Black workers make up a large and growing share of the U.S. work force. Since 1972, the share of the civilian work force identifying as Black has increased by 30 percent. This Issue Brief uses data from the Employee Benefit Research Institute and Greenwald Research’s 2025 Workplace Wellness Survey (WWS), which included an oversample of Black workers to better understand their opinions about their employer and how they value their workplace-sponsored benefits, as well as the challenges they face balancing work, life, and finances. Understanding how Black workers assess their wellbeing, engage with employer-sponsored benefits, and view their employer’s responsibilities can lead to smarter plan designs and subsequently improved wellbeing as well as drive business outcomes, such as higher levels of job satisfaction.
Key Findings
- Black workers were systematically more likely than non-Black workers to report that they had high levels of concern about their household’s wellbeing across four dimensions: financial, mental, physical, and workplace. The largest gap was in financial wellbeing, with 34 percent of Black workers reporting high levels of concern, compared with 24 percent of non-Black workers. A majority of both Black and non-Black workers alike believe that their employer has a responsibility to ensure employee wellbeing.
- Black and non-Black workers alike commonly reported negative experiences at work such as loneliness, performing at a lower level than they were capable of, and not caring about their job. However, Black workers were disproportionately more likely than non-Black workers to report burnout (49 percent vs. 42 percent) and stress (34 percent vs. 27 percent), reflecting their concern over their workplace wellbeing. Black workers were also less likely to report positive experiences at work, such as feeling valued for their contributions (21 percent vs. 26 percent) and having social connections with colleagues (also 21 percent vs. 26 percent).
- Black workers tended to report higher levels of interest in benefits that their employer did not currently offer. In particular, Black workers reported stronger interest when compared with non-Black workers in emergency savings accounts (87 percent vs. 75 percent), long-term care insurance (80 percent vs. 69 percent), and earned wage access (80 percent vs. 55 percent). Of 14 potential benefits their employer did not currently offer, Black workers were more likely than non-Black workers to report interest in all but one.
- When asked how employers could make sure employees were financially secure and well, both Black and non-Black workers were most likely to respond that their employer could offer higher wages. However, Black workers were disproportionately more likely to suggest educating employees on savings and budgeting (20 percent vs. 13 percent) or offering/enhancing mental health benefits (16 percent vs. 9 percent), while non-Black workers were more likely to respond with contributing/contributing more to a retirement savings plan (38 percent vs. 24 percent).
- While Black and non-Black workers alike were stressed by saving in case of an emergency and their job security, Black workers were more likely than non-Black workers to be stressed by paying their monthly bills (44 percent vs. 38 percent), while non-Black workers were more likely to be stressed by saving enough for retirement (47 percent vs. 34 percent), reflecting a concern over short-term cash flow.
Figure 18 Figure 20 Figure 12 Figur Figur e e 15 9 Figure 6 Top Monthly Bill Stressors of Black and Non-Black Workers Types of Debt Described as a Major or Minor Problem, Black and Non-Black Workers Agreeing With Preferred Methods of Employers Ensuring Financial Security and Wellbeing, Share of Black and Non-Black Workers Reporting Being Black and Non-Black Workers’ Experiences in the Past 6 Months Non-Black Black by Black and Non-Black Workers Figure 9, Share of Black and NStatem on-Blackent Wor s kon ers Re Emplo porting yer BeRespo ing Verynsib or Som ilities ewhat Interested in Selected C To H in I Under S C n a onc ow t o Fi r bnc d g e • e e e d ur v ts rt it e n o lus e s e ion rrW s , o 5 unde v t seve hil r , ion e anding of ts B o re la fin O crB rc or a st k la ut a l d e a nc c w nd k b iff s or i e a a ide ene l w k tnd rhe e er fit nc e s non E llbe fa s, t o r ee m c s fp t - he ing or e B Wo or ploy m la s tW ed e c rae k rW ff r g p w k w e e re S e c d or or r tsent a ing w - k k sP e p k he r s r la r e s w n c o da e e e e vide lik spond llbe t he xa ee vm e ing w la nt ini e rd eg s su , rnt ng e e tB he st s st e c ot a r g h a W b e ne he ass out p W s la r e fi b S soc d e a t a y t b s w sk w offs y ioe e ide s w sa ec n B o v ono r or ing ra r la nge ke m e c d in c rk ic uc s w of av e nd aa d h se vr a olunt ia hour non tof bfa lea c -s. s a B t n e or r la a y Bts c la m aa kc nd c e on w k highe r g or w a ternc or nc k ibu er ill k y r e ts, w r a e a a rrs w nd ty te o b it te t e h 34 tha he he r ne en t ir ir fit m p sen jhe s t or ob ere ir h c se a e lik ntnt on of e ly of - Very or Somew by Black hat and Int eres Nonted -Black in Sele Workers cted Benefits Jake Spiegel is a senior research associate, health and wealth, at the Employee Benefit Research Institute (EBRI). Workplace Wellbeing and Financial Security: A Closer Look Non-Black Black 45% Benefits ........................................................................................................................................................ 11 Mortgage/Rent 47% B B t w eo m la la or rc c p e k k k loy p p w c or la ount e or c trsecu e s m hold k w eere r s a rp llbe ing iy tra y aoffe r, tting. ing only s B.la rA , c td A he k su a d s sh w it c high iriona h or cow a o ks su e nc sc lly rn in s w e hool , rp w n a p e Fi hil le re g s a d m e ur iplom m e t e he nin or nt 14 e a d e a l he lik , iff or or Be ela a ly r10 c lt e co nc h ins k tm , ha w c e po n non or le is m ur tk p ing not e aa r nc s a r- e B som st e dla , nd aw long c tik e it st non h 24 w c icolle -or a t-e llB k r y g e m la p e si r e c s , rc g kca w tnif e o w rhe nt eor ib c ins e ra of k e n e st au trnon s non r s p ra e atss nc rt-ih e B or e- d e la , B it b c 95 a la ize k nd yc w k p p m a st e or w y ra oc or c k iny ng e ek k nt r e s. Em of op t rhe le s w ttv io he ire e ns o l, m rtsa e iona B /e ont la m m qchly or uit ek l fa e w y b c lik or ill tor e k s e ly sr, s This Issue Brief was written with assistance from the Institute’s research and editorial staffs. Any views expressed B Und Nla on ce - kw rw st or or ak nding k st errs ess a e ror m e s c p aloy la arn im e ge e b ap e na n dc e tfit g a rs is ow wor ing ak k