelp ing62% em ployees 30% 8%
Paying My Monthly Bills 37% 33%
19% 32% Employer
18% One-on-One Meeting With a 36% Mean 32% Amo un 32% t None 22%21% Yes, I Want $100 to W –$ ork 149 for T$150 his –$19 48% 9 $200 –$299
• The Health and Workplace Benefits Survey (2013–2018). $1 –$99 32% 7% 42%
Yo H u eal Are th C In o sm ura fo n rt c 31% a eble Working With People Who Have 35% 62% 49% Mean
line with prior years. Top improv M e a m kes en Yt ou s sug Feegest l Stres80% ed sed wer 42% e great 2024 er financial Customized Employee 2023 Benefit Plan 21% 44% 28% 7%
28% 37% 34% 17% 42% 15% 8%
11% 2023
27% 28% AI Tools Can Help You D51% o Yo11% ur Job Better and/or More 16% 5% 49% More
21% 40% Paid24% Mater15% ni 58% ty Leave 26% 10% 58% 2025
30% 30% 9% 2023 9% 30% 9%
8% 8% 13%
decreasi Intellng igenc , wit 24% e To h ol fisna atncia Workl well-being conc 2024 25%er (nns =1,2 droppi 27) ng from 6.9 to 6.362% be tween 24% 12% 13%2%
W 24% ell 79% 28% 37% 24% 49% 35% 2025
Benefits Counselor Charge the Expense BLS es Emtp tio mate loYo yerursC trh eat dit private 38% 34% have
Requirement The Cost of He a to lth W Inso urk ran ic neP * erson All 55% or Some of the Time 4% 59% 4% 4%
22% A Flexible Spending Account 58% 3% 3%
im Rp et ro irem rv esour e ent their ce Sa em s v ing to oti shelp Ponal lan mana wellge -bein their g, physi finances, cal w an ell- d bein a sim g, ian lard wor 25% k pl Mace ore 25% F w lexe ib lli- litbein y:18% More g. Sli Choi gh c te/M R ly e co ore m Genero m Be en nefi d ua sts t Pio aid to ns T *ime Off 8% 8%
Different Political/Social ViewpoCar ints P Tha aym ne Yn o turs* 38% 45%
20% 24% 34% More Important to Offe 20% r Now Efficiently
Mean Offered PTO:
Offer/Enhanc 78% e Pai 57% d Leave B 50% enefits 35% 47% 11% 4%
Extremely More IV m epor ry tant Job/I S to n oc m O om effe wh e S ra e N c t ow urity Not too Not at All Already 24% 18%
contributions frY om es their No 17% em pl Not oye S rure (48%), more f 2025 lexibility of 25% choice (34%) 27% , 20% 17% 48% 34% 3%
• The Health Confidence Survey (199839% –2012). 34% 34% 28% 2%
16% Quality Health Care Coverage 6.3 1%
15% 25% 37% volun 76% tarily
Amount of Paid Time Off Richer Employee Benefits 21% 202435% 44%
34% 2025 31%
Eight in 10 were at2025 least 12% somewhat satisfied wit 70% h the PTO benefits they get at Choo (FSAs)e 55% From Ben C ea fitrsd
2022 and 2025. 48% 29% 12% 11% emp 12%loyers spend 30% of
33% Personal Loan or Line35% 19% 2024 13%
Interested Interested LackIn ote f E re m ste erd genc In yte Sa rev site ng ds Makes Intere Y so te u d Offered One 2025 Som 36% ew 10% hat
Workplace 2025 Wellness Survey
fewersha felt re t he is c same omfo r ab taout ble usi fina ng ncia AI lt w ools ell- f bein or Pai d cu g, Bs er t wit o ea m ve hi zjust m eent d ove Leav r eone-third rating their
Efforts to Promote Diversity, Equity, and27% Inclusion 23% 14% 8% 2025 50% 54% 2024 2023 2022 2021
Emergency Savings 2024 Gas 2 to <5 Years Ago 54% 6 7% .3 ch 7% anged
Housing Costs Will Continue to Ri2025 se (n=297) 2025: 20 days 20% 6%
41% Str 59% on glEvernorth y Somewhat Neither Somewh 30% at Strongly Do11% n't know
Household’s Financial Well-Being 21% 5% 34% 5%
2024
more resources/benefits to help with financia73% l 27% we ll-being (32025 3%), and PTO 16% $400–499 34%8% 4%
AARP 36% 36% 18% 18% 3% 10% 22%
36% 49% 33% 13% 5%
Extremely T h Se aA tim sfou ied nt of Debt I Have Very Satisfied Somewh More at SB a e tin se fie fitd s/ Resources toNo Hetlp Too With Sa Yto isu fired Not at All Satisfied
• The Value of Benefits SurveyF (ee 19l99 Str e an sse dd 2001). of Credit Debt Satisfied,
38% total 5% compensation on
work. Workers wer Co ent o rif bute fere or d C an ont ari vb eute rag M eo of re to 20 an da Em ys er 37% of gency 2025 PTO 2024 S av per ings ye Pa la rn . While paid You Ae Comfortable Using Artificial-Intelligence- 55%
2024 (n=1,505) 27% 21% 25% You A 14% re Com 51% forta 4% ble Opp Usi 47% ng o34% rtun Artite ific s ifo alr- Care22% er 6% employers in
29% 46% 25% 6.4 3% 3%
Account 75% 2023 Virtually Ask Your Family/Frie 41% nds
2024 (n=268) Better Opportunit Extrie es me tol y Disco Vnnec ery Uts e Frfo um l So 35% mewhat No 2%t Too Not at All
Retirement Savings Account (401(k) or similar) 48% Agree Agree Agree nor 35% Dis a21% gree Disagre 34% e 18% 43% 19% 33%
emAn pl0% o em U y n to ee pl r x < h p 1 oy 0 ie g % c ee h tl e y d bene . 10% fi t to pl