The benefits landscape is rapidly evolving in the workplace. As employers navigate a dynamic labor market and look to attract and retain a talented work force with diverse needs, one option is to extend their benefits offerings beyond core benefits like retirement plans and health insurance. Data from the Employee Benefit Research Institute’s (EBRI’s) previously published Financial Wellbeing Employer Survey (FWES), a survey of financial wellness benefit trends among large employers with 500 or more workers, suggest that organizations are increasingly broadening their offerings to include a wide range of benefits that address an equally wide range of worker concerns and priorities. Voluntary benefits — such as dental, vision, and supplemental health benefits — can play a role in helping workers manage day-to-day expenses, weather unexpected events, and better prepare themselves and their families for the future.
To build upon the learnings of the FWES and to develop a deeper understanding of the voluntary benefits market landscape, EBRI has partnered with Lincoln Financial to field Benefits in Focus: Supplemental Health, Dental, and Vision Perspectives. This body of work includes a series of surveys that explore the awareness and utilization of supplemental health, dental, and vision benefits in the American workplace across employer, broker, and employee audiences. The intent is to uncover trends, challenges, and opportunities for strengthening financial protections available to workers at employers of all sizes.
The first survey in Benefits in Focus, focusing on voluntary benefits from the employer’s perspective, forms the basis for this Issue Brief.
Key Insights:
- Ninety-six percent of employers say their benefits budget has grown during the past two years, including 76 percent whose benefits budget has kept up with or exceeded inflation. Budgets are expected to continue to grow; more than two-thirds of employers anticipate increases to their benefits budget in the next 1–2 years. Employers are also looking to bolster their supplemental health offerings with the inclusion of family and reproductive health riders, such as infertility benefits or adoption assistance. Almost two-thirds of employers state that these riders would add value to their supplemental health benefits.
- Most organizations report improvements in employee satisfaction, recruiting, retention, performance, and employee health as a result of their employee benefits program. Improving worker morale is the top-cited reason organizations offer employee benefits, and 85 percent of organizations say they see a positive impact on employee satisfaction because of their benefits program. Nearly three-quarters of employers also see an impact on recruiting, retention, and employee performance, while 70 percent see a positive impact on employee health. Offering a full suite of supplemental solutions amplifies this impact — employers that offer accident, critical illness, and hospital indemnity insurance are even more likely to say their benefits have a positive impact on retention and absenteeism.
- Nearly three-quarters of organizations list health care costs as an issue their benefits program is designed to address, yet only 11 percent offer accident, critical illness, and hospital indemnity insurance. Seventy-three percent of employers say health care costs are one of the top issues faced by employees that their benefits seek to address. While 93 percent offer medical insurance, 83 percent offer dental insurance, and 80 percent offer vision insurance, supplemental health insurance coverage is less commonly included in a benefits program. The most commonly offered supplemental health benefit is accident insurance, but less than half (46 percent) offer it. Far fewer offer critical illness insurance (27 percent) or hospital indemnity insurance (25 percent). Only 11 percent offer all three of these supplemental health insurance benefits.
- Many organizations that offer voluntary benefits have seen an increase in enrollment in these benefits in the past year and higher-than-expected uptake rates. More than one in three organizations that offer dental, vision, or supplemental health benefits say enrollment for each of these benefits is higher than expected. More than a third of organizations that offer supplemental health insurance say enrollment has increased in the past year, and more than four in 10 organizations that offer dental insurance say the same.
- By their own admission, organizations see a need to do a better job of communicating benefits information to employees. Sixty-five percent of employers see room for improvement in how they communicate to employees about benefits. The most common way organizations are communicating with employees is via email, followed by small group meetings, smartphone apps/notifications, text messages, and websites.
- Organizations that currently offer dental, vision, and supplemental health insurance say their health care costs would be higher, and productivity would be lower, if they did not offer these benefits. Employers broadly agree that voluntary benefits ease employee concerns, help workers weather out-of-pocket expenditures, and are affordable for workers and their families. Many organizations feel that if they did not offer voluntary benefits, they would see premiums for their group health insurance plan increase, and some also anticipated lower productivity and more absences.
- Larger employers are currently more likely to offer supplemental health benefits, but small employers see value in these benefits, and their budgets are increasing. Organizations with fewer than 500 employees share the same motivations to offer benefits as larger organizations and agree on the value of accident, critical illness, and hospital indemnity insurance. Sixty-four percent of small employers expect their benefits budgets to grow in the next two years.
- Employers are interested in additional features for supplemental health plans. Ninety-eight percent of employers that offer supplemental health policies say add-on features would be valuable, including preventive care services, family and reproductive health, chronic condition management, enhanced critical illness coverage, and preventive care options.
This study was conducted by EBRI with funding support from Lincoln Financial.
Figure 26 Enrollment, by Voluntary Benefit Figure 7 Figure 10 Figure Figure 26 Figure 28 Sources of Help in Designing Benefits LesBenef s Than 50% its Budget 50% to Chan 69 Figure % ges 15 O 70 v% to er Past Tw 89% o Mo Year re Thas n 90% Figure 10, Benefits Budget Changes Over Past Two Years ...................................................................................... 14 A Tur E H Fi M N Sim Sim Fi C C E Am m m rot ow na na o ppendi io tp p ong nin ic a ila ila nc ll ll • t loy loy e b a y y ivat v r r ly l illne , , g ly e lus e e sent , w e e r, our r r Near , m m or s s a e 3 e p p ions 3 g c ion a m ss i x loy loy om m d a fo sk p p d niz ly e in e c loy e re e m nt us r e d su th r r c a ss s w s onl e s e t for e ion rt nt r not e m w a r o s w d ee y n e e p e of s t c r si r tloy m e e p Off e u - em h q lla r rp a a g e e n a e u ila s loy r nni a c ed t rg k a not r hoe s e r e e o n re ng tr d r ff ters e c to r ing o onc re e s d a w e self r m s e tb td he w o ha su e of p e si he ne offe loy nt r - tp tm he ns r a p n sur hu d fit o e ila tle id rr r e b r s b si g m s offe t ry a he tnot a a c he re v p rst e n cnt ok y e ride sponse iz ir iov y c off a w e r ing a c l he e a iding r nt ould o ti s a e d bm r o ou ins e ca m v n s b m r s. E lt olu it ts fin u a uni h b p ic t lis ot c rhe loy a d a c m nt c h nc ide l ill e t h v a p a e v n a a tlr e ra oy e ions ne nt y lue s t , lue ea sour fit b c e ss h ins s r e rlt it in hy a s b ne p tw iins h c to u c r e e op offe a r fit rw c r a l illne o ur of e a p n s b or osit a r a ot c d e rinf e c k e n e v ly ut he e . c d ion o e s o re E n mor a o s ins s a t v r p ight g im a s is c la rnd ts a b ion b e a f ho nne l a out e tu a y ion o d e hospit r-d a s e d spit t d lik nc ight e ha t a - he tne e ons t n o n vol eta ly , is ir fit a in t l ind it p or l i tb s. Mo e s o co e nde unt r u he ov hospit c ne see e e tehe m e nt a fut fit m th rst r nit s ir a y nit s. Wh of e u n ta a e y b hous ir rl ind g y e xis im e e in r ,ben ne m in e su p w te ile p ing su a e a fit d e loy rnds c m a efits rs ov t ta a nc he .nit su sk e a nc O e r nd e of ir p s t y r e re g p prog d a a , v ins d a le h a s t ic rsi tni olla a e o m hir ru ton he spond e za m re of sou a d r r nt p t y n s i a p fe io a of c a m lw rr a ns n e rl e c e e n e , is d e d r nt e in s Dental Insurance Plan Types Jake Spiegel is a senior research a To ss p oc Issues iate, Heto alt h a Adress nd WeaW lth, ith at Emplo the Emp yloy ee ee Benef Benefits it Research Institute (EBRI). Expanding the Ben Enrollment efits Hor Expectatio izons, n: by Ho Volun w Emp tary Benef loyiters View 100% Sentiments on Dental Insurance Not Sure, 2% a e sa une w t w he or a dha c b m e it hy g v c out si ah p tide a e lt xpe g loy niz d offe th p 17 nin he nt ot w e a c y p olic or g t he r tr d ins e io s ed e m es k t d rr r ns he e c ie igh u e he v e r e ig spond rs. P s hundr ir olun nt v a gn a t e n a b lt n jus ed offe c a v e rh e e nd e tne - a v to e a rtre e r he d g fit y 15 e tn l v ra a d tb one s te m olun ha tiv s in o e e e d p offe selv e ne d d e t d rse r su t it e tc fit h es a r xpe e e sa ing ut e r rp s. Em nt s high v y y s p - i v c , le b ns of .w e of e y e G m s e ould s, suc -e ne et p iv p sm s, a eoc loy m r nt e fit o an th a k p ta n s in t seri s w le ing e h lo le l he ly rts d y ra is c ousl s for e e s m 11 e o a ll a he e inv m id st lt s hundr h b p s a y p e s la fu ol loy c n ercen c a ro v t tnd on g e g a ur m e e ne e r l he m re ly e si m s, e e e fit e d a a u d ing a t nt e a sed rnd nic s of g e w r lt o , r sh ff a e e e w p a w d e rc e m e t su e it d d ion , ha onc c r h olla p ing tt a p m houg iv loy tp ts or c he e e fe or , rc rt ly s in une e e w n he ia t rd . not s a t h in s it lik or ur en m h m e b e ion th w 35 ly if a t, out s sl e y criti t txpe t ight ight he p he d o e p esee a r y v a c p c ly t e y c m t e w la e it lop ing a n s a ould d n w a l il m tp na he r p ra d for ov e ln osi g e le p le a e r look for e id e or lt e r m tr p s h ca ie e v sh t a s e s a ing t g e ff ie ,nt ula a or a im s w rd r e n e p td a r he p s t r in a d a p c og e it ab tost xpe ir c h h th h a le tr a b o c a p on s, show n w le s o a m ns la e p m nd s, c n p ir it e rm o it e s su a b v g h o if e c uni 9% r l in e e a rov uit r ne rn b a m t ne c che ide g h d a m fit p e r te em loy r a e io e s b low r ts d nt .v o ns olun e Fo n r t su e he o ( it in w 78 s k rp y e e e tp r a ra or s. e rcy h t Bridget Bearden is research and development strategist at EBRI. This Issue Brief was written with assistance from the D Thi ev s Th eIlop es Co su ing e m p Ba a rn ie d y I fe ts e unde e ple f/In r r tunde e sc rno ar l Co e rst s la t le he nding ag ug ersow of ing emim ploy por et ra s’ nc meo of tiva vtolunt ions a for ry offe bene rifit ng s in volunt t 52% he aw 11% ry or b ke pne lacfit e. s is Em epss loe ynt eria s l fo arer b op roa tim de izi ning ng Figure 11, Anticipated Budget Changes Over N Has ext Dec One reas ed to , 2% Two Years ...................................................................... 