e seg e r’y s se fa mc e ns tnt oe r of of sht a w he por ing B U. lk ac pS. kp la acr w e t No ior , cn-Bl ipa m k efor ac tnt ion, ka ce l, . ut or Fiili nding fin zaa tion, nc s fr ial w a om nd e lltult b he eim ing 20 a t 25 d ee l yspit W sa W t eis S tfa sh ak cing ow tion. t pha la The c t eB la WcW k S No No n-Bl n-Bl ac ac kk B B lac lac kk Non-Black Black 61% at Black Workers in the 2025 W orkplace Wellness Surv 45% ey 78% Not Caring G A roc bo erie ut Y sour Job 80% 45% 66% t w a a su o w ls ecr o a llbe h a erm p dor s p ing/m s w orte ( rhold 44 or og frk e e rp -a q nt ing lif em ue 76% ra e cs. So l he e nt a bnt a ly bl a a a vs m r lt nc c eh a he .e p e 38 or fir , lor nd m t m e p ’s or e d e s v pa rhy hir c nin ie e si g nt ing w g rca ) ful at , d l w he fr u w w e a hil se e e tor e llbe ze e /pr b k s a , non eing/he ne su ofe nd p fit -ss B ps a oc la o ion a rct c lt s a k iu v a h b r w e l d r e m or su ot e ne k g c p h fe a e e re ns e rs of rs w e v a .is of tB or ur e rla r e as, a e e d tcd tk uc m r a 9 p w nd or ing ctor ing e e p k ror lik osit c ee r a e s e nt nd ly ilim v ta e e tg r nde o in e e ctom b a a p e td in oint in p st t ig ng o ar ny e e rd ss e m a iff p ce p high or ul e d loy r tte b u nc low e y r-e e q e sa . ua b s (2 e H v e rlit ow ing ne le y 9v fit e w e e p vls s a or noug e e r rof k c , te B for tnt he la h for c cvs ir k e .. 20 75% 57% w out ask orsi s w kin t Fi d eg e ror s ur his of rke ee t p r r10 he or e s how p, tor w Sha highe or t a k w rrp e e e la r ll t of tc le hose ehe v B .e lTo a y lsc of unde k of b a e the nd ctonc tr e st r a N ut a e unde on nd rhor n fo -Bdla r iff st a rc n t e a khe d r nd W e sh nt iror spe ould hous c ka ec tre ifi s E not e gchol or xpress so ie b d ur s of e ’s fin c ae sc ing s of ea rm ibe nc Sa ps iloy d a ttrl w is e te o fa srs, r et -cllbe he p tion Wit re ov spond offic ing ide . e d Fu h The r e s, t bnt re tn h s re e us ir w fit r, te B s. A e trhe e e ene s, or a y s s sk fit re how e s P p ot dor he a to tn in c k fe rsele asponsor e gFi lin ec ................ gg tur tm he e or s of 11 te op , 11 Offer Higher Wages* An Emergency Savings Fund Through Payroll Deduction* 37% 87% You are comfortable working with people who have different Household Utilities (e.g., electricity, water, gas) 49% 85% 42% 61% By Jake Spiege Dil, d No Emp t Feelloye Well/We as Ben Sick ate W fi ot rk R * esearch Institute A p e w hous m e d or rd p ck it e loy e e iona nt hold rs e a rw rs t le nd ly e tinc ir r , he 28 e p a om m a n non m re p or te in e c, e t ripa c c (-lik e on 47 B n tla e ion in tsi lp c y vs s k e tt .r e o w cnt 17 e or t rhe e nt w k p p e se or it vs erh e rs. tc . b e c 34 e G om nt xt ne iv a , p e p nt fit re n th e ar s m spe ny c lit ee nt ae a r c ta ff t y ) hous iv , t or ur a relle e tly e s t flec ) v e a . ia o hold nd W tting p eor ro o c s w tk e m he a p r ot tla c it r aonc h B c in f e Ee B a w RI e la ina cre ul c n o /Gr llbe k n t u cw v e ira ing e e or el st r nw of ksh e fe ra re d or s t ld a ss iv ttur e e - o Re trnde re e si s a r sea d tm y d tnd h a c rte c nd a o h tsh sm he rsu inc e flo r p ae ror lle lus v for w etst y . ie low v s. it g im y a Be p la p (r, 26 rchous o w kv it p w eh 25 e or w e rchold or k ee n k p rte s w e r vs rs’ c.e e nt r14 e of EBRI, Employee Be po ne liticfit al /sRe ocise al va ierwpo ch I intns s tt ha itn ut yo eurs -Education and Research Fund (EBRI-ERF), or their staffs. Neither EBRI t B chr onc lae ce ke rw st n o or rek ss ve eor rrs w ts fr heeio r re m m d e ais nt lis pa rtop l, of p ohy r14 tion si c choic a atl, ely ae nd sli. kw A ely s sh or tko p ow la recn in p eor w t e Fi tllbe hgautr ing, e the 17 ya, nd unde Blaacrk rest w m ood or orke ee rlik xt s e rm e ly m or te e o ly fr v ie w eq w eue ll or the nt ly ir ve d rr 69% e y ep bw or t e a tll t e s a dhe highe 86% m ira e jo m rr p st loy ress er ’s 54% 70% Long-Term Care Insurance/Life Insurance With LTC Rider* 33% 38% Figure 11, Share of BlaCr ck ed a it C nd ard De Non bt-Black Workers Understanding Their Benefits Extremely Well or Very Well ....... 12 May 7, 2026 Co • ntri N bute o or Con . 65 tr7 ibu te More to a Retirement Savings Plan* 80% 65% 28% 24% You are comfortable using employer-provided tools or resources to 65% m p sense inc Be la or rom c ce k e nt lik w e of s) or e a w a ly k nd nd e e tllbe rha s low tim rn non e ing. p e eor rfor le tB- ing v la B c e la c om ls k fe c k of w e m w lin or uni aor k ss ge k te v ry es t e rs, t a rs w y ct e to c he iv ron e irtse e ie m cpe s/ or o is rrne v su t eolunt e d lik ea s c renin om m ly ee a tg p r y h ing a b a brn n e e et d (w fe 14 on w e lte it - p p n $15,0 h 17 B e ala rrc tciec k nt ul p w e a 00 vs r or rcly e . k a nt e 8 a nd r c s t p of ut e$6 o r enon cly 0,00 r ee .nt p - A) or B nd 0 p la a ts c w w k e cor ont r or w y k k or e ing p ra ibut k la re , cr for e sh s. S ing d ow a is tn e till ro n b upti , tm the hi ep on low s d ir loy s sense iff e m in re atrFi y ha e g nc a of tur l so e e 2. 56% r r pe e rt la ob irte nor e le m dm e t. E n o B B tp la RI b ae c y-ne k ing E RF lob w fit or m s (6 k ont er b 8 s h ie p ly as o e ls rb o crill e e ts nt a xpress ( k 44 vs es p . p 61 osit e highe r cpe ions ent rc re vs c nt on on . )38 , c spe b e e rpn a ne c eirfic c fit b e ou s h n ptolic ) t , eelping st c yonomi ude prop w nt 17% osa it cloa h e ris ls n m k . s, in rE ot eB p iona RI acyluding m inv l w eit nee tllbe s c (j14 ob om ing -p re e m ( la r57 c ete nt ent d p on e ins vs rc.te t his a 10 nt b ili vs rp tee y.sea r su 45 cerc n c p h a th. ) e, r s cent), Performed at a Lower Level Than You Are Capable Of Car Payment* 55% 23% 79% 59% manage your personal fina E nc arned es* Wage Access* 20% 58% 80% Figure 12, Black and Non- OB ffe la r/E ck nh W anor ce k Pe aird L s A eag vr e e Be eing nefitsWith Statements on Employer Responsibilities ........................ 