Figure 3 Workers Reporting They Agree Employers Have Responsibility for Workers' Physical, Mental, and Financial Health The EB RI report, “2022 Workplace Wellness Survey,” was published as the October 2022 EBRI Chartbook, and • Sixty-one percent of employees ages 50–64 were stressed about saving enough for retirement (Figure 2). 21 –34 35 –49 50 –64 is available online here. This compares with 41 percent among employees ages 35–49 and 33 percent among those ages 21–34. • In contrast, employees ages 21–34 were most likely to report that paying their monthly bills was the The 2022 financi Wor al iskpl sue ac tha e We t caluse lnes ss Su the m rvey ost ist s r m es as. de po Forss tyi -bl fou e wit r per h ce fund nt riepo ng suppo rted that rt f r it o ca m t uh se e f d t ohe llow mio ng st stress, 90% January 26, 2023, #453 82%*^ organ com izap tiar ons ed : A wiA th R38 p P, Cer ign cent a, Edel among man Fin emplanc oyee ias l Eng agesi 35 nes– , Fi 49 and 32 delity Inves perce tm nent t am s, H ong um tho an R se ag igh es ts Ca 50– m 64. pa ign 78%^ 80% 74% 74% 73% 73%& • Founda Stude tion, nt l Me oan rce repa r, Mor yment gan w Sta as a nl lso ey, N mor ate iona like l R ly t ur o ca al E ulse ec ttr he m ic Coop ost st errat es ive As s among w sociatoir on ker (s a NR ges EC 21 A)– , 34 as 70%^ 69% 70% OneAmerica, Unum, and Voya Financial. compared with those ages 35–49 and 50–64. 60% 56% Which Benefits Are Valued Most The Employee Benefit Research Institute is a private, nonpartisan, and nonprofit research institute based in 50% Washington, D.C., that focuseDepen s on health, sa ds vingon s, ret iA rem ge ent, and of ec Wor onomic s kers ecurity i ssues. EBRI does not lobby 40% and does not take policy positions. The work of EBRI is made possible by funding from its members and 30% sponsors, which include a broad range of public and private organizations. For more information, visit The recently released Workplace Wellness Survey found that when it comes to attitudes toward employee Figure 2 20% www.ebri.org. benefits, there are large differences by employee age. Indeed, middle-aged employees reported being more likely Financial Issues Causing the Most Stress than younger or older workers to be concerned about various aspects of their well-being. Older workers were, 10% 21 –34 35 –49 50 –64 Greenwald Research is a leading independent custom research firm and consulting partner to the health and unsurprisingly, focused on retirement benefits. And younger workers highly valued help with day-to-day bills, 0% wealth industries that applies creative quantitative and qualitative methods to help companies stay competitive stude70 nt% loan deb Menta t as lly Hsi east lthy ance and E , and c motionalar ly W eer ell advancem He en alt thy o an ppor d Phtyuni sicat lli yes Wel . lThis Fast FacF t in exp ancil alor ly S es ec u thes re ane be d Weln l efit and navigate industry change. Leveraging deep subject matter expertise and a consultative approach, Greenwald preference differences by age in greater detail. 61% offers comprehensive services to answer strategic business questions. For more information, go to 60% Source: Employee Benefit Research Institute and Greenwald Research 2022 Workplace Wellness Survey. www.greenwaldresearch.com. Concern A * Diffebou rence t b We etweenl a l- ge B s ei 21 – n 3g 4 and 35 –49 statistically significant at 95% level. ^ Difference between ages 35 –49 and 50 –64 statistically significant at 95% level. 50% & Difference between ages 21 –34 and 50 –64 statistically significant at 95% level. 44%& Employees ages 35–49 were more likely than younger and older employees to be highly or moderately concerned 41%* Benefits Workers Value Most 38% 40% about their financial well-being, emotional/mental well-being, or physical well-being (Figure 1). 33% ### 32% The value of different employee benefits also varied Figure by age. 1 30% Percentage Reporting High or Moderate Concern About Well-Being 19%*& • Other than income and compensation, workers ages 50–64 were most likely to value quality health care 20% 21 –34 35 17 –%*^ 49 50 –64 coverage and quality retirement savings benefits as compared with younger workers (Figure 4). 13%^ 12%^ 11% 11%& 10% •1 0%Workers ages 35–49 were most likely to value flexibility in work location. 7% 40% 2% • Workers ages 21 37 –%* 34 were most likely to value opportunities for career advancement. 36% 0% 35% Saving Enough for Paying My Monthly Bills Affording My Children's Student Loan Repayment Affording Childcare or 32%*^ 31%^ Retirement Figure College Tui 4tion Caregiving for an Adult 30% 28% 28% Benefits Workers Value Most Beyond Income and Compensation Source: Employee Benefit Research Institute and Greenwald Research 2022 Workplace Wellness Survey. 21 –34 35 –49 50 –64 * Difference between ages 21 –34 and 35 –49 statistically significant at 95% level. 24% 25% ^ Difference between ages 35 –49 and 50 –64 statistically significant at 95% level. 22% & Difference between ages 21 –34 and 50 –64 statistically significant at 95% level. 21% 45% 42%^& 20% 40% 15% 34%& 33%*^ 35% 32% 10% 30%& 28%* 30% 26% 25% 24% 5% 25% 23%& E mployer Responsibilities 22% 20% 19% 19% 20% 0% Financial Well-Being Emotional/Mental Well-Being Physicial Well-Being A cross all age groups, a majority of workers agreed that employers have a responsibility for workers’ physical, 15% 14%^ 15% mental, and financial well-being — although age differences persist. 11%& 10% Source: Employee Benefit Research Institute and Greenwald Research 2022 Workplace Wellness Survey. * Difference between ages 21 –34 and 35 –49 statistically significant at 95% level. • Over 80 percent of employees ages 35–49 believed that employers have a responsibility for wor 5%kers’ ^ Difference between ages 35 –49 and 50 –64 statistically significant at 95% level. 5% mental and emotional health, compared with 74 percent among workers ages 21–34 and 73 percent 0% among workers ages 50–64 (Figure 3). Employees ages 35–49 were also most likely to believe that Financial Issues Causing Stress Quality Health Care Quality Retirement Flexibility in Work Opportunities for Comprehensive Ability to Give employers have a responsibility for workers’ health and physical well-being. Coverage Savings Benefits Location Career Advancement Voluntary Insurance Back/Volunteer Benefits (e.g., disability, Through Your Job • Workers ages 21–34 were most likely to believe that employers have a responsibility for workers’ Not surprisingly, older workers reported being stressed about saving for retirement, while younger workers accident, life, critical illness, etc.) financial well-being (73 percent), followed by those ages 35–49 (70 percent) and those ages 50–64 (56 reported being stressed about paying monthly bills and student loans. Source: Employee Benefit Research Institute and Greenwald Research 2022 Workplace Wellness Survey. percent). * Difference between ages 21 –34 and 35 –49 statistically significant at 95% level. ^ Difference between ages 35 –49 and 50 –64 statistically significant at 95% level. & Difference between ages 21 –34 and 50 –64 statistically significant at 95% level. 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