14 13% Voluntary15% Offer Mo ing re Thas n E xpected About Expected Less Than Expected 16% Appendix Figure 1 90% Agree Neutral Disagree b a c Fi p m st b Our aor sk e e e g rw ost r ne ne ong ur rc e ide e e su d fit fit e cnt e t for rnt i s, 2 a rv v ) e a 1 nd e e in h xc c nge t. y tha us o le he s N e m tfound u p ns he ine ita m p r tof hospit sm a e a rd , te s, fr n ry e ne a e c nt w m fd p te. re h a e om a ong a w d a a s no r l insu m c S l ind s, show tit e e e h tr n he v s, a e ot t t e spond rhos e r nt oo he of a m pn n y lur r m nit d e n b e - c t m r e a h c e w for e y , li ont p r a e nt ho e ttins loy sons low he y e s (7 im a of d ur p e cm p idn’ e t rin , a s b r 4 r rost le e nc ov c s Fi spond e p how ns te nt e e e g offe lie c r m e ur c om cs, show of ou n b e v eee n nt re m e d ld t 19 nt a e ) , m on , ny a low som sa s . p c sh E c loy rn b v rsu e ide m ow e e in p e spon e p p or w e nt n r loy p e Fi lo s sa o tm le b e g rins w e m k p d se e ur re low loy y e s e in a e ur r nt w s he r1 e a Fi xpe e a ta 4 r in nc hous a s im la g s fe l he . lur t te Fi A c h ions n im t e g p lt a p e c a ur r lt d 1 r a nds o tov h b hip 7 he re v inc e p . ide e 2 r y Four c e d o of r 5 w os ne e c v s fin . ov it ould a e d tN h th fit sed d s a olla e e in r s a b aa rn us r 10 h ( e e r ll w a ly c 69 s in a ir b iine one v a tsent e b e l p w or p m r sune o e d ok k s out r p of r -one e ot e c t loy e r hir e e e xpe r tis nt sa he c e d d look m t a r )t a ion, s of s b .is c t b t ton ing op O fe e a e tr d or c tp g rlie a e is te b e e a ion c rspond p su v r niz xpe a cha jot e c oun ob e , k d a e p s fa w ns tb , n ts a io ha it te tsh e e ia h ns tof nt c s, a w tow le ly i s indi n if t e d c t e c h a nd n b rb rn four a r e he e y e td a g it e uc o y c si ilow a v ff d ng e ting e e id d rd I t the he nst it foc du esi tus eg ’s r n a of end tsea heut ir rc ili b h a e za ne nd tion o fit Hee s b al d th Ca it f t e oy r he ond ia re Cos se l st tp a ts rr ff aog d s. itrion A am ny a s. Wi l o vieff w e thou s e ring xpr ts su ins ess icgh a e ht d s s in t int 40 his o 1(t k he r)e p pst o lar rn t a s a taerg end ie those s he beahin ltof hd ins t he the ur a se a ut nc hor offe e. s a A rings, dnd dition sh orould a g 73% llayniz , r not e ase tio b a ns e rc h 100% HR o Has r Pa Gry ow ron, ll Pro and vE id xe cee r ded 46% Figure 12, Rank of Reason for Offering Benefit, Among Those Planning to Offer ...................................................... 15 Employer-Level Descriptive Statistics Has Grown, but Not Kept up Figure 1B 8% By Jake Spiege10% l and Bridget Bear 10% den, Ph.D., Employee Benefit Research Institute if t e not a c in a a fa m ould ll t b nd m m asent Fi he nif p h il offe g loy fiv y ry ur e e a e a e st e d ls e e r nd e id e a e y o su is v 3 te m p iion o m 0 a not si a r p r p lla e . rod p on loy s, a p w Ov le y roffe e uc od m f e b e fin e rnd e e e t r e u iv m ne s t a nt rha not c inc a t p c ta fit ha iy not r lf loy v l he iit e a s, t a m t ( i l c c ls 58 e he he ta ar a he o he jon l il s b Inf o lr a tp b r h ir lt ll23 y c ati e e ne e h b induc e rb ing b m on ing c r e e ss ns p e , ight ne ne e nt e 8% a ne , r ins m e fit c ) fit sh fr e m ot fit rsu s ur s nt e e ow e iv s, suc q p — see ff a nt ue a or rn e n b e ts fo a c r e tp nt k e e c d fr or c , e d t h a ly o ide o rtlow a t o t m e s w e c he as inf d m ioffe nt d t low e rin d a p , e e d rloy ll a r c e e rFi w e e m r ss riv la rg a tte s hi ot olun ili ic . s s ur p r tio s tW a iv ry .e od l ns om g a hil ill b t2 he ta uc ion hip e ne 3 e re ne . r y t 93 ss iv rFe cb oom for ( fit spa ost it Fi e , w y p s or ne a g e s for nni nd ur o e rfit rm c e e a ng highe s t hospit p nt d 1 loy itop m 2 o he si offe )p he . e x ye tir ion a rr r I a ov s, how m lp e he l ind rr p e a r m w a o r m rss o lt s or e r or e e v d h insu irm st nt ing k e ic ae v t a ni a , m r e e n l in s w t s rw c or y , m hil r e d or e a su ins e , ue a nv nc e , k w na r e sh ur a a e is ould trn g not o ione a ow p rc e e n p r e te c une oor w he , n b e a e m d n 83 ls r — iu t o te xpe ion, 6 he m low p a w or p e s on d c e e rne k d on c tr re in e e c ev g rd e nt a a m ta Fi n vhe lue e t c is toffe ior g xpe v cion, a ur o e e ot d t u e o m r ns lik h nt 9 e tit ae e he . rnd tof ly s. e ir d ascribed to the officers, trustees, or other sponsors of EBRI, Employee Benefit Research Institute-Educ 13% ation and indic risk ia m 80 te p % s t lem he ant t eing mpb loy ene erfit s a s rt eh e axpa t are nding misa tligne heir d foc wu its fr h th oe m ir si ob mjp ely ct iv he es o lping r t ha wor t fa keil t rs r o erteirso e na to tp er w ovitiding h the p irr ot wor eck tions forc e fo . rB ty h eir High Costs of Living or Daily Living With Inflation, 20% 1 to 49 employees 18% 6% November 1 90% 2, 2025 • No. 64 6 42% The Dental Plan Provides Affordable Coverage That Allows Employees Dental PreferrHea ed Pro lthv Iid ner su O ra rn gan cei Pro zati Em on vide p rloyer Benefit Offerings, by 40% Employer Size Expenses Figure 13, Rank of Reason for Not Offering Supplemental Health Benefits, Among 85% Those Not Planning to Offe 13%r.......... 15 fa Roug t c ha t su ao he onseq not ilu p nd, see ir prhe le e hly b w e m a r tue o ne a e 36 d p ha s nc nt te osit fit r tnt e lf a p he e s c a l he e s of a a iv tr l insu g c le o e ere m a e a a im nt not re ls m tly t d h p p rof u c a d a tnic offe o n ha e c olic e m c tt m e e t a on m c , r tie w p ion ing ton a e lo it s. nd rd e hout y ly s le E te hospit ce 80 nha r ov cnt s b it ft e e ion a p n r a d e ce e a c c lie lot r d m e ide l ind c ( d v 86 e o ill e nt of tnt c ne d iv re p i a offe r m t tss in eoo ic he trion o ni su e c air m e s, show l illne trry n a he v tfor n in i)n a si c a a su on e ss lt nd i, v m h in r e n b a tc ins p he rnc a ov a rb o s g e y u e e sent ur v low e r. r e m a .a a Only m nc g a n e e y e c in e e nt e su ,a is Fi p nd .29 sm ff upp r g Most e e ur m ( p a r46 lt e e le fiu e r r c 2 om m r m c p e na 0 om e e nt s w . r nt tr c iv m e of e a ould d e nt l he only uc e c)m a e c 30% a r, inc p d om e ltloy e h insu p o m rr p p e od e p a tarions loy rse s a uc ed re a td g ,iv r w n ue rs se su e c iit te e y h c t d o c h a d nt t ov w hose ue p it e oor v s e 49% h th m r ta o ac a g w upun a ils e is e ho b is ion, senc ( m 7 d le os 5 cidn’ t ss ur sh p e t e s, e t o r c w offe a or end n nt r ) , Re inv fina sea en st cig ia rca l w h Fund ting ellbe why ing (E B e RI a m gp -aE loy ins RF) e t r, h s or ecahoose lt the h c ira rst teo a cff offe os. N sts, hig r e spe ithe h cirfic c E ost BvRI ol s of un nor tliv a rE ing, yB b RI ed ne -E aRF lob ily fits e — xpe b for ie ns s o e re s, a r c rtu a nd it km es p te he nt osit , im reions pta ec nt t s of io on n, spe fin em a cp nc ific loy ia p e l-olic e re w la ye t e lld - to (DP Tak Pe Ca O) re of Their Own Dental Health 50 to 99 employees 10% 40% 70% 80% 4 Benefits Co Un nex supe lta cn ted t o E r Bro xpens ke es r Unde Figure r 50039% O 9 ver 500 39% 40% a b c he a com hir not ny elow ld op m su he sm on rp in r a p a c 47 cll g le Fi tcom ion c m g p r ur ce m oup c e ant e r e ronly c re n a e 1 , l he nt ,8 m w .t e h in e w A e a r an o c or e ttlings ( lude t no h b not rie rg td e a d of a ne n 4 tin a s c he iza fe 6fit rp y om ting s io e b m r(e n’ c m 72 a ne e hospit s y only nt c fit p f) on a e , s p cr a e c c cand e e hosen. r l ind highe nt p og tle ion o r aa v e nd m e m r rc . nit a f th 29 ost T ge he y p e d s fo ins e v p m ra c hone ur rost e lue ot nt an he , c p c -om rb e re rop a spe w g sed m osit rould oup only c tst ion o iv rle e ins a offe ly a te ) d u f d g . rrtie a e o e nc s su d nt m e su a or l b b c p e e h p e ne rle a n esm e fit q fit tue e s if t ent s d xt sta s for m id l he he enot y ss a d inc a lt id g h b ve o anot s or m re ye ne b b a y sm fit undle d si v is a ze arnc ta .p c e hon cside to ent proposals. EBRI invites comment on this research. b stering, ess. c ost Volun ma ta nra yg b ee m ne ent fit, s c ora a n p mla ulyt itaude crit ic of aot l rhe ole 10r0 in he m too 2 tiv 4lping 9a e tim ons p w lo or y— ek e r e se rsea s flexib rchely rs aa dnd drep srs t ach tie tione se isrsu s 12% a elik s, e a s mta he y ib r e na tte tur r a ed a vll ise ows Fi gure 14, Conditions That Would Lead Businesses to Offer Supplemental Health Benefits ........................................ 