13 60% 13% w w N offe inf on a or lue s st k r-e p B nc d la la a te c a cist e k nc w iw w c ill or a or e a lk llbe ly rk e y e r si s’ b ring s, m g ee nif ne nga . ifit e ca as gnt nw e su m . hi ceh a le nt, s w w su it eh b rp e pm e le ne or me fit e nt lik s. For ael he ly t e a ha lt xa h ins n B mp la le ur c, ka if a w nc or e w , ke or st ro s t kc ek r o b op re elie p tion or v 20% t es, a s b hous nd ene ee h fit m old s m er inc ga ey nc om bye e ss ove ra ev dings ucre $1 da, c25 tche oun ,000 y t m s..a y be r b fin e ed ne auc nfit cing ia s he llyor su lping ep lim por in w ta ing itth fina ing a b lov e nc ne eia df l w itone s. eA llbe w t tho he ing d sa id (56 m not e p te im liv rce e e, nt w B it la vs h th c.k 42 w e m or pe k(re 13 cre s nt p re e ), p rc or aend nt t s v tvs ro ong .lun 9 tp e ae nga rr yc e bg nt ee ne )m , fit e ant nd s (5 w p5 it a h th y ping erc ee for irnt c ur c vs arr.e e 41 nt giv b ing enefits Gas 54% 16% 71% Your employee benefits are designed to meet your lifestyle and/or family 54% 55% Loneliness Employee Hardship Assistance/Payroll Advance or Short-Term Loans* 52% Introduction 10% 78% 51% 58% 78% 13% hesitant to engage with the b ne eene ds*fits they perceive to be at risk. Conversely, workers may value benefits more strongly Student Loan Debt serv a pnd ercie Fi a cnt re g es for ur ) m . e A o nd 1 ra e 3, c lik Bhil B la e la d c ly c k k b tw E e h a du y a or nd ond n non ck ate e Nr E on s cmp hil - w -B lB e oy d la la r ee e c cca k sk j r o us w eW n S or t( or 5 a av k s li k e p ine r e gs s t rk rs A an c ee o ly d nt g B ra e r ue s non vs p dg e or .ing e tit 3 n int g* - pW B ee lrit ar ch Se c e ek st nt w )in a le or tha cktn e en non c rds t ill St ao ra y- rt e B e bp m la eor ne c ek nt tfi w ts th s not ................................ or atk tehe r s c. y ur W unde reor ntklp y rst la offe ood ce rb ee td he ne ..................... bifit r y he s t the a hir lt a h t 13 Suggested Citation: Spiegel, Jake, “Workplace Wellbei14% ng and Financial Security: A Closer Look at Black Workers 20% 50% Figure 2 63% 55% Workplace Wellbeing and Financial Security: A Closer Look 9% However, an e Pxpa ersona ns liizv ed e Fin suan ite ci aof l Cou be nne selifit ng, s is Coac only hing, o us r Pe laful nn ing if o * ne participates in them. Take-up rates of these benefits were Outs You ide a R re c espo om nfs ortab ibilitile e sus To ing ok em Yopl u A oy way er-p Fr rov om ide W d t oorol k s or resources to 68% Black workers face challenges in the workplace. Evidence from the 2025 EBRI/Greenwald Retiremen 75% t Confidence Cell Phone as a stabilizing factor in uncertain environments. 56% 11% 43% b st em erne aptin t loy e fit gs e ic e he ra. ll xt Fu 20 yr e tr25 a m tr he g e W e ly rt, or o st br k ot r p e vh B la e ss rcy oe la r w sW c,e k e lik ll. The a lln nd e est ss non ude se Sur -a nt B rvla e e loa c y ek ,” nc n w E our ror B eRI p ka a eg y rIing s a m sse ue g nt fir nding e B a ernd ie tha f, c st a ,no. rt ae he s a g65 iv ir 13% ing l7 e a m c(k ,E p m m of lop a yunde loy y e ra e ha lle erv s st B i42% a a e at ne nding e re som fit sponsibilit Re c ea sea of n ctrrhe ce yh I ase for te ns st b e ta r it ns e rut rss u ie e ro r ing , s t rMa s, a o w ynd, or 7k , ein r 77% manage your O em Ho ffero /E tius o nh na an leh an ce d m ol Phy en d sita cIn al l h Hea co ealth* lth m Be enof efits Black and Non-Black Workers Figure 14, Factors That Contribute Most to Workplace Wellbeing, by Black and Non-Black Workers 40% ..................... 14 9% 16% 57% C sim oilnc ar e acrrns oss and R Black and isnon ks -Black workers, aside from a few minor differences, shown below in Figure 8. Non-Black at Black Ca W ble/Stro eamr ing k Se ervr ics eB sas /I i nte icn Mo rnet th ney Man e a 20 gement Tool 25 s* Workplace Wellnes 50% s Survey Survey (RCS), for instance, finds that Black Americans Figur were d e is14 proportionately likely to work for pay after they had 40% 74% Fear of Letting Others Down at Work 8% t e w ur ff ee n, lln cte iiv m ss ep is r us ov a ee n o . W wp or or pk k or e et rruni s w wetho llbe y fo d ing. ro enot m p loy unde ersr. st They and p ala ren o alr peta ion dys m imp ay lic sele itly t crtu su ste bd op bty im the al c irhoi em cp es g loye ivees a n th nd eir a rp ee w rson ell-a pl fin osita ione nced s 2026)Co . nversations about political/social issues should not occur in Bthe lack Non-Black 54% 74% 9% 10% w orkers were more likely to Offe rerp /Eor nhtan p No ca e ne rMe ticnip tala Hea ting lthin a Bene fd its e *fined contribution retirement savings p 57% lan (85 percent vs. 80 Figure 15, Preferred Method work s of placeEmployers Ensuring Financial Security and Wellbeing, by Blac73% k and Non-Black retired, were more likely to Fact descors ribe Th theat ir re Con tirem tribu ent lif te est Most yle as w toor W se orkplace th 16% an expeW cteellbeing d, and rep ,orted lower levels of Beyond phy Lesi ssc Tha al, nmental, fin Emp anc loy ia ee l, Sa to nd ck Pw urc or ha ks p e P lac lan e (w ES e8% P llbe P)* ing, the WWS asks workers about their concerns stemming 30% 5% 73% to and prlif ov eide cir caum sust ite a nc of eb s, o ene r fit av s t oid o im pap rtriov cipa e t w ion a orkelrt og fineatn he cira.l, mental, physical, and workplace wellbeing. 49% By Jake Spiegel, Employee Benefit Research Institute Doing Just Enough to Get by at Work* 28% 3% 9% 30% $15,000 Personal Loan Repayment 2 45% W Y Co or ou a ntri ke rb e c r ute sonc ................................ or Con erned a tribu bou te t po More t tent o He ial bi lpi as ng i................................ n A Em rtpl ifioy cial ee Int s P elay lig of enc f S e- tu pde own er t ed ................................................................ 65% ........................ 15 percent), a defined benefit retirement sa by vings Black plan (69 and p Non ercent -Black vs. 11% 61 W peorkers rcent), and a stock options/equity award plan 8% 57% fin fr om anC ca o ia p w l y r ide e rsour ig rh at In nge ces form of thaen non conomi atio-n B:c la T c chis o kndit A r m eions e pror icta a ns is nd .cop p Thus ot yre ight nt , iB a ela l shoc dc b k yw tk or he s t k e o Erm s hous p cloy ure re e hold e n tB lye fin ne in a fit the nc Re ew ssea . or Aks sh r c for h I ow cns e n m tita b uy e t e low s y (s E tB in eRI m Fi a )g . tic ur Ya ou ell y 4m , da iff ye r Financial Planning Education, Seminars, or Webinars* 15% 67% 70% tools for c Lo us an to mi Debt zed e /Con mp tiln oy uiee ng E be du nefi cat t p ion lan S r up ecp oort mm6% endations Figure 17 44% 13% $15,000–$24,999 Homeowners/Renter's Insurance* Anxiety or Depression 8% (63 percent vs 54 percent), althoug3% h these differences were not statistically significant at a 5 percent level. 47% E frm om ploy non er-s se Blac ek k ing wortko er su s in pp or setv B erla ac l w k w ay os, in rkerc s luding may fin the d tw ha aty s in w the mhic osth t eff he ecyt iint ve est ra rc att ew git ieh th s are eir t ho bese nefit tha s, t ta he dd irr e op ssini shor ons of t- Black c op wor y, kp errint s w , e or re d m ow or nloa e likde ly this tha re n non port solely for -Black wor pk ee rr sona s to l a express nd nonc conc ome m rn o ercia vel use r iss, ue p 48% s rov im ide pad c tting hatt he all ha ir hous rd cop ehold ies ’r se tain Fi 20 g% ure 16, Benefits That Contribute a Lot to Fee 7% lings of Financial Se 14% curity, by Black and Non-Black Workers ........ 