16 42% B ackground 60% 95% Length of Relationship With Benefits Broker not c aov ccifi ide erc a hospi nt tions ins insur tu a(rl s a 3 anc 7 nt c a p e e ye , s, w rb cut it a eh th nd nt le ), ss only e sh ir tha ow ot 9n ha he n b pe r re offe c lf low e(nt 46 r ings, in w por e Firrg c ie sh ur e 2d nt 5 ow e 0 a ) 3 b to n b offe 1 out . 4 9 e 9 rlo hi it ew g m . he F p in a lo rr yFi w e fe g e or w s ur k ee rfor 2 offe 2 c. e rt ur crino ticv ae l illne r, shs ow s ins n b uerlow a 12% nc ein (27 Fig ur pee r c2 e4 nt . ) or 51% on emp how loy 70e % te o s t sto rusele cturcet t che ovse erap gaecs a kag lign es for ing w mit ah th ximu eir m uni imp qa ue ct .c ir cumstances and priorities. Insurance Agent/Broker Medical/Health Insuranc Figure Feigure 1 19 2 37% Retirement Preparedness 39% 92% The Dental Plan Saves Employees Hundreds of Dollars in Out-of- 49% Figure 15, Sentiments on Dental Insurance ................................ Figure 17........................................................................... 17 Suggested Citation: Sp Nu ie m gb eel, r Ja of k Ee m , pa lo nd yee Bsridg 5e 0t 0 B toe 9 a9 rd 9e en, m p“lo Ey xpa eesnding the Bene 85% fits Horizon: How 25% Employe 13% rs View There Exp isa an sm d ain ll but g g th rowing e Ben base of e litefi rat tus re Hor on the izo voluntn ar: y Ho benefit w s laEmp ndscapelo in ty hee Unit rse V d Stiew ates 46% . The Bureau of hospital ind 53% emnity insurance (25 percent). Only Figure 11 per25 cent offer all three of these supplemental healt 93% h Pocket Costs 55% Rank of Reas Sentim on for O ent ffe s rion ng B Critical enefit, A Illness mong T Insu hosrance e Planning to Offer 50% Paid Time Off (PTO, paid sick leave and/or paid vacation) 60% Financial Advisor Sentiments Figure Figure on Vision 31% 23 30 Insurance 44% Figure 21 87% Work-Related Stress 1,000 to 2,499 employees 15% 37% Voluntary Offerings,” EBRI Issue Brief, no. 646 (Employee Benefit Research Instit26% ute, November 12, 2025). L Fi P Ea e m gb rur p ha or loy e p S16 s u e ta rs , tns is P btoss u ric oa rs pible d r(is B lyingly L v S) Cie onseq , w , for our b ein ue ne s st ur nc fit an v s a ee cs of e ys im , found ha Ns c p ot a c o Offe ttnduc he ing rree ing tm a erd p eD loy su m ent ra evn e a ey l I y sa s on rns e tis aur son fat ac he nc ts for ion, e p ................................ rop r Do offe ee c ens rsuit r n iit ng om y t fo ebnt e r ne , ea m fit nd psloy rte o e te e r................................ s t nt mp ion o loy offe , e ae nd rs .sele I the mc p toffe re od v ing v rings olun ........ ov te a ar rra e y17 ll insurance benefits. Value of Hypothetical Add-Ons Voluntary Offerings 78% Dental Health Maintenance Organization Self-Rated Com Agreemunicat Neutralions DisA agree bout Benefits SentimentsV on ision B Ho enefi sp ts ital Indemnity Insurance Sentim 2ent ,500s to on 4,9 9A 9 ccide employnt ees Insurance 7% 40% Agree Neutral Disagree use 31% 50% 81% Retirement Plan Provider 26% w b de e or si ne k ge fit ne r s 10 m d , or M su o to ra che h le ore Y a lp or s d (ea DHM w sre a or snt tO ik sf )a ea l, rs a cv tion isdion, d rw ea ss as t nd high he su m p he p ost le 8% alt m c h e om nt cam a re l he only cost a ltc s, h it e ins dd a ily ur re a a liv nc son ing e. for Re expe p offe or ns ting re ing s, a in bnd e itne s E pfit rm ot sp , eloy sh ction ow ee n b a Bg ea ne ein low fit sts in t tin heFi une he gur Unit xpe e 4.c e td e d. Critical Hospital Financial-Related Stress 70% co33% nsultant, Fi gure 17, Sentiments on Vision Insurance ............................................................................................................ 18 5,000 to 9,999 employees 7% 85% A Lot of Room for Improvement Some Room for Improvement Strong Communications — No Room for Improvement The Dental Plan Provides Affordable Coverage That Allows EmployD eee sn tal Vision Accident Copyright Information: This report is copyright Dental e B denef byi tsthe Employee Benefit Research Institute (EBRI). You may copy, By Jake Spiegel and Bridget Bearden, Ph.D., Employee Benefit Research Institute • Many organizations that offer voluntary benefits have seen an84% increase in enrollmen 38% t in 13% these broker, or 81% W H Stow a he tee n a s su 4v 0e % sk r, re v ed e m ya p , b loy tou heet r B t s L he h S a found v va el ue div p e tha rrop se t osit 43 pop ion o pula ercte ion f supp nts, a of w nd leor mte k he e nt rrs i a el n th is he no alt eh b one Unit e-ne e sidze fit St -s su fit atse-c s h ah a ll a ju s dst a aic c fic c cid Ie la lss n e tion e nt s ts o ins for de ur I n nt offe d aa n el b m cre ing n e , itne c yre ifit tv ic e s, a n o l illne and ne a ss spe n otche ific r Fi 30 n% ancial We to lln Te ak se s Be Carn e e of fi ts The Ve ir Fam ndor(s ily’)s Dental Health 35% 18% Preventive Services (mental health support, health screen1 ing 0,s0 , w 00 ei o ght r more 6% Agree Neutral Disagree 30% 74% 81% Work-Related Injury Agree Neu61% tral Dis 31% aa gd rev eisor, Fi prg int ur, eor 18 d, oP w oss nloa ible d tC his onseq repo ue rtnc solely for es of Not p e Offe rsona ring l aVi nd sinon on Icns om urm anc erc eia ................................ l use, provided that a................................ ll hard copies retain a......... ny and 18 The Defi V ned isio Contr n Pla ibuti n Pon Ret rovideis rem Aff ent P ordalb an S le Co ucv h as erag a 40 e Th 1(k at )A , 403 llow(s b), or Emp 457 loye P els an The Cr ben itical efits IllneI s in m s/Can pr th ma ov ce e na e past rd Ins g O em uran ve en ra t c y lprogr e l P W ea lan o am rr k Cov a s e)n r ers d S h a Thou tis ig fah s ca er tind on - s th of Dol anla - #2 rex s pected #1 uptake r#1 ates. Mor#1 e than one #1 in three organizations ins b 28 ene ur pe a fit rnc c.e A e nt , r a e ha nd tirde hospit m acecn etss a p l ind la to n, vie fo si m on r nit ins ins yt a ins ur nca u enc r, ac n ea c in 202 n a e, e ttm ra p 4 cloy .t Thoug ee m rs ploy br hoa e te he d sly aFi nd ana g rhe e ne clp ia d l ttha W hee tm llbe the pring se epa pE r la m ens p for loy he re e lp rt ir Sur sa em vv e ee nt w y , or (FW aknd er Es si S an e ) g dni oe mfi p s n clo an y ot e t r 59% 90% 80% 9% Figure 14 89% 9% 30% Has Part-Time No 28% 19% Profe 60 s% sional Empto lo Tak yer Orga e Care n of iza T tih oei nr (PEO Own V )ision Needs 20% in Unexpected Health-Related Emergency Expen12% ses 27% 57% all copyright and other applicable notices contained therein, and you may cite or quote small por 66% tions of the report, Increased Employee Productivity #1 #2 #2 (tie) #3 #4 that offer dental, vision, or P sai upp d Mate lem rnie tynt /Paterni al he ty Lea alth b ve enefits say enrollment for each of these benefits is higher 33% Fi m su cov g a m ur te c s of rh c e hospi 19 am n in , o Se B tne a ud cnt l ind e g yeti nt im in out ng ie v e a ize m nt nd n s on -it Mo w of yor n -in p ey C koc su e Ma rit rk s t ric na a ea n to g l I c em ee st xpe lln , eC a nt it y e o ndit . ss found n Ma d Ins ur it ny ie o ur s a tn e h am s a nc nd tp T e rloy h o ................................ aughly a le la tr y s W c ao o ltso c u hr nc ld e ee r itL ns e 25% in e d a a 10 k d beout e B cp om u ing s une ................................ ipn a ae xpe n he s ie ss e a c elt ts ehy m d t p o e w loy xpe or ing kns for e ov s. ce e ................................ r (50 690 w per or ce kn etr)s , offe attra r cting . 19 Employees Yes 81% Uses 6 to 9 Years 15% 66% Has Grown, and Kept up Figure 1A 42% The Dental Plan Eases Employee Concerns A A bouT t Pa ying A for G L A N C E 20% 41% provide Tra d d te ha Grou t you psR /Bu d eo ds u iso ve n ce es ds As Er m b s p a o lt o cim y iae ti e o a n F nd sinaw nit cih p al 5% Srtop rese sr citation. #3 Any use #4 beyond # 2 t he (tie sc ) ope of #4the for#e2g (oing tie) requires EBRI’s The Accident Insurance Plan Provides Financial Protection When 77% 38% c21% onsultant, 10%than expec 36% ted. More than a third of organizations that offer supplemental healW th insu i54% th Inflatiron anc , 68% e say enrollment has 34% t ca rile tic nt a l illne and rss ec in ruit su ing ranne cew a nd ema pcloy cide eent s (6 ins 7O u p rfa e fe n rc r ce eS nt . u )p , p and lem be en ing talc om Hep ae ltth it iv Bee w ne itfh o itsther employers and reducing turnover Unexpected Procedures Like Crowns, Root Ca Short- nals T,erm D and Fil isabi ling lis ty 90% 10% Less than $ Figure 500,0005 65% 2% Dental Point-of-Service Plan (DPOS) Employer Benefit Offerings Figur50 e % 20, Possible Conseq Unexue pecnc tede A s of cciden Nts ot O 12% c Offe cur ring Cr12% itical Illn12% ess Insurance ............................................................. 13% 19 Family and Reproductive Health BeneDe fitsbt (infertility benefits, adoption 24% broker, or The Hospital In Re dem duni ce tyd I ns Huranc ealthe P Ca lan re P C rov os idts es Flexible Benefits fo #5 r #3 #4 #2 #2 (tie) prior express permission. For permissions, please contact EBRI at permissions@ebri.org. However, there appears to be a disconnect: Employers who offer supplemental health benefit 63% s see a great deal of 10% 6% increased in the past year, and more than four in 10 organizations that of 88% fer dental insurance say t11% he same. The benefits landsca Pu prc e his a sr in ag p Al idly e liancv eolv s ing in t 5%he $5 0 w 0or ,00 k0 p lta oc le es . sA ts ha enm $p 1loy mie llir os n navigate a dy 52% namic l7% abor market and look to (both 62 percent as )s a iss tanrce ea , m son aterni s for ty/pa offe ternity Im ring bepa nefi the ts ct )ir of w oO rkff erering s bene Emp fits. Alo ddy itee iona Ben lly, tef heits se motivations were consistent across advisor, 0% Employees to Use at The A Heal ir Di th S scra eti vings on Account (HSA) 64% Improved Employee Retention (e.g., The Cr Tihe tic V al iIl sline ons P sl/Can an Sc ae vre Ins s Euran mplo cy ee P es lan Hun Prdreds ovides o A f Dol dapltab arsl i e C n Ou ovt- erage of- Figure 21, Sentiments on Accident Insurance ........................................................................................................ 20 To value ga, in ye ins t m ight an yin etm o Dep t nta he loy No l e v t S olun rs d aving o ta E not rny ou b goffe e hnerfit V t iss he iMe oc nse ur dical rb $ e /Heal 1 e nt ne m ly th In ilfit lib os e n s. ur ing to D anc e le e offe spit s As c ctih e r de a en he n d t , $aa 2lt s w m h ilc lie a oll a n re s p cosetr s b Cr ce ite iv icin al ed g c aha top lle-nge 13% fives a Ho isssu nd pita el op In em de p72% p m or loy nitty uni 93% eets fa ies ce, 24% Critical Hospital #4 85% 87% #5 12% 10% e at m trp aloy ct a end r size ret . aIin a mpr ov tale ing nte w do w rkor erk m for orc aele w is it h a n im divep rse ortne ant e d cs, onsi one de rop attion for ion is to m o est xt e end mptloy heir er b s, eb ne ut fit d s offe rivingr ings busine bes ys ond core 45% 0% That Allows Employees to Tak Poc e Ca ket Cos re ots f a Wide Range of Needs Government or Other Agency Partner 4% R eport Availabili low ty e: r w Thi ork s r foerp ce or tt u ris n oa vv ea r)ila b Long le on -Term Di thes int abilie tyrnet at www Ac .e cib dre i.or nt g 40% 4 to 5 Years 60% 36% • By their own adm Fis irm sio Rn ev ,e organ nue izations see a need to do a better job of communicating benefits The Dental Plan Is Customized to O$ u2 r Em mipl llio oyn e es to less than $3 millio60% n Illness Indem10% nity 32% r jus ela t tunde ed to r ehm alf of ploye t De he e nta e nga e lmpgloy em ee rnt s su and rvea yV e did s op io for ntio n o this f I su ssp ue ple B m rie e Ant c f coffe ia den l he tread 36% lt h, acc dide entnt al, ins aCr nd uitric av al nc isie on , ains nd uunde ranHo ce rs , ptihr E taB l In eRI e de in m and ni10 ty Loffe incoln red 35% Dental Benefits 35% 83% benefits like retirement plans and health insurance. Data from the Employee Benefit Research Institute’s (EBRI’s) out Figur coem 22 es , aPnd oss Q: W tible a hale t pnt eC rc onseq e m nta agn ea og f ue ee lig m nc ibe lee nt es of m pa lop yN e p eot e s a a re rOffe t eo nrojr lus le ing d t inify th Ae c t bc he eide ne fid t? ne t nc =3 Iis ns 3ion to o 8 ur for a denc ntae lf , fe ................................ r voluntary benefits a ................................ s well. ..... 20 Improved Retirement Savings Child-Related Expenses 21% 59% The Accident Insurance Plan Saves Employees Hundreds of Dollars in Traditional Defined Benefit Pension or Cash Balance Retirement Plan Employee S Oa th tie sfa r Th ctioird n -Party Provider 6%$3 million to less than $5 million 12% 85% Chro3 ni 2c 6 Co for nd visiiti oon n, M 18I6 fan fo Y ag r oau e cme r c id E e nm n t (di t,p 1l0 o ab 9y e fo etes r ecs ri c tiA are, te ca slk , a end d le f 1 me o 04 r d fo Iitc r h ino e f sp oita r l indemnity #5 #3 #1 #5 (tie) information to employees. Sixty-five percent of employers see room for improvement in how they 88% 55% 12% hospit Financa ia l ind l hae vm e nit pay rt ne insru erd a n to cefi or eld ct rhr itic ea el illne surve ss ins ys ex ua rm anini ceng . Yv eolunt t, those ary cbom ene pfit anie s. This s tha tI ss did ueoffe Brie r ft he focm us b ers on oadly re b su elie lts fr ved o m tha t 59% Unexpected Health Care Costs previous Defi lyned publis QContr : Howhe i buti B doed eh on Ret s a Fi thv eina o nir u rem n mb ce ent P ia r ol We f e lan S ligibllbe le uc eh as ming plo a 40 yeE esm 1(k enp ) ro , 403 loy llinge ( ib), or r n th Sur e 457 bev ne e P fiy t l an c( oFW mpare E S) to w , ha at su your w voe uy ld eof xpefi ct? nancial wellness benefit80% trends among chronic conditions) Q: What $ ty 5 p e m oif lld io en nta tlo in s le us ras n cte h a pln an $ d1 o 0 yo m u p ilro lio vin de ? n=3338% 8 23% Figur30 e % 23, Sentiments on Hospital Indemnity Insurance ......................................................................................... 21 If It Could Be Demonstrated That It Would n=338 for dental, 326 for vision, 186 for accident,A 1 c0 c9 id fo en r t In critis cu arla , a nn cd e 104 for hospital indemnity communicCa atre e er Mo to ebi m litp y/Tr loy an ese itis a on bout benefits. The 18% most common way organizations are communicating with Traditional Indemnity/Fee-for-Service 51% t the hese firs su t p su prle vm eye , nt exa al he mini alng th b ee m ne ploy fits p er rp ov eride spe dc taiv ffe os on rdable volu p0% rnt ota ercyt ion a bene 20 nd fit % sf ra end que the nt 40ly % fin aa lla ny ce iadl p 60 er m % ot pe loy ctions er c80 onc t% hee yr ns prov su 10 ide ch 0% a to s Improved Employee Re 0% cruitment 20% 40% #4 60 #3 % #2 (tie80 ) % #5 la rge em The p Cr loy itie cal rs Il lw neit ssh 500 or /Cancer Ins uran mor ce e P w lan or Ek ae sr es s E , su mpg lo 8% g yee e Co st tnc ha erns t organizations are increasingly broadening their offerings to Vision Benefits Tabl e of Contents $10 million or more 33% 80% The Hospital Indemnity Insurance Plan Covers Thousands of Dollars in Plan Improve Recruitment and Retention Figure 4 The Vision Plan Provides Affordable Coverage That Allows Employees 29% 83% 15% Enrollment Abou tre t P nds ayingov fore Da r tyhe -to- D pay ast Li v1 ing 2 mont Expenshs es to H sug elg p F eoc stus th on at employee interest in v79% oluntary benefits is rising. 19% While most em2 p loy to 3 Y ee ea s is rs via email, follo A Flew xibl ee S d b pe yndi sm ng A all g ccount roup (FS Am ) eetings, smartphone apps/notifications, 32% text messages, and Figure 24, Possible Consequences of Not Offering Hospital Indemnity Insuranc81% e ...................................................... 15% 21 A inc mre era ic sed an w ab or sent kers. e Re eis d Un m uc ex , ed low pe d cted is ea r Hos b p ilirtod y pi tal cuc l E a Qix m t : How p iv s en itsy m es , uc ah nd do yhighe ou agree r w tiur th th nov e fole low r. ing E m stap telo men ye tse ? s se n=33 #5 8e the value 49%, too, as evidenced by higher- include a wide to ra Tnge ake Car of e b ofe T ne he Lo fit ir Fam w W s th ag ilya ’e sts Va isd Q ion d : r W e Need hss at ts a ypn e e ofq dua entlly a16% l in w suide ranc e r a pnge lan do of youw por rovk ide er? c nonc =338erns and priorities. Voluntary If It Could Be Demonstrated That Absenteeism RecoveryA Flexible SpenT dih ne g A m cc a ojo un rt ( ity FS o A f )employees live in one state 55% Background ................................................................ Motivations fo ................................ r Offering Benefits ................................ 69% ........................... 5 20% employers reported that enrollment in dental, vision, accident, critical illness, a 34% nd hospital indemnity insurance was Enh wae nc bed sit C ers. itic al Illness Coverage (genetic testing for cancer risk, than-e Expe mploy cee te Rec d enr ruitoll mem ntent rates for these volunt Lia fe In ry sb ur e anc neefits. A comprehensive suite of coverage options expands 74% Q: WhaW t wo ou ulld d b D ee tc hr ee ta os pe th ree reasons for offering [the benefit] to employees? n=58 for dental, 64 for vision, benefit Ts he — Ac csu iden ch a t Inss d uranc ent e P alan l, v Eias sies on, Emp and loyee su Con ppcle erm ns Te A hnt e b ou m al he t a P jo ar yia itng y lt h of b ee m ne plo fit ye se — s l iv ce a n p in ola ne y ra e griole on 49% in helping 23% workers manage day- Figure 25, Value of Hypothetical Add-Ons ................................................................ 44%.............................................. 22 Caregiving for Children/Balancing Work and experimental treatments, second opinion serv Short- icesT ) erm Disability 83% 15% Geographic Dispersion 61% 16% st Me A a ful b thod le le,r m olog expla any y fo n ................................ re C a m t os ion o pts loy Ase sf oc rts r he iate ed se p W ov r ith tolunt eIn dj ut rha ies a ................................ r, L ty e ik bnr e Ho ene oll sfit p m ita s c e l S nt tay a n b in t s e he found se................................ bene in t fit he s inc aprp ee andix. sed, sh ................................ own below in Figure 2 ......................... 7. Dental 5 Approved Fami 1ly 2 Car 9 foegi r av cic ng L ideeav nt ie ( nslu eav ran e to ce,c 8 are for 2 for adu critilc t or al c illhi ne ld fa ss m inils yurance, and 170 for hospita35% l indemnity insurance Parenting e mployees’ benefits hor Ifizon a Therend W,a in t s an ur In n, crc ea an sein T in h c e r th e m e a a se Bjo ur ssa iitn ye t is o sfs fa ’e m ctp ion, loyer ee st a ernt e ion, disbup re se rfo d rmance, and health. 0% 10% 20% 30% 40% 50% 60% to W Re Ne - he spond xt da n sp , ye e m xpe e e pnt cloy ifi s w ns Im cea e prov rll s id e sy , r e e Ov w e e xa a e nt ls a eral m t o ifi he in e lop W d r ing ork tun p im ot er Mo c e is re xpe ittnt iic c raia a c la el illne tl im b or S eou d p ati e t ss e v t sd e he fa nt im in ct ion s, a fut su ent ru a nd s t rn ec o e of b, b ea t r tth oa cee crid ir d p e e b rrnt e ea p ne d a ins op rfit eur ts b tion o he anc udg me sel f volu , ea tvs. Wi nd es a nt hospi a nd thin ry tb the a tehe l ne ir inde fa fit nem s. xt m ili Top nit one es fo y c in th ro su a ttlle he w range o nfut c ye eur s ,a how r te he s, . ir tw e voe-r, 46% 85% member outside of parental leave) #4 #4 8%* Figur • 10 e % 26 Organ , Enrollm izae ti nt o,n b sy th Volun at ct u arrryen Be tlne y off fit ................................ er Long d -T en erm Di tal, v sabilis ityion, a................................ nd supplemental hea ................................ lt 54% h insurance say th ........... eir 23 ins urance was the benefit most likely to see enrollment increases, with 41 percent of employers reporting this trend. Profits 6% 0% 10 ac% ross the 20 co %untry 30% 40% 50% 60 22% % 70% 80% Paid Family Caregiving Leave (leave to care for adult or child family 36% About a Year 7% Benefit Offerings ................................................................................................................................................... 