15 You are comfortable using Artificial Intelligence-powered tools for Debt Management Services or Counseling* 54% Top Financial Stressors No of n-Bl Bla ack ck B lac and k Non-Black Workers Contribute or Contribu Pte res M cr ore t iptioo a n Drug n Eme s rgency Savings Plan 70% 14% 7% 10% $25,000–$34,999* 63% customized employee benefit plan recommendations* 42% t fin the era m ir na c e is ny e m su s, p ae loy su nd s c a e h a nd r ll c , as along op nd risying tr-he ight te rhous st m a r e secu nd sises ng ot rihe B ctturnou ost y he rsi y a s, m p t a cp ul a u t W lic n e rtra o e a ne rn c b k*onomi tle ous ly not fa ly c. ic c e E . e rxp s c e Und ce aont n se s drion ing a stin a, e nding e a dm nd te he re g trm e he enc p in, se loy ya sa d m nd iff e vnt e ings sup yrou - ernc em la et a s eyp c d a c or rit n le is tes, s k or s ad su t q r e tuot co ngth h ba e es r tsm e te nin erd a b ll p uc ge d ne eo is drfit t a hour ions b ili pla t y s or n of 5% 48% A T A G L A N C E 49% 7% Child Care Bank-at-Work Partnership With a Bank or Credit Union* Figure 17, Top Financial Stressors of Black and Non-Black Worker13% s ................................................................... 16 69% 6% 10% You Co antri re c bom utef ortab or Con le tr us ibu ing te A M rore t tificial o a In te Heal lligen th c Se-po aving wer s A ed cc to ou ont ls or 50% 53% 10% Work-Life Balance 12% d ins esi ur g $35,000 a nnc , w e hic b –$49,999* eh, nein t fits, ur offe n, cra ing n im tap rg rov ete ed w fin ora kn er c iw a 2% l e ellbe duc ing. ation, and improving life insurance options can reduce financial wage the s. report provided that you do so verbatim and with proper citation. 27% Any use beyond the scope of the foregoing 52% Buy-Now, Pay-Later Loans 6% 62% resources to manage your pers So tr na esl fi s*nan 3% ces* 47% Tuition ReimburN so em n-en Blac t k Black 34% Black workers make up a large and growing share of the U.S. work force. Since 1972, the share 66% of the civilian work Figure 18, Top Monthly Bill Stressors of Bla 4% ck and Non-Black W 9%orkers ............................................................... 17 stresrse q auir nd eim s E pB rov RIe ’s p prre ior pO a ffe reexpress rd /Ene nhan ssc P , e p et w Chi e Ca r hic m ld reis h c Car sie S on. an up im For pop rt B r o p en v ee efi rm ts wis or sik ons, ers’ p sense lease of c 11% ont weallbe ct E ing BRI a s a at p re ersu mlt is. siIons@e n parab lle ri.or l, im gp . roving You trust insurance companies to use Artificial Intelligence to flag and $50,000 0% –$59,999* 10% 46% 3% Figure 8 43% 5% 1 43% 26% 38% Figure 4 FMe eelian ngi V ngal ful ue W d f oo rk r C /W Son tud ork tre Y ibu nt ou tL ion E oa nj sn oy at Deb Work t Re *lief/Repayment* 57% force identifying alert p aeo s B ple la who ck ma hays b inc e atr -re isa ksed for c erta byi n30 dis ep as ees rc*ent. This Issue Brief uses data from the Employee Benefit Research Credit Card Debt Personal Loan P a or Li ying ne My M Me ondi thc ly a B l oilrl sHeal * th- Student Loan Debt* Payday Loans Debt* 65% Buy-Now, Pay-Later About the Workplace Wellness 4% Survey 21% 40% Condo/HOA Fees w orkplace culture, encouraging social connections with colleagues, ensuring workers feel valued for 44% their contributions, 7% 4% Figure 19, Self-Rated Description of Household Debts, by Black and Non-Black Workers ..................................... 17 Take-Up Rates of Benef 3% its, by Black and Non-Black Workers Offer/Enhance Disability Benefits $60,000–$74,999 of Credit Debt* Related Debt* Loans* 45% Share of Black and Non-Black Workers 6% 9% Somewhat or Very Concerned You trust insurance companies to use Artificial Intelligence-powered 21% Institute and Greenwald Research’s 2025 Workplace Wellness Survey (WWS), whic 40% h included an oversample of Black College Sa2% vings Accounts* Report Availability: This repor Othe t is r available on the internet at www.ebri.org Social Connection With Colleagues* 59% 43% and fostering a culture of Ha inv cilus ng Siv av it ing y sm in Ca ay s eenh 1% of a an E nce me w rgor enk cyplace wellbeing a 26% nd job satisfact52% ion. 34% tools to review claims* Figure 11 Amount of Paid Time Off Figure 5 41% Black Non-Black Figure 2So 0, urc Ty e: p 20e 2s of 5 EBRI/G De reb et n wD ale d sc Res ribe earch d W a os rkpa la cMa e Wj eo llnre sor s Su Minor rvey. Problem, by Black and 34% Non-Blac15% k Workers..................... 18 $75,000–$99,999 0% 10% 20% 30% 49% 40% 50% 60% The Workplace Wellness Survey (WWS), 2% now in its sixth year, was fielded to examine attitudes toward benefits workers to better understand the Elde ir rop Care inions about theirNo em n-Bl pac loy k er Ba lac nd k how they value their workplace-sponsored Pet Insurance 14% 34% *Indicates statistically significant difference at a 1% 5% level. 47% Share of Black and Non-Black Workers Understanding Share of Black and Non-Black 0% Workers 10% Repo 20%rting 3 Ev 0%ents 4 in 0%the Past 50% 12 Mont 60% hs 70% Job/Income Security 0% 20% 40% 60% 80% 83% 100% 35% $100,000– Health Insurance in the workplace. It examines a broad spectrum of financial wellbeing, employment-based health insurance, and benefits, as well as the challenges they face balancing work, life, and fin 11% ances. Understanding how Black work 85% ers 0% 5% 10% 15% 20% 25% 3 34% 0% 35% 40% 45% 89% 50% Figure 21, Share of Black and Non-Black Workers Reporting Being Prepared for Unexpected Events .................... 18 Supportive Supervisor Rising Inflation 0% Source: 2025 EBRI/G 20% reenwald 40 Res %earch Workp60 lac % e Wellness Su 80 rv% ey. 100% Their Benefits Extremely Well or Very Well $124,999 Source: 2025 EBRI/Greenwald Research Workplac31% e Wellness Survey. 91% Table of Contents 10% 80% Source: 2025 EBRI/Greenwald Research Workplace Wellness Survey. 47% Saving Enough for Retirement* Defined Contribution Retirement Plan *Indicates statistically significant difference at a 5% level. Non-Black Black retirement benefit issues. The 2025 WWS *In inc diclude ates sd ta tia stin o callyv se igr nsa ificam nt p dile ffe re of nceB ala t ac 5k % w levor el.kers to allow for closer ana 85% lysis of assess the$125,000 ir wellbe – ing, engage with employer-sponsored benefits, and view their employe34% r’s responsibilities can lead to Endnotes 6% *Indicates statistically significant difference at a 5% level. 79% Source: 2025 EBRI/G Blre ac ek nwald No Res n-Bl eaac rch k Workplace Wellness Survey. Source: 9% 2025 EBRI/Greenwald Research Workpla61% ce Wellness Survey. Introd The uc U.S tion . E c ................................ onomy Will Go Into a Recessi................................ on in the Next 12 Months* .................................................................................... 5 Preparedne $149,999* ss for unforeseen financial events is an important complement to debt measures. The WWS asks workers The Amount of Debt I De Ha fiv ne ed (e.g Ben ., c efi re t P dit c enar sio d d n ebt, car loans, personal 30% 86% 27% Ability to Work Remotely/Hybrid 69% the challenges they face in their finan *In cida icl w atese sllbe tatistiing. cally siThe gnificaa nt d div ffa ere nntca eg ae t a 5 of % a len o vel. versample is the ability to draw more smarter plan designs and subsequently improved wellbeing as well as drive business outcomes, such as higher levels of *Indicates statistically significan 30% t difference at a 5% level. 30% 38% $150,000– loans) 10% 100% Employee Engagement or Workplace Culture Surveys 84% 87% whether they feel very or somewhat prepared to handle financial shocks such as an unexpected expens 41% e, loss of Dental Insurance 16% $199,999* The Cost of Health Care About the Workplace Wellness Survey ................................................................................................ 83% .............. 5 robust inferences from the systematic differences between subgroups. 86% job satisfaction. 22% 1 Paying for a Medical Need, Treatment, or Prescription A W B la d Sor d e ce it k k iona p Bure w laor ce lk ly a e u b , re s t one he f w Lfit e a W rb s c eo W r aa S ls Sn b ta o astis m k es tics or siw g eor ,nif lik http kic e ea r ly s t s nt :t/ha o /cw on d n w ett w srhe c ibut .r bibe ir ls .non or g t os t he v/ -o s B irp la w o ov c tli or k e g k rc h a e ount t/ ll le rs’ 2018/ fe v eerel o plin b ala f d rg tcs t s of kesb o -in t e fin 26% a -xpres the nd an-w c la ia s c he bl osec tr om he -four rfrc or it it e t/ y is p . us d a If/ nde ing m bla ae tjche o d krs , ir -or B in la e -m m the ck inor p loy - w laor b e p o k rrr’e ob s -rs le w m e. re B enefit$200,000 s: Co–re and Ancillary Valuable Employee Benefits Programs/Services 5% 18% 36% 82% Vision Insurance inc ome 9, 0% or caregiving-related work reduction. Black workers were less likely than non-Black workers to report feeling 28% Hiring Freezes 77% 86% 9% $249,999* 39% Life Events Causing Change in FinanciT al he S Cos ituatit o on (i f Hea .e., lth ma In rrsia ura genc , e Demographics and Socioeconomics ................................................................................................ 85% .................. 5 force.pdf and https://www.bls.gov/o pub/reports/race-and-ethnicity/2023. 17% A la be s sh rne gefit ly ow s a m n in ond re Fi rlik egsou e ur lye rt c h 19 easn non , to Bla im ck -p B w rla ov or ck e k e w tr he or s ir w k e e w rrs t e ellbe m o or ring ee p or . lik Se te tly v ha e tnt th a b yn non e -seve nefitn p - s lik Blaec erk che ew nt a or ltof k h in er Bs t la su c o r ka dw nc eor sc e, k ribe e re rs r t ir the e em spond ire nt de b sa etd v a ings p ts ha a 79% tm the a lajn or ys, a feltnd Worker satisfaction is an imp Lior fe t Ins ant uranc coensideration for employers. For instance, EBRI’s Financial Wellbeing Employer I vn a eryd or dit so ion mte o wsa ha la t rp yr, erp ea tirre ed m te o nt ha andle nd he ea m lte h b rge enc neyfit es xpe are ns ce or s of e com eithe pone r $5 nt 00 s of (66 a w pe or rc ke ent rs ’ vs tot . a 78 l c p oe m rc pe ent ns)a or tion. $5,000 (46 $250,000 or divorce, having children) 5% 16% Key Findings 80% 77% 14% 29% 82% 10% Promotes Mo a re* Culture of Diversity and Inclusivity* Layoffs or Reduced Hours for Employees* v c pom olunt robfo ler a m tra y b ( 33 b lee ne us peing fit rcs c ent eon m vs p tr loy .ibu 22 etr e - pp d er r“ ov c Ho ae ide nt lot usi) ng ” d . Cos tA to ools o mtts ong he Wir il r l C t fe ho ron e esou se lin tinug e t w rs of co ho e Ri s sindic tfin eo a m nc a atna ie ad l se g e th 10% c e aur m t t iot the yio , ysh na ha ow l a d nd n b a pm e rob low ent le 58% a in m l he Fi wg it aur lh th th, e 16 c eo irm . dB p ela a brc te , kd B w la w or c itk k h e68 rs 72% Short-Term Disability 26% 38% Sur 2 vey (FWES) — a survey of employers — indicates that worker satisfaction is an important metric when calculating a Addit Piona hysilcly a, l, tMe hese nta bl, ene Fina fitnc s cia al, n a and lso W c Sont tud orekr nt p ibut la Loa ce e n Rep si Wge ay nif llbe me icnt* ing antlC y on to ca e rw ns or ................................ ker’s sense of physica................................ l, mental, finan 85% cial, and .......... 6 percent vs. 52 percent), shown below in Figure 21. However, both Black and non-Bla 54% ck workers were similarly See Copeland, Craig, a69% nd Lisa Greenwald, “2025 Retirement Confidence Survey: A Closer Look at Black Americans,” EBRI 14% Demographics and Socioeco 68%nomics 70% 0% 2% 4% 6% 8% 10% 12% 14% 16% 18% 20% 54% Health Savings Account (HSA) 80% p t w ee or nde rckeent d rs w tof o e bnon ree m a -ls or Bla o ec m lik k or w ely e or lik tko eerrls e y, ptsh or o ow td e tha sc n b rtibe e the low tse he in b ire Fi p ne e grur fit so e s c na 13 on l l.oa tB ribut la ns c/l ke ine w d or “ of ak e lot c rr s w ” e d to it e ra d e e fe a bls e t, o lin m m ge or d of ic ea fin lik l/h aen e ly c a ia lt to h l se -rre ec p la ur or te itt d yfe , de w elin hil btg , e st non ude -nt cost-benefit analysis of employee benefits. To shed light on this, respondents were asked to rate their satisfaction with • Black workers were systematically more likely than non-Black workers to report that the35% y had high levels of w unpr orke pp la acre e d w for ellbe be ing. ing B una Tla rad ceb k W le aar Inc ntd o non w rea or sik - ng B or P lar c ice k es a w r of n inc or Con ke so r us w m mee r G efor r oo e ds si sim x mont ilarly h li9% k s ed ly ue to to will orne k for ss or a 53% 35% c inj om urp ya , ny or th ha avting offe to rerd e d the ucm e hou hearlt s h Issue Brief, no.Re 639 quire(me Emp nt to loy We ork e iBe n Pne ersfi on t R Ale l o sre S aorc me h oIn f th se Ti titute me, June 26, 2025). Available at https://www.ebri.org/content/2025- 61% Fina Per nc sio al nal ly Co Sup nne porc titi ng on a L s W ov ith Co ed Olne leag W ues ho *Doesn’t Live With Me* 83% Concerns and Risks ......................................................................................................................................... 7 Across several demographic and socioeconomic variables, Black worke13% rs look very much like non 35% -Black workers. There 24% Source: 2025 EBRI/Greenwald Research Workplace Wellness Survey. 