5 Critical Insurance Coverage Lessens the Negative Financial and e c thir om mp dp loy s of aneyre s fa m tc e pe nde loy d (e d or r s t o asu nrte riv c ly e ipa y on etd ed d riff efa spond ec ring) in ent e sou d toffe r ha cets fo rting herir su inf bp udg or pm lee m atts for e ion nta . l he Most emp alloy tch b om ee em ne bo enly fit ne sfit , inc e s w m lude pould loyde r w e s it or che irty ering d inc the a re bir a out se he a som al tla h insu cekw of ha ra t nc ore The Vision Plan Eases Employee Concerns Q: A Wbo hau t ty t P pe a y oif ng de fo nta r Re l insgu ura lar nce plan do you provide? n=338 42% member outside of parental leave 77% 21% health care costs would be higher, and prod 3% uctivity would be lower, if they did not offer these If Insurance Costs Fell Accident Insurance #2 80% 46%#2 (tie) 17% Emotion Kal ee Im p a pac He t o alf thy a Cri Wti ork cal F Ilo lne rce ss 69% Less than 20 percent 17% To Figur buil e d 27 upo , Enr n th ollm e e lent ar nin Treg nds s of Ov the er FW Past ES 12 and Mont to d hs e,v e blop y Vol a unt dee ap ry e rB unde enefit rst ................................ anding of the volunta................................ ry benefits market 23 The Hos Epi xp tal en In ses dem Lik ni e L ty Ie ns ns uranc es, Co e P nta lan cts E , a as nd es Fr Eam mpes loyee Concerns 32% int p si rg ov e nif ride eic star nt a(m 77 lyong , p sh e ow re cm en b n ptloy ) ealow e s w es, s e in ll a how Fis b gur n b eene e 1low fit 1. Qs c : Only W in ons hat Fi ty2 ult g p eur p oa e f e nt dr ec29 ns or e tant l. i n A s rb ud e ra rd spond ok nit ceiona e pr las (7 ne dlld oy y1 , t o ha ue p p m e ro tr p vt c id loy he e ent ? in e r) =3 r b s o 3e 8ra ne ls ins o fit ua s b rnt anc udg icipa e a etg te s w e dnt could s/ ha blle rok d nge e ec rrs (7 s ea ase r0 is ing p in t erc he freom nt ) Employee Retention 74% Alternative Care Options ( Me acntal upu Heal ncture, th B cenef hirop its ra or Cov ctic caerage re) 82% 41% 18% Dental and Vision Plan Types.................................................................................................................................. 7 E Fi M m na e pll t loy y ho , e w rdo s t e e exa logy nde mine d t o d ha the v ea trteit aude sons of ablee e m stpim loy ae te rs s of thab te d ne id fit not ta k offe e-up r vrolu atent s, aa ry s e be nr ne oll fit m 42% s a ennd t in v did olunt not aprla y n to in benefitt s w he as largely 0% benefits About P . ay Em ingp I fo floy F r Co oe ur sn s b ts d A ar sn oa so A cd ifate flo yr d W d aa gb ir th Ho le ee P t s la ha pn ita tl S vtay olunt s ary benefits ease #1 employe #2 e concerns #1 , help workers weather Share of Employees A ppendix 20 to 39 percent 27% Life Insurance 43% landscape, EBRI has partnered with Lincoln Financial to field Benefits in Focus: Supplemental Health, Dental, and Vision The Accident Insurance Is a Good Value for All Employees 77% 21% 22% ne a c Fi om s sou gaur rp e tle e r28 r xit cm e, s of y , E a in c nr nd inf ollm hoos not ore m a A nt ing b a ttrac ly t Aio E l,lw xpe E t Tal n o thic m he pl en c n volun r oy h te ta /Rec ers p tw ions rog e rui re t New rt,a a no b m ry ys t E b m Volun m e o e pl ne a oy offe nin fit ee ta s sg rr, ful y (sh 35 B ow e d ne iff pe n b e fit Un rrce e de e ................................ nc nt low r 50 e ).s in 0 W P in eork rFi b ha udg g ers p ur s e er te 8 ala .r y W te out d hil lye look ................................ , e em mp p aloy lo cry oss e errs s O e vd am er 500 id lso pnot loy fr W e e ork q c r om ue si e ....................... rze snt ms lonl y — wy or 70 tr ur ie pn t d e rc o e 24 nt 67% im in line med w iait te h e fut xpe ure c.t a On tions aIv f. e BTh r W u asg h e in o e e p , A slur e s re m S a P p ilit tr u loy iy a m t Long ia of e orr n is l y e I -T m not m erm Ca pp r loy ooffe ve re d e Ins r rs su ing uranc ravc eecy ide ednt re ins por ur teadnc #5 tha e, tc r tit he ic a el #5 nr illoll nem ss ent ins #5 of ur (tia e en )ligib ce, le or e hospit mploya el es in out-of-pocket expenditures, and are a4 ffor 0 to d a 59 b le pe for rce n w t orkers and their families. Many or 24% ganizations feel that if This paper primarily focuses on five specific voluntary benefits: dental insuranc35% e, vision insurance, accident insurance, Figure 16 Moti vations for Offering ......................................................................................................................................... 9 D Pe ernt spe al insu ctiversa . n Thi ce s b oftod en cov y of e wror s p k rinc eve lude nt A Heal ivs e a th S d e seri nt avia ngs el p s of Arco count csu ed r (ur v HS ee y 0% As su s ) tha ch a t explor s c 20le %a eni the ngs aw a 40 nd a 35% % rep ne rosvs a idend 60 s c %ut ovili ez ra ag tion o e 80 t% ow f a su rdp p mle 10 om r 0% ee ntal 0% 20% 40% 60% 80% 100% of g a b ov out la errg nm t e Le he or e s snt c g Tha o a st a ni n a g s za e Y tnc t he ions ear ie ys or w (ould 5 00 tra o d inc r e m ur gror oup ae s w e s a m ell (3 p nd loyb 2 eus e ps) ine er c ass e nd nt a)64 s. soc On pe ia trt he cion ent ot s for of hers m he ha alp nd, llein d r e om re gp si aloy niz gnin e artg s io d t ns he id (ir not fe bw e e v ne ie r fit tw ha le offe n 5 ga00 rl o ings re r m e(p g aloy ula s sh e to e ors) w y n 1% Desk Based 17% Q: In the past year, how would you rate your commun 6i0 cat tio on 7 s 9 to p em er plc oy eee nts about their benefits? n=408 19% Figure 3 inde v olunt mnit aryy b in esu nerfit an s cw e aw s in line ere most w it lik h e ely xpe noctt a dto ioso b ns, sh ecow aus n b e te he low y b in elie Fiv ge ur d et he 28ir . Ma curny ren e tm he plaoy lth in ers a su lso r ranc ee p or betne edfit see s w ing ere Fi gure 29 the , Ey m d pid loy not er P offe erspe Possible r vc olun tivets on arCr y Con itib C ce al ha ne Illlle nes sequ fitnge ss, t /Canc he s in Offe ences ery Ins w ur ould anc rof ing e see Not Volun p rO em tff aium r ering y B s for eneDent fit the s ................................ ir al group Insu he rance alth insura........................ nce plan increase, 24 critical illness insuranceQ , :a Und ndehospit r what ca ol ind nditioe ns m w nit ouly d y ins ouu r b ra us nin ce es. sThe be md ore at la ik e for ly t ot his seri op ua sp lye cro n asrie de b r a ofsed ferin gon a a survey conducted in Paid Family Caregiving Leave (leave to care for adult or child family member 33% Be Competitive With Other Employers 62% complex procedures, such as root canals, extractions, and crowns. Much like traditional health benefits, dental benefits he alth, dental, and vision benefits in the American workplace across employer, broker, and employee audiences. The Q: How much do you agree with the following statements? n=1033% 9 Intermediary Influence — Who Designs the Benefits? ............................................................................................ 11 80 percent or more 13% in e hur xpe Fi dg le cur ts (8 ed e 9 t he )p, er ir roug c b ee nne hl t) yfit or ha s b dlf of a outs udg ta ia de o e e nd m t f par p to p loy rinc enta ivearr lc s ley eav a look c se eon . ed ce rtno s (1 the0m p e ar sc 0% sour ent) ca es si s of g20 ni inf % fic oa rm nta c tion o ha 40lle %nge n volunt s in o 60 a% ff rye rbing enevfit olunt 80 s. % ary be10 ne 0% fits. accident/critical illness /hoVision spital indem Insu nity inrance surance pPlan lan for eTy mplpes oyees? n=93 for accident highe su fficie r-nt tha for n-e e xpe mpc lo No te yd ne e e o esnr f th ’ ne ollm e A e bo de s vnt e, the I'd S ac or r tay os Qg : W s a How aniz ithll v th ma u et co B ion’ hlun as doi c s yt o O a ur a ffe r ey g v r re ie b ng enu e wne ith e0% t fit h w es, w a fos t llowoo it inh 42 g sunc ta 20 te% m e p er e nt ts ra ? cin e n=3 nt t2o 6 40 indic c% oma m ting it t o t 60 ha a % p t la enr n,oll or m 80 te he % nt b in a usine cc10 ide ss 0% c nt ould Empla oy nd ee P som erforman e als ceo anticipated lower productivity and m 2% ore absenc 15%es. 74% March and April 2025 using an online panel. To be included in the survey, respondents needed to be employed on a Hospital Indemnity Insurance 33% m int Fig ae ur ynt b e e is 30 offe t, o Se un relfc d-ov Ra as a etre d td r e C ends, nt om am l p cuni ha refe lle carnge trion ed s, a s A prov b nd out ide op rB or p eor ne gt auni fit niz st a ................................ ie tio s n (P for st PO) p rength lan, enin whe g r fin ................................ e a pnc atie iant l psr ot are ec t nudg ions a ed v ............................ a tow ilabale rd t o usw ing orkin er -s a 25 t insurance, 120 for critical illness insurancFigure e, and 134 31 for hospital indemnity insurance Paid Time Off (PTO, paid sick leave and/or paid vacation) 30% High turnover, where most employees stay only a few m 7% onths Improve Retention (e.g., lower work force turnover) Higher Costs in Health Insurance for Poor Dental Health 62% A n Eye Toward the Fu 0% ture ................................ 5% Q: How 10 mu % ch d................................ o you agre 15 e % with the followi20 ng % state ................................ ments? n25 =10 % 4 30%................................ 35% 52% 40% .... 13 ins notur ca unc rre ent w ly a s som afforde it w, ha shtow or nm b uc elow h hig in Q he : Fi How rg tur ha me un e c h1 d3 oxpe . y oN u a e cit gtre e he d e w ra i th tnd he the 41 fo w llo or w pire ny gr c st ta e ha te nt m t eindic e nts m ? p n=1 loy at 8ing 6ee s c the o uld samnot e of aff enr oroll d tm he em nt nor in hospi a lactk a l of 21% full-time basis and work in senior management, human resources, finance, or accounting. Furthermore, respondents Subsidized/Complimentary Child or Daycare network dentists via lower copays; a dental point of service (POS) plan, where benefits are determined by whether the e mployers of all sizes. Methods of Communicating With Employees About Benefits 22% Long-Term Care Insurance Figure 31, Methods of Communicating With Employees A Figure bout B8 enefits ................................ 29% .................................... 25 • Larger employers are currently more likely to offer supplemental health benefits, but small a inde recm onit mm y ein nda surta ion fr nce. oW mhil the e it e w ma ps le loye ss r’ s com bene mon fits c for on esu mp ltlo ant ye w rs t ero e rceom por m t onl thayt c einr teol d lm rea es non t w s afor s low not e roffe tharn p ing roje a pc atre td ic, u19 lar Figure 18 were required to hold a position of human resources officer, compensation and benefits manager, senior executive, or 0% 20% 40% 60% 80% 100% Voluntary Benefits Value Proposition ..................................................................................................................... 16 Q: Wh In atc N ty rea pe at s u of er E d een m o pl ta f oy lE ins m ee ura p P lo nc rod ye e u pl e can tiv ido ty H you ig p hrov tuir de n? o Figure v n= e33 r w 8 ith 20 a stable core, where many 60% provider is part of an exclusive network, part of a widerFi ng eu tw re 1 ork1 , or out of network; or a dental health maintenance Figur 0%e 29 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Over 500 Workers Under 500 Workers All Employers Sources of Information on Voluntary Benefits employers see value in thes Paid M e ben aterniefits ty/Paterni , a tyn Lea Figure d th ve eir bu 24 dgets are increasing. Organizations with fewer Vision Preferred Provider Organization (PPO) Plan 28% 48% p volunt ercent ar y of T he be Hea em ne p lfit th loy of . e Yrou s rrepPossible orted that e Con nrollsequ ment in c ences ritica Figure of l ill ne Not ss22 ins Off ur ering ance wVision as either Insu somrance ewhat or much lower than Appendix Figure 1, Employer Benefit Offerings ...................................................................................................... 27 The simila fir r, sta su s w rv ee ll a y in s w Bor ene k fit in t s in he Foc T pu rriv n us a ot v, e efoc rsec us tor ing fo on r a vcolun ompta any ry b w ehose nefits fr emo pm loy te he es a em re p loy prie m r’a s p rily e rlo spe cat ce tiv d ein t , for he m Unit s the ed b St asa is for tes. More Absences for Dental Em le ergen ave q ciu es ickly but a core stay with the business 23% Possible Antic Con ipasequ ted Bu ences dget Change of Not O s O ffering ver Ne Critical xt One to Illness Two Y Insu earsrance 43% organization (HMO) plan, where patients must seek referrals for procedures in a restricted net70% work of providers. Emplo Q: Assuy mier ng a s Per mall aspectiv dditional cost,es whicon h of th Challeng e following featues res woin uld a O ddff vaering lue to your s Volun upplemen tary tal hea lth Benef policies?its n=100 Employee EExpe mploy rie ee nc s es and Challenges .................................................................................................................. 76% 22 Possible Consequences of Not Offering Hospital Indemnity Insurance than 500 employMe eeet s E sh mp alr oe ye t e E he x psa ectat mie on m s otivations to offer benefits as larger organizations and agree on the Critical Illness/Cancer Insurance 54% Possible Cons Heal eq th Iue nsurnc ances e Proof vide No r t Offering Accid 27% ent Insurance 77% expected. Email Moderate turnover, where most employees stay a few 43% years Respondents did not need to work for an employer currently offering voluntary benefits. The final sample c 73% onsisted of this Issue Brief. Lack of Interes t Among Employees 36% 75% value of Lower acc Pide rodu nt cti, vic tyr/Hi itic gha el illn r Error Rat ess, es a Due nd hospit to Poor a Vl ind ision emnity insurance. Sixty-four percent of small employers Little turnover, where employees rarely change 26% 40% C onclusion .......................................................................................................................................................... 26 Hospital Indemnity Insurance 25% Figure 27 408 Thi Vi sis c on reospond ins mp uor rate nc s w ntes it , oft h finding reepn co resen ve s f tring sr om rout 24 Mo E 3 ine B ror e A R B en e Ig bs ’y s FW a ee fi en niz ts e c Co es a xa E t fo ns io S, m rul ns s Car tan wa hi w eg tnd or B c it ivh fou h ing p r oa rk ov te rle nd idaest a s b long 50 ene 0 e tfit im m s for e p loy foc e v ue is s on s a ion co nd em 16 rrp e5 loy c tor ion, eg rs aniz d su ec a sih a tg ion nin s c s 45% gw o trit he 71% rh fe ec irt ib v w e ee ne le r t fit ns ha s t en s o Higher Costs for Other Group Insurance Benefits for Failing to Does No Re t An duti ce E cipa mp tel oIn ye ce Fi rean san ed c iBu al S dtr ges et sOver Next 1–2 Years 52% 44% nComp =408 lexity in Choosing Programs 40% 35% A n Eye Toward the Future expect their benefits budgets to grow in the next two years. Key Insig Sma hts ll G : roup MeetiB ng un sdle Group Insurance 49% Figure 13 Enrollment Trends Over Past 12 Months, by Voluntary Benefit 50 and 0 e cont mpa loy ctT e le re adi s. ns ti onal es. I Defi nned surB aen nc efie t P p ens lans ion o op r Cas erh a B te al anc mu e Reti ch th reme ent P sam lane way as denta23% l benefits, with POS, PPO, and HMO plans he lp workers sa Anv tie c ip for ate s re In ticrre em ase ent d Bu , w dg iteh a t Ov r ee r c Ne ent xt 1sh –2i ft Y etaow rs ard helping workers weathe29% r health care costs as well as Appendix Mo ................................ re Requests for Income Adv Lo ................................ an wer ces P to rodu Cov ctier Ho vity Due spi to tal S Ab tay ses................................ nces ............................................................ 26 Insurance Agent/Broker 46% 70% 52% Highe Arbs Cen oste ts i ei ns He m alth Insurance for the Failure to Treat Early- 31% B roadly, employers cit Hi egh d esi r Cos mila ts i rn r Hea easons lth Ins uran for coffe e for P rioo ng r Vd ise ion ntal, vision, accident, critical illness, a 36% nd hospital indemnity Vision Health Maintenance Organization (HMO Cost to E ) Plan mployer 29% 32% Understanding the trajec R tor an Re yk du of o ce H fv olunt R ea ela th s a Co r are Co y n b fe o s ne r ts N fito s r t e O qfuir fee ris na gn e Su xa pm plina em te ion nta of l H ne 41% ea arl-tth e rBu B me d b n ge e e t ne f W itfit is ll ,s budg 44% ets as well as the Approved Family Caregiving Leave1 (leave to care for adult or child family 80% p com repm aronly e for offe dayr-eto d.- day De expe tected ns Cr es iti.ca l IllnesIn ses creased About the Same Decreased 15% 40% • Employers ar me emb in er ou teres tside o ted f parental in a ld eav de) it Fiio nan n ca iall Afea dviso tu r res for supplemental heaDec lthre pl asa en s. 61% Ninety-eight percent Endnotes ............................................................................................................................................................ 27 ins ur •a nce E. vE en mp w loy he en rs la farcged ely w consi ith r dis erin ed g co thes se tsv o olunt ver ath rye past benefit tw s to o y be ea ar ffsor , d m ao bs let o and rg a to n iz he alp tio pn rot s h eca t vte in heir c w ro ea rks eed rs Text Messages 33% 100% Among Those Not Planning to Offer Most m otiv of ations the su of re vm eyp loy respond ers theant t s w do not orkCos ecd ur t to E for rent mp elm y loy p offe ee loye r rts he wse ith fe bene we fit r st. ha To Bu n 1,000 d tha get t W e ind w ll or , w ke er s, dea lv nd e int mos o b t udg wor31% e ktead r yfor expe emcp ta loy tioens rs , Lower Productivity Due to Absences 70% 39% 5% 37% Budget Will 5% 5% Significantly, 6% Higher Costs for Other Group Insurance Benefits for Failing to Bundle 6% Subsidized/Complimentary Child or Daycare 15% Reduce Absenteeism 33% High of ere Cos mp tsloy fore O rth s er G thart o up offe Ins Lr uranc o we surp P e p B ro le e dne u m cfi tie ts vnt i fo ty Du a r Fa l he ei t ling oa A to lt bh p s B en un colic e dl se ies say add-Dec on re fea aste ur es would be 34% valua 39% ble, including investments in employee ben HR efits or Pa . yN rol ine l Prt ov y- idsi erx percent of employers say their benefits budget has grown fr om 70% out-of-pocket expenditures and unexpected expenses. Further, many employers believed by 61% offering voluntary Increase w w Acit hic ch le ide h ma nt ss ins tyh a si un $10 m g ra nn ac l im e pp rilli ov ending 0% on G ide rou in s p In a y sh s ec uran a ift ar 10 sh ls in b y c % e rb ee vne e enue ne fit20 fit for . % A offe dw dor it rings. ion ke 30 ras w % l d Ad e ho sc ditrsu iona ip 40 t ff iv % ell e ry a , inf n woe arc m e 50 cxa ide a % tion o m nt ine or n t tinj he 60he % ur r e y ea m tsons ha p 0% loy t70 ce e % am rn b s prlo e ep yus ree 80 re sen s 47% % dd for o tenot d a in t ny c 90 u his % rre ntly 38% Employee Access to Services/Initiatives 29% 90% 64% Group Insurance Voluntary Benefits Value Proposition Somewhat, 2% Hi Sma ghe rtp r Cos hone A ts fo pp r O s a thnd er Group Insurance Benefits for Failing to Endnotes Mental Health Benefits or Coverage 13% Significantly, preventive care services, family and reproductive health, chronic condition management, enhanced critical 36% 26% Dent b enefits, t al dur he and ing y could the Vis p p ion aot ste tnt w P io alan ly lye a brlun s, in Ty t pe he cluding as lt h insu 76 rp ae nrc ce e nt pr e w m hose ium b inecne refit ases. s budg Thie s t s C ha ubst ris k tica aent l ptia up H teo s fin s w pit ith o d alings r e xc from eed ot edhe inf r lation. Government or Other Agency Partner su offe expe rvre ns v yolun e iss. This lis tt ae rNo d y ti b in cfia e cs ati ne Ah b p on fit p se e s B ndix ne Ma a unnd na fit dle g F e W m e G igur xplore ra oork up y e I he For ns 1. lp uranc c t e Re he co ec v tiir re em c r um e enxpe t sta ns nc ee s t s ha tha t tp m atigh ient t s w com 27% itp h he el ea m ltp h insu loyers ra— nc e tha arte 53% ne stiil the l lia r b offe le for r t, he su m c h a nor s plan I ntermediary Influence — Who Designs the Benefits? Figures Complexity for Employees Utilizing Programs 37% Accident 22% 13% Q: WhLo at ty wer pe P of rd oe du nta cti l iv nis ty u Due rance to pl a A nb d so e nc you es provide? n=338 39% As e 60% stablished earlier, employers offer benefits for many reasons, such as attracting and retaining workers. However, 80% More Requests for Incom Mo e A re A dv bs an en ces ces to fo Cov r Vier De sion A nta ppo l Co intm sts ents 34% Illness In34% demnity illness coverage, and preventive care options. 