59% Long-Term Disability 57% B loa com lan d ck fo w r e 60 tb or a % tb , kle p e r aus s w yd ing aeyr e lo e m m an d p or loy ee e lik brt-, eply arnd ov to ide bruy ed p -or tnow ools o t th,a p tr a tr y he e -sou la yt e cron rc loa ets rin b to ut dm e eb d at na “a as e g lit e tit tle he he ” iror r a p d e m id rsona ajnot or 56% l fi o cron n m atinc r nor ibut es (7 p er ob a9t le p ae ll. m r , cIe sh n p ntow a vrs. n b ti c65 ula elow p r, er lif c in e e nt), 55% the benec fit onc s in w ern a hic bh th out e the y e irn hous roll. B ehol lack d ’w s w ore kllbe ers ing we ra ec r jus osts four as lik d ely im teo ns re ions por:t fin bea ing ncie al, xt 54% r m ee m nt ely al, or p hy vesi ry c asa l, tais nd fied w or wit kp h t lahe ce. ir a nd retirement benefits, shown below in Figure 7. Black and non-Black workers were also similarly likely to report or retire stop me w ntor -ck oinf ng idt eo ncserv e-surve e as a y-- ac-a crlos egeiv r-eloo r. k For -at -w bla orckke-r as w meric ith l ans im . it ed savings, even relatively modest shocks can lead to 64% *Indicates statistically significant difference at a 5% level. Employers Will Reduce or Eliminate Retirement Benefits* 13% 34% w ere, for instance, no Pay stia ng ti/S st av ic ing all fo y r M sig y nif Chiilc dren an's t d Col iff leg er e Tui enctie on s in gender or the age distribution of 61%Black and non-Black Budget Cuts/Restrictions 82% Health Wellness Program Workplace Experiences .................................................................................................................................... 7 10%23% Fi ins as w gur ure a ell a nc 20 e s . a us pp ing ear As t I to ools fo be an e r cspe usto cia mll ize y v da e lua mp bloy le b ee ene be fit ne for fit p Bla lan r ck e w cor om ke m rs, w enda itth 6 ions 0 ( p6 e3 rc p ee nt rc reent 31% spond vs. 5 ing 4 pteha rcte nt it ). cont ributed employee benefits package Co as non mpany Cul -Bla ture ck workers, shown below in Figure 10. Black workers 63% were more likely to report The largest gap was in financial wellbeing, with 34 percent of Black workers reporting high levels of concern, p ha ar rt dish cipa 50 ip % ting or din t ebthe . Lir ow ee m rp p lo re yp ea r’rs he edne alt ss h in casu n a ra lso inc nce prla en, ase alt shoug tress h B and lac re kd w uc or ek w eror s w kpe la re c es om wellbe ewha ing, t leass s fin lika enc ly ita o l a pnxi artie ctiy p ate 20% 45% 61% 69% workers, shown below in Figure 1. Similarly, Black workers were as likely as non-Black workers to report working on a 5% 42% Employers WiF lli L nan ayc O ial ff W Em elp lne loy se se P sr o og r rRe am duce Hours for Employees* 41% Paying for Mental Health Care “a lot” to their feeling of financial security, compared with 36 percent of non-Black workers. 63% 34% 79% Physical, Mental, Financial, and Workplace Wel 7%lbeing Concerns that theyc om werpea reext Ed ffo r w e rts m it to h 24 e P lyr om sa p ote te isr DE fied ceI/E nt f( forts of 17 non to pe Prr- c om B ela nt ote c k vs Inc w .lu or 11 sion k e *pres. rc A ent m)a tjh oa rin non ty of b -Bl ota h B ck la wcor k kaend rs,non and -B non lack -B w laor ckk e w ror s a kli ek re s w be elie rev e in the Be irne em fitp s: C loye or r’e s a re nd tire Am nc eill nt a rsa y v ................................ ings plan than non-Bla ................................ ck workers (80 perce................................ nt vs. 85 percent). ............................. 9 often spills into work performance. 28% 40% 8% 48% full-time basis, Fa lelxtibl houg e Speh B nding la A ck cc o w un or t (k Fe Sr As w ) ere slightly more likely to report working very few hours per week (between Time for Community Activities/Volunteering* 6% 74% 44% 14% more likely to report that E the mpy loy w ers e W rei llv No er t O yP ffe sa ayring t R is ai fo fied sres C o hi ( rl B d C 36 on are p use es rcent vs. 30 percent), although there is no statistically The WWS tha as t kts w heiror ek m ep rs t loy o ese r ha lf-s a rat er ets he ponsi ir lev be ilil o ty f c to on ens ceur rn ea e bm out ploy the ee ir w weellb llbe eing. ing across four different dimensions: 24% 78% 6% 48% Figure 19 Understanding of ReE du m cp tion loy ore E r- lim Pr ina ov tio ide n od f E B mp elne oyee fit B se ................................ nefits ..................................................................12 one aA nd ccid10 ent) , .Cr itical Illness, or Cancer Insurance 30% 51% 28% 66% significant difference when aggregating w 0% orkers who 10% aFigur re eithe 3% e r16 20 ext %remely or 30 v %ery satisfied 40%. Similarly 50 , % Black wor60 ke %rs p hysical, mental, financial, and social. Black workers were more likely than non-Black workers to respond that they Paying for Caregiving Services for a Child (beyond child care)Figur *Figur e e 13 7 54% Self- ERated mployers Wi Descri ll Reduce o pt r El ion imin ate of Em Hou ploye seho e Benefild ts* Debts, by Black and Non-Black Workers 5% Stock Options/Equity Award Program 78% Figure 21 18% 63% I •m prB ov laing ck aW nd ornon kpla -c Be la W cke w llbe orik ng er s ................................ alike commonly repor ................................ ted negative experienc ................................ es at work such as lone ...................... liness, 12 20% Layoffs or Reduced Hours for Employees Due to AI tended to express highe Benef r levits els Th of sa at tiCon sfactio tribu n witte h th a Lo eir rt etto ire m Feeling ent bene s fit of s a Fin nd ancial health insu Securi rancety . , w ere “very concerne Black d” — dand efine Non d as a -Black reporting Workers their lev e A l o greein f c5% once g rn a With s a Sele nine or cted 22% 10 on Statem a 10-pent oints scale — across all Offer Rates of Benefits, by Black and Non-Black Workers 49% Long-Term Care Insurance 72% Paying for Caregiving Ser So vic ue rcse f : o 2r0 a 25 n A EBRI/G dultFre ig eu nwre ald 1 Research Workplace Wellness Survey. Soc Share ial Unrest Ca ofu Black and sing Market UncerNon tai Bla nty ck -Black No 4% n-BlacW k orkers 42% Reporting 77% performing at a lower level than they were capable of, and not caring about their job. However, Black workers by *In Black dicates sta and tistica llyNon signific-aBlack nt differencW e at orkers a 5% level. 1010 0% % four E dm im pe loy nse ion r A sc of tions we llbe to Iing mp, rov she ow Fin b nanc elow ial Se in cFi ur git ur ye ................................ 3B . lack Non-Black ................................................................14 45% 25% Supplemental Health Insurance Black Non-Black No Se ne le oc f The ted se Demographics and Being Prepared for Unexpected Events 40% 0% 10% 20% 30% 40 63% % 50% 60% 20% were disproport Eiona mployters ely W m ill Cu ore t E lik mpe loy lyee tha San non laries/W- a No B ge la n-Bl s*ck ac w kork Be lac rs t k o report burnout (49 percent vs. 42 percent) and 90% 60% 86% Health Insurance 76% 90% Emergency Savings Account Figure 10 83% 0% Socioeconomics of Black and Non-Black 62% Stressors Outside of Work ...............................................................................................................................16 90% 22% 80% Efforts to Promote Environmental and Social Commitments Black Non-Black 65% stress (34 percent vs. 27 percent), reflecting the Figur ir con e c3 ern over their workplace wellbeing. Black workers were Defined He C aon lthtr B ibu en tie on fits Retirement Re Plan tirement Benefits* Benefits/Resources Your Benefits/Resources Your Voluntary or Supplemental Source: 2025 EBRI/Greenwald 19% Research Workplace Wellness Surve80% y. The Stock Market WiShare ll Be Lower i of n 12 Black and Months Than It Is Non Now-Black Workers Expressing 78% 68% 78% 80% 0% 10% 20% 30% 40% 50% 60% 70 61% % 80% 90% 80% 80% 81% Health Insurance* Employer M *Indic ak ate es s A sta vti ai sltia cbl ale ly sE igmp nific loy aner M t diffeak ren es ce A av t ai a 5 la% bl e level. Benefits That Your 75% Share of Black and Non-Black Workers Repo 47% rting 70% Debta B lsur o d leess ns li a knd e De ly fi n P ted o re B rpe en apr efi or ed t P tn en p eosit ss sio ................................ n*ive experiences at wor ................................ k, such as feeling value ................................ d for their contribut...................... ions (21 percent 16 73% 73% 72% Satisfaction With Their Benefits Pack 18% age to Help With Your E B mo l35% ac tio k nal to Hel No p W n-B ith Y lac ou kr Financial Employer Makes Available 80% Salary Freezes 69% 0% 20% 40% 60% 80% 100% Source: 2025 EBRI/Greenwald Research Workplace Wellness Survey. 17% Improving workplace wellbe 67%ing is a difficult undertaking, and there is no one-size-fits-all solution. Diffe 77% rent employee High Levels of ConW cern ellbeing* Over Wellbeing Wellbe ing* to You but That You Pay the 70% Dental Insurance vs. 26 percent) and having social connections with colleagues (also 21 percent vs. 26 percent). 70% *Indicates statistically significant difference at a 5% level. 66% 60% 74% Age 21–24 9% 7% Conclusion .....................................................................................................................................................19 Retirement Savings Plan, Such as a 401(k)* Non-Black Black Full Cost For* 69% 0% 10% 20% 30% 40% 69% 50% 76% populations naSo tu ur rc aelly : 20 h 25a EBRI/G veV d isiff ire on In ee nr we s au lnt dr a Res nc ne e eae rcd hs W , oa rknd place oft Wee lln d nessiff Sue rvr ee y.nt employees within a single firm have different needs. Still, 70% Source: 2025 EBRI/Greenwald Research Workplace Wellness Survey. 40% Black Non-Black Age 25–34 24% 25% 72% Black 60 w% orkers were less likely than their non-Black counterparts to be stressed about saving enough for retirement (34 *Indicates statistically significant difference at a 5% level. *Indicates statistically significant difference at a 5% level. 47% E60 ndno % tes ................................................................................................................................ 66% .......................19 • Black workers tended to report higher levels of interest in benefits that their employer did not currently offer. t hese Nree t: E su xlt trs su emelyg /Ve ge ryst S ati th sa fied t em Life ploy Insur eanc es v e iew their employer as playing an important role in improving wellbeing, with Source: 2025 EBRI/Greenwald Research Workplace Wellness Survey. 34% 59% Age 35–44 26% 23% 47% An Emergency Savings Account 65% percent vs. 47 percent). However, this should not necessarily be interpreted as Black households being unconcerned 35% 52% 63% 60% *Indicates statistically significant difference at a 5% level. 50% 67% Short-Term Disability In particular, Black workers reported stronger interest when compared with non-Black workers in emergency Black workers being particularly receptive to employer-provided tools to improve wellbeing. Improving work-life balance Age 45–54 21% 22% 62% Figures about50 s% aving enough for retirement — 34 percent of Black workers cited it as an issue that caused them stress — but 29% 46% 11% 45% 45% Concerns about job stability and employer actions were widespread across all workers. Both Blac 45% k and non-Black Extremely Satisfied* 64% 30% Health Savings Account (HSA) savings accounts (87 percent vs. 75 percent), long-term care48% 28% insurance (80 perc 52% ent vs. 69 percent), and c Gaiv n i en a m 40p % rlis ov t eof w14 ork b ee rs’ nesense fits th e of ir w em orp kloy plae cr e d w id ellbe noting curg re e 17% nt nely ra offe lly, a r, nd Bla cc re ka w ting orke ar d s w iveerrse e m and oreinc liklus elyi vte o c re ult por urte bce aing n be ane t le fit a st Paid Time Off and Paid LA ea gve e *55–64 20% 22% 50% 47% 58% 41% 61% rather that these households may be facing other pressures that dominate their attention. Additionally, Black and non- 61% workers reported conceLo rn a ng-T berm out Di la sab yo iliff tys, reduced hours, and wage cuts. However, Black workers were more likely to 25% 40% Figur ee a r1, neSe d w lea cg te ed a D cc e 24% e m sog s (r80 ap hic pers a cent nd vs Soc . 55 ioe p ce ono rcem ntic ).s of Of 14 p Black ot a end ntia Nl b one-ne Bla fit ck s t W he or irk e em rsp ................................ loyer did not currentl........ y offe r5, som Black e w wha ortk e in rts spe erestceific d in a ally.ll b ut oneM . a Re legardless of race, many work48% ers who we49% re not 56% currently offered an emergency 25% 30% 36% B lack workers were similarly stressed about having savings in case of an emergency (41 percent vs. 43 percent) and Very Satisfied* 36% 60% report 40 b % eing concer He ne ald th W ab elou lnets st P he rog se ram e*vents’ impacts. As mentioned above, Black workers were more likely to report Life Insurance* 30% Black workers were more F lik em ely al ethan non-Black workers to 52% report inter51% e 48% st in all but one. savings fund reported being interested in one, including 87 percent of Black workers and 75 percent of non-Black 20% 60% Figure 2, Household Income of Black and 33%Non-Black Workers ............................................................................. 6 j ob/inc 30o %me security (35 percent vs. 34 percent). 20% 46% 20% 31% Financial Wellness Program having lower household incomes than non-Black workers, and as such, job sh 17% ocks may have more significant Work Full Time 87% 86% 35% 17% workers, shown below in Figure 9. Long-term care insurance/life insurance with a long-term care rider was also of 37% 30% Somewhat Satisfied 38% 53% Flexible Spending Account (FSA) Figure 3, Sha A Fin re an of cia Bl W lac elk ln es and s PrN ogon ram* -Black Workers Reporting High Levels of Concern O 40%ver Wellbeing ....................... 