0% 20% 40% 60% 80% 100% Budgets are expected to c ontinue to grow; more than two-thirds of employers anticipate increases to their surveys, incW luding e Offer B EoB th RI HM ’s FW O andE PS, POw Phic lan Opti h ha ons found s that hea11% lth care costs are top-of-mind for large and small employers Of the 83 percent of employers that offered dental benefits, the plurality chose to offer Dental Preferred Provider d to ed — uc tto ible consi s and derc offe opar ying s, atnd hem ca n he in the lp fut offs ue re t .los t income due to missed work. Professional Employer Organization (PEO) Fi De gsi ur genin 1A g, a E m thoug ployht erful Be b ne ene fit fOffe its offe rings ring ................................ can be a complicate................................ d process. Em 42% ploy * ers ................................ need to ide 52% ntify the right ..................... mix of 6 More Requests for Income AdvanB cuy es- to in by Cov Upper er Ex Ma pen nage sesme Rent sulting From 22% the employer population i Reve s d nuiv e e Isr se, Too a U nd nce the rtaiir n r to e spe Com cm tiv ite to w aor Pk la n for ces are#2 equally diverse. As su #3 (tc ie h, ) employers often have 1 3Optimize Tax Treat W men ebst for E ites mployees and/or Employer 27% 21% 43% a lik Spe ie .M 70 g oe r % e l,b 4 Je 0a 1 ne k (ke )fit L , Cr os b ana sig udg to Co Cop evte e rin t lUn and ehe x, p e ane cnd ted xt H Br e1id a– lth g 2 ye -e Re t lBe aa tera d s. rd E m E em e n, rgp e“2024 lo ncy yers a EBrR eI aFi lsna o nc looki ial ng Weltlb o ebing olst Emp er the loyie r r su Surv pple ey m : e Emp ntal he loyea rlst h o Seeff erings Injuries Organization (DPPO) plans (Figure 2). Dental Health Maintenance 36% Organization (DHMO) plans were the second-most- 50% 54% 39% Higher Costs for Other Insurance BenefQ its : f W oh r ic Fh a e ilim np gl t oo ye B eu bn ed nle efi Gr ts d oo u ep s your company offer? n=408 v oluntary benefits to offer their work force and at which price point; research which carriers are best su 55% ited to source Trade Groups/Business Associations 50% S Co ufm fip E clix ee p xn en ity t i s C n es Im ovp elr ea mg ee nti Ins g P In rc og lu ra d m esd in the Health 20% different motivations for offering different voluntary benefits, as each benefit can o 57% ffe29% r a unique value proposition to Figur Thi e 1B s st , udy w Employ as c er o Bnduc enefit te Offe d byr ings, EBRI b w yit E h funding mployer Size supp ................................ ort from Lincoln Financ ................................ ial. .......................... 7 61% Insurance [display if bundled with anything] The B C Firna e itic ne nc B aur ia l illne fi l ew W a tu o it eOff ss h th lln f La in ese e su s b r inc B ror ings a en ne lu S csi t e fit a on p t s is la at of s n ic s t a s ( fa To y m B pL o ily ic S l a to ) a llp y nd Imp r od prrov e uc ro pide v e rod e s e W uc as otlum trk im ive e a r p the e S -su s o aa tim lt sf th factio h r caide e sh tn ot rp sa, a a nd y l c su m os P ce h a ro #1 nt ts a d uc s inf if a ss tiv oc w e itry or ia t,i” lit tkeEB e y dr b R w is d e I it ne Not Is h e ia s fit Su u gm s or e nosed #2 p re Bri loy , e afing d ,w op no itw th a .ion a or 623 kseri ess r (s Emp is ou , tinc a s he loy nc lue e d a . e ing lt h 66% More 401(k) Loans to Cover Dental Costs 29% offered plan type, and relatively few chose to offer dental benefits in the form of a Dental Point-of-Service (DPOS) Plan 60% One O- ffs on-O et the ne Redu More 4 ct0 ion 1(k of ) L Toa ran dis t ion to al Co B ve ene r Hos fitspital Stays 27%15% Budget 24% them; and finally, imple Inm sue ra nt nc tehe P rb em ene ium fit s. To that end, employers leverage a combination of internal expertise and 32% 1% the wor Mo ke re Re r a Lac nd qu ke of S s 38% or ts fo g taff Re a r niz Incom sa ourc te A ion es dv to Coo a an Fi lik c nes a en r. to di c inate a Cov l W /Ma e er Un lln rk eet B sex s B pe enef en ce te ifts id He ts Ve al ntd h- or(s) 16% 46% Counseling/Coaching Be4ne 0% fit Research Institute, October 31, 2024). Will Not c b ond oth w ition ag Ae c lm s a ov os e nrtd e td b w e b one y -t hi tfit he rsd, s of pcolic alle e yd m . Suc tphe loy h he E em rs st pa loy ltah tm ec e ond tnt ha tC it t o ion he st s m se Inde ra ide y x (E 29% b rs w eC , I b ould )ut .The a raed E not d C Iv a e li lue st m im it te a o d te tthe s t o,ir ha c a s 33% tupp n tche erle , y m he ee aa nt rr -tov a a l he e ttra -a y ck e lt, a h b r or hour e st ne ro fit ly k s. e. Figure 2, Dental Insurance Plan Types .................................................................................................................... 8 The survey began by asking respondents about the scope of their organization’s benefit offerings and was not limited to or traditional indemnitT yh p ela Bn. us iSim ness ila Cra ly n, no of t A the ffor d 80 It percent of employers t#3 hat offered #1 vision bene #5fits, the plurality — 48 More 401(k) Loans Re tol Co ated v E er m Ee xr pg ee nn sceys E In xc pu ern re se ds as a Result of Injuries 38% e xternal resources when designing benefits programs, including consultants, experts, or the brokers and carriers from Higher Turnover 28% 50% 0% 10% 20% Cha 30n % ge, 40% 50% 60% 70% 80% 90% E mploy Lace k of A e E bix litype /Data t ri o Q enc uantie fy V s al ue- and Cha Add of the Initill atie ves nges 14% Point-of-Service (POS) Re Plan tirement Plan Provider 37% The laborlum cost p-s in sum cr e pa ased yme 3.4 nt m pa ey r cb ee nt us in t edhe by fir pst at ie qua nts fo rterr of any 20 10% p 25 ur 30% , pd ose ow, n fr whe om the prost to -C pO ay VI for D h out ighs b -of-ut poc st kill et w ee xpe ll ans bov es t e the hey 30% 2 voluntary benefits. We find that nearly all employers — 93 percent — offered their employees health insurance. Four in percent — offered vision P Emplo Py O ee psla C ns an , nsh ot ow Affn b ord e Itlow (Figure 3). Indemnity#4 insurance plans w# e3 re ( tie ev )en less common for 29% See https://www.bls.gov/eci/ for more information on the total cost of employment over time among private establishments E Fim gur ploy e 3, ers t Visi hon at offe Ins Printe ur rea d M dnc d aie e lnt Pa lal b n Ty ene pfit ess la ................................ rgely agreed on the................................ ir value proposition. N................................ amely, the company’s d ..................... ental plan 8 which they purchase benefits. Higher Turnover 28% 27% 30% Financial Wellness Services Offered by Vendor(s) Don't Meet • Most o Lower rg P a rn odu iz ca tivti ityo /Hi ngh s r erep Erro or Rat rt improv es Due to P em ooren Visits on 2 in employee satisfaction, rec 32% ruiting, retention, 40% Q: What type of dental insurance plan do you provide? n=338 13% inc The levur els v d aob lue urserv ing of te v he d olun ir fr om ttra er ay tthe m be e la ne nt t, e fit t20 o s c p 00 a an o y s t for o nly tthe rb ae vla e rl to sp teea liz 20e10 d e c s. if e ialis m At s su p s, or t loy 29% ce h, eo s e bceov nr nee oll fit r s d lost in t e he c in isc m io om . nTr e m ara c ek k se ing ult rs m ing enr afr yollm o bm e e fe tnt im e lin e d aou gt ab tis udg of crw e ittor ic aa rky l., as Employees Have Cove Pree ag r HR e E P lsre ofw es hs e ion reals # 34% 4 (tie) five organizations also off Our Needs ered dental benefits, defined contribution retirement plans, and vision benefits, shown below v ision benefits than they were for dental benefits. in the United States. More Requests for Income Advances to Lasik or Other Procedures 24% spa red workers from out-of-pocket expenditures and eased concerns about paying for unexpected treatment, such as Higher Turnover 9% Integrating Standalone Benefits Into an All-Encompassing Figure 4, pMoti erfo vram tions anc for e, a Offe nd em ring pB lo ey ne ee h fits ................................ ealth as a result of th ................................ eir employee ben................................ efits program. Improv ............... ing 9 High19% er turnover p itr c ea ss n p ure rov to ide be ins nd ight the s int cE ost mp o lc otu y he re v e e s r, e P tp rur a efrn o e tic r W u n inv la ar gly ee s a s as inf tn m de /on lra tO tin t ion theh rh e B ase e s nr ep e fir m tog saine ram ds fa a #5 r nd abtov hee ir tov r#3 ee nd rall e si31% nc ffe e c #1 20 tiv21 ene . ss in meeting their 11% in Figure 1A. Supplemental health offerings were less common but still prevalent, with 46 percent of firms offering Int 2e 0% rna 30% l staff were most frequently cited in he Purchlping asing A e llm ianp ce lo syers design and develop their benefits strategy, with 52 Social Med Benef ia its Program 12% 26% root canals, fillings, and crowns, shown below High ein r Turnov Figur ere 15. Additionally, half of employ 30% ers worried that their health 3 Budget Will H S ospit piega el ind l,w Cop orekm e elrnit a nd myo , ins raand le u ris B ae nc tahe red e p tn op la(ns - 2024) c it oft ede n p ( rs ee ae a son or y e 16% n ad fix no ge te ad n 1) iza ca a sh tions nd b S e p ne offe iefit ge r l, w e m J he ap kn a e loy , a e w ned or bBr k ee ne id r gor fit ets, a cBe ovnd aerd re e 85 d n, fa p “Sm m eril cy a e ll nt m b e ut of mMig or beg rht ais niz y :a a d An tm ion itts ed You Do Not Need to O No ffne er o [S f th ue A pplbo em ve ental Health] 11% Encouragingly, employers reported that their benefits do have an impact on both employee satisfaction and business work force’s needs. Understanding trends, too, is essential for helping employers maximize the effectiveness of their Figure 5, Impact of Offering Em Data a ploy nd P eer ivB ac eyne Conc fits erns ................................ 10% ..................................................................... 10 accident insurance, 27 percent offering critical illness insurance, and 25 percent offering hospital indemnity insurance. percent of respond Moe re 4 nt0s indi 1(k) Loa ca ns ting to Cotv h ea r t La tshe ik oyr O too thek r P a ro ha cedu nd res s-on approach, shown be #4 low (tie in ) Figure 7. Nearly three-quarters 21% Increase News/Media Like Benefit News ins ura 20 nc %e premium41% s would increase on account of poor dental health if 15% they did not offer dental benefits, and 43 39% H t Anal o ow a y e hospit svis e ro,f d a th e l. spit eUsu Sma e atllly he l Emp se p Baeid p loy nr ee in fe iss ts ra ur S t olum a e R mp s, ec p le re u m su in itp m a loy the n d or e R F re a s ha ina ts aia n nc v d G ia ea o l ily o la W dr g e b W e ll eb o ln y ree king c e fit hosen rs , Em thep loy p to ur e p p r rose io Surv rit of ize eyhospit b ,”e EB neR fit aI l ind s r Iss aue t ehe m Bri nit r te h yfa ,in n cu no su . r635 ta nc co e st ( Emp s is. , N liloy e ka ee r le y all say they see a positive impact on employ 19% ee * satisfaction because of their 36% benefits program. Nearly three- 10% Indemnity Insurance Plan outcomes. Eighty-five percent of employers rep2% orted that the 33% ir decision to offer benefits impacted employee benefits offerings. Somewhat, Specific mental he Ta own lth co Hallv serage, subsidize 11% No d ne or o f th com e Ap bo lim veentary child care 15% , and approved family caregiving leave, on the N reo por twto ede m see ploy king ers input have fr ide om Lega nt aic lc and aonsu l w /or Re orltka gul nt for 29% ator , cb y e Hur rs, a okdl end es r, or ac a co dr vd isingly, or. Slight e 8% mp ly loy unde ers r ta h rg alf r et d ep iffor erte ent d le isvsu ere as t ging o atd he drir e ss HR o witrh th pay erir oll Nonprofit Organizations or Member Associations, Like SHRM, Employee p Fie grur cee nt 6, be Top liev e Iss d ue the s t y o wA ould dre ss ha W veit m h Em ore peloy mp eloy e B ee ene ab fit senc s ................................ es due to dental em................................ ergencies, shown below .......................... in Figure 16. 11 No 15% ne of the Above 11% My Benefits Consultant Has Not Recommended It9% #2 Benefit Research Institute, May 15, 2025). 0% 10% 20% 30% 40% 50% 54% 60% a e c m cp ide loy 10 nt e % rq ins s ua su urr tra e vn r es of c ye e da e nd ha mv p ce loy r itnot ic ea r s a l illne only lso ss ks e e p ins e t a tur he n im ainc r b p ee a , ne ctto fit on he s b lp reudg cera use it eing, ts int ther a b ec t ur e t, nt db eion, ut n o hf o a av nd ut e a -eof cm t-u p pa loy oc llyk e e inc et p e re e xpe r afor sed ns m et as, suc he nc e a, m w h a oun hils et 70 the y Benefit Research Institute, or IFEPB satisfaction, shown below in Figure 5, and None at o le f th ae A st bo seve ve n in 10 agreed 13% that their benefits impacted employee other hand, were least likely to be offered, No wit neh fe of thw e A er bo tvha e n one in five offe17% ring those benefits. Larger employers were p b e rov neide fits m r for e nu. guida Hen aclteh , a ca nd re 4c0 ost pe s w rceent re sought the mos he t lp com fro m m onl the y c irit he eda c lth h in allesu nge ra ntc ha e tc a br erne ierfit . Roug s werhly e d e four signe in d10 to indi add craets es, d that Other 1% 16% These 0% sentiments did not vary significantly depending on employer size. 0% 10% 20% 30% 40% 50% 60% d spe De ed nt nd uc al insu ton ibleb s, c e ra ne n op cfit ea s. y ha s, or c N dine the ty hil -hig si dx p he cae r st e rc .t e ant ke of -up orrg aa te niz s a am tions ong su elirg vible eye de m rep ploy orte ed es, show that the n b ir e elo mw ploy in eFi eg b ur ene e 2 fit 6s b . Ta udg ke-e up ts rha atd e s for Fi gure 7, pSour ercent ce s of see H aQ ep :lp osi Yoin u t iv in D e de i cim si atg ep nin da tc ha g t t O on y B the oe une e rd m T ohi fit n p ro d-P s loy t ................................ party le an e P to he r o ov fa f ide elt r h. r[th eOffe bene rfin it]g . W ah ................................ iful ch l suit of th 26% e e fo lof lowisu ngp ap rele re m as eo ................................ nt nsa ?l solutions amplifies ..... this 12 4 recruitment, retention, and Q: Wp hie chr for of thm e fo a lln ow cie ng, wa os w uld yo e ull a r orgs ane izm atio p nl oy expe erie e nhe ce w ailt thh. out dFe enta w l e inr s ue ram ncp e?loy n=3e 3r 8s — 31 percent — reported their Webinars 14% Spieg0% el, Copeland, and Bearden (2024) (see endnote 1) and Spiegel and Bearden (2025) (see endnote 3). more likely to Und offe er 5 r su 00p W po le rk m ers ental health beO ne vefit r 5 s t 00ha Wn s orke m rsaller employers. Just over half of larger employers offered t sh he ow y sought n below g in uida Fig nc ur ee fr 6o. m H e ins lping ura nc wor e k ae gres a nts/ dd brre oss ke r high s. Socur ost ce s of s suliv ch a ing s or thi d rd aily -pa lirv ty ing pro expe videns rs (6 es a p nd erche enlping t), tr a w dor e kers n=93 for accident insurance 0% , 120 fo0% r critic10 al % ill5% n 0% ess insu 10 ra 20 1 % n 0% c % e, an15 d 1 % 3 24 0 % 30 for % h 20 os % pit3 a0 l % ind 25 40 em % % nity 4 0% 30% 50% 50 35 %% 40 60 60% % % 15% De Qnta : Wlhich of the following would V y is oiu or o n rganization experience A wc ith cio du en t ctritical illness/cancer insCr uraitnic cal e plan? n=109 Hospital Indemnity g vis row ion ins n ov im ur erp a ta nc he cte p — aar st e e m low tw ploy o er ye e trh a s a rs, inc tn ha for t off luding de ent r a a c l insu m cide orent r a t, h nc a crn two eit b icut al ill -h 0% tighe hir ned ss s w r, ta ha ho nd 10 n %sa hospit foid r atche a c 20 ide l ind i% r b nt udg e m and ni e30 tt y hospit % g r ins ow ur ta h al ind 40 nc ha % e d e a k m re eni p e tt 50 y v up e % in n mor su wit rh infl an e60 c lik e % . aetlion, y b enefits impacted absenteeism, roughly in line with the sh 0% are th 10 a% t respond 20% e 30 d% that40 r% educ 50 ing % ab 60 sent % e70 eis %m w 80a % s an 90% Figure 8, Sources of Information on Voluntary Benefits .......................................................................................... 12 accident insurance, com insp ura ar ne cd e. with 38 percent of employers with fewer than 500 workers, shown below in Figure 1B. g p r re oup pars/ eb for us ine une ss a xpe ssoc cted ia t eion Q xpe : Ws hns at or are e s r nonp the ound top rofit three ed s (5 c ha out llen p ge tehe sr c you etnt op r com ) , 0% tpa h ar n ny ed e fa g cm es ov ost or 10 ean r% nm ticcom ipa ete nt m s s or fa only 20 cing % ia n cg of ite fe enc rid ng y 30 is s up p su %a ple r em ts ne en eta m rs (4 l40 ploy % peerrs’ cebn 50 etne ) % w fit es reoffe not 60% r ings 0% 10% Q: W 20 h% at type of de 30 nt% al insurance 40 plan % do you pr50 ov% ide? n=338 60% 70% 80% Q: Which of the following would your organization experience without an accident insurance plan? n=186 a End nroll an a ment dd it in c iona ritl 8 ica l illne percess nt iw ns ho ura sa nc id e th he as a ir b pudg peae re t d g rtow o bte h not hada b ely xc e low ede erd, inf witla h o tion, ne-sh thiow rd of bee low mp loy in Fi ergs r ure espond 10. Bing eneftit ha s t to say their bene hfit eals h th bea nv efie ts a in th peosit workiv ple ac e im ? Pl p ea ac set son elect rye ot ue r tnt op io thre n a e. nnd =100absenteeism. Q: How has employee enrollment in the benefit chaQ ng : e W d h in a t t h ty ep p ea o sf t d 1e 2n m tao l n inth su sra ? n n=3 ce3 p8 la fo n r dd oe y no ta ul p , rovide? n=338 important reason for offering benefits. Q: What type of dental insurance plan do you provide? n=338 common resources of help. Q Sour : Whicc he os of f the fohe llowlp ingd wid ouldnot you r o vrg ar ay ni zsi atig onnif exp ic ea rient ncl ey w ia thc or uos t viss e ion im nsu p ra loy ncee ?r n =3 size 26 . were designed to address. 326 for vision, 186 for accident, 109 for critical, and 104 for hospital indemnity Figure 9, Length of Relationship With Benefits Broker ............................................................................................ 13 Q: In the past year, how would you rate your communications to employees about their benefits? n=408 Q: Which of the following would your organization experience without hospital indemnity insurance? n=104 d lee ss cis tion ma han 50k p ee rs rcre ent spond of ee ligib d sile m ila enr rly olle ac ers oss we a re ll e op mtp ing loyteo r e sinr ze oll. s. e e e e e e e e e e e e e e e e e e e e e e e e e eb b b b b b b b b b b b b b b b b b b b b b b b b br r r r r r r r r r r r r r r r r r r r r r r r r ri. i. i. i. i. i. i. i. i. i. i. i. i. i. i. i. i. i. i. i. i. i. i. i. i. i.o o o o o o o o o o o o o o o o o o o o o o o o o or r r r r r r r r r r r r r r r r r r r r r r r r rg g g g g g g g g g g g g g g g g g g g g g g g g g IIIIIIIIIIIIIIIIIIIIIIIIIIs s s s s s s s s s s s s s s s s s s s s s s s s ss s s s s s s s s s s s s s s s s s s s s s s s s su u u u u u u u u u u u u u u u u u u u u u u u u ue e e e e e e e e e e e e e e e e e e e e e e e e e B B B B B B B B B B B B B B B B B B B B B B B B B Br r r r r r r r r r r r r r r r r r r r r r r r r rief ief ief ief ief ief ief ief ief ief ief ief ief ief ief ief ief ief ief ief ief ief ief ief ief ief A r e • • • • • • • • • • • • • • • • • • • • • • • • • •s e N N N N N N N N N N N N N N N N N N N N N N N N N Na o o o o o o o o o o o o o o o o o o o o o o o o o orv v v v v v v v v v v v v v v v v v v v v v v v v v ce e e e e e e e e e e e e e e e e e e e e e e e e e hmbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe mbe repo r r r r r r r r r r r r r r r r r r r r r r r r r r r1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 t 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 fr,,,,,,,,,,,,,,,,,,,,,,,,,,o 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 m 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 02 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 th 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5e • • • • • • • • • • • • • • • • • • • • • • • • • •E N N N N N N N N N N N N N N N N N N N N N N N N N N Bo o o o o o o o o o o o o o o o o o o o o o o o o o R .......................... I6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 E 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4d 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6u cation and Research Fund © 2025 Employee Benefit Research Institute 20 25 24 19 13 12 22 16 21 14 23 17 10 26 15 27 18 11 2 3 6 7 8 9 5 4