6 conseq • ue W nc he es for n ask B ela d chow k w or em keprloy s. W erhil s c eould bot h B mala ke c ksu arnd e eno mp nloy -Bla ec ek s w wor erk ee fin rs w anc oria ry lly a b se ou cur t tehe a nd imp waecll, b t of ot ris h B ing lainf ck la and tionnon and - Employer Actions to Impr Woo rk ve Pa rF t T inancial ime Security 13% 14% 49% 15% 57% 10% 22% int ere20 st% to a disproportionate share of Black workers, with 80 percent who were not currently offered one expressing 51% Accident, Critical Illness, or Cancer Insurance* 19% ImproB ving Work lack workers w pla ere ce mosWel t W liko erlb ly k 1 te – o 1 ing r0e H spond o urs that their employ 5% er could offe 2% r higher wages. However, Black t he cost of health care on their finances at similar rates, Blac k workers were more likely to worry about the impact of a 20% 43% The Fi Wg W ur S ea 4, lso Sha ask re s w of or Bk la ec rk s w and hatN son te- pB s e lacm k pW loy orekre s c rs Somew ould takha e tto or m a Ve ke ry su Cronc e ee m rne ploy d e ................................ es are financially secur ................... e. 7 int erest. Black workers were also more likely 10% to express interest in an earned wage access benefit than non-Black 33% Debt 0% Burdens and Preparedness 10% Not Too Satisfied Accident, Critical Illness, or Cancer Insurance* 35% Stock Options/Equity Award Program* 10% 8% Work 11–20 Hours 3% 5% 47% r ecession, wor lak ye off rs w s, reerd euc dis tions prop in b ortiona enefit tes, a ly mnd orew lik ageely c ut to s o sun th ggest e 27% ir e fin duc anc ating es te ha mn non ploye- eB s on lack sa wv or ing kes a rs. nd budgeting (20 Workers, including Your E Bmp lac loy k er Ha worsk a ers, broadly Y ou ag r E re mp ed loy ter Ha hat st he a ir employe You r ha r Emp s a loy rer Ha espon s asibility to eY ns ouu r E re mp w loy or er Ha kers s aare well Interestingly, Black workers were less likely than non-Black workers to cite offering higher wages (49 percent vs. 57 workers (80 percent vs. 55 percent), as well as employee hardship assistance/payroll advance/short-term loans (78 Figure 5, Share of Black and Non-Black Workers Reporting Events in the Pa 47% st 12 Months ..................................... 8 Debt is 10 % a cent Re ra sl c pono s Lo m ibng ilp ity -one T to erm Ma nt Care I k eof Suns fin reuranc anceiaRe l w spe on llbe sibiing lity to , Ma whic ke S h, ur ein turn, Recsa pn im onsibilp itya to ct Ma wkor e S ku prleace we Re llb sp eon ing sib.i liW ty to hil Ma e kw e S or uk reers of all Work 21–30 Hours 10% 11% 5% percent vs. 13 percent) or offering/enhancing mental health be 38% nefits (16 percent vs. 9 percent), while non- Additionally, Black workers were more likely to report negative feelings at work than non-Black workers. For instance, across three different dimensions of 5% wellbeing — mental, physical, and financial — shown below in Figure 12. 31% percent) and E cmpl ont oy ribut ees Aing re F/ic nan ont cial ribu ly ting Emp m loy or ee es A to re Fi a r na en ticrial em ly S eec nt ure savings p Employla een ( s A24 re He pal ethy rce an nt d vs. E 38 mp p loy eee rcse A nt re M ), en show tally Heal n bthy elow in percent 0% vs. 54 No p t a et rA cle l S nt ati )s. fiS edtrong interest in emergency savings programs and financial wellness resources is consistent Disability Insurance* 49% Supplemental Health Insuran 4% ce* races were stressed about their mortgage, grocery, and utility bills, Black workers d47% isproportionately reported being Work 31–39 Hours 15% 15% Prepared for Retirement and Well Phy 39% sically Well and Emotionally Well Figure A6, n Un Blex ac pe kc ted and ExN pen on se o -Bf $ la5 c00 k *W Aor n Un ke ex rs’ pecE ted xpe Exrpie ennc se o es in t f $5,00he 0* P Ba eist ng Un 6 Mo able t nt o W hsork ................................ and Earn Having to Redu........................... ce Work Hours or 9 B lack wor Bk la ec rk s w we or re ke m rs w oree lik re em lyor to e sa liky e ly tha to t r te he spond y expe writ ieh nc cont ed b ribut urnout ing/c (49 ont p ribut erceing nt vs m.or 42 e tp o ea rc reent tir)e a m nd enst t sa ress vings p (34 p la en ( rce38 nt Encour 0% agingly, evidence from EBRI’s FWES suggests that employers broadly agree with workers that they have this Figure 0% 15. Instead, Black workers were disproportionately more likely to suggest that their employer educate workers with the financial wellbeing and stress patterns shown earlier. Similarly, high interest in mental health resources and 31% Emergency Savings Account* Income for 6 Months Due to Stop Working to Care for a Work 40 Hours 47% 47% stressed about their car payments (23 percent vs. 17 percent), shown below in Figure 18. Non-Black workers, Workplac Ne Ye t: ou A rE M Hous x ajope reh /A M olrd’ ii nse o F rn 0% iP na rces onc ble ial m * Your E 10mo % A M tio ana jorl P W ro elb lbe lem ing 20 * /Me 19% % ntal Your Phy A 30 M s% ic in al o rW Pe ro llbe ble ing m /Heal 40% th* Your Work No50 t pl aa % P ce ro W blel em lbe * ing (e.g 60 .,% 0% 10% 20% 30% 40% 50% 60% 70% 80% percent vs. 24 percent). vs. 27 percent), shown below in Figure 6. They were also less likely to report feeling valued for contributions at work r esponsibility as well. This represents an opportunity for employers, as Ile lnm ess p /Iloy njure yes and emp Ch loy ild/Othe ers a r li Lo ke ved v O iene w f t or 6 he on sa Fivg ing ure s a 7, nd So Offe urc be udg : r 2 0R 2e 5a t EBRI/G ting es of (re 20 eB n e wpne ae ldr Res fit ces, b nt earc vs hy W .B o13 la rkpc l ak p c ee a W rnd c ee llnnt e N ss on ) Su a-n rv B e dla y .offe ck W r/e ornha kern s c ................................ e mental health bene................................ fits (16 percent vs. 9 ..... 9 employee assistance programs reflects a recognition that mental and emotional wellbeing supports are increasingly Wellbeing* Health* engagement, stress, morale)* Work 0% Over 40 1 0H %ours 20% 30% 19% 40% 50 19% % 60% 70% 80% 90% meanwhile, were more likely to flag homeowners/renter’s insurance (13 percent vs. 8 percent) as an issue that caused Months Sourc *Indice: ate 20 s s 25 ta ti EB stiR ca I/G llyree signw nifial ca d nR t d es iffea ere rcn h cW e So a ork t a upl 5 rca % ec: e l2 e W 0 v2 e el 5 l. lne EBRI/G ss Surv ree ey nw . ald Research Workplace Wellness Survey. Source: 2025 EBRI/Greenwald Research Workplace Wellness Survey. W (21 or p ke er rs’ cep nt e rvs ce.p 26 tions pe rof cee nt c). on These omic r irsk esu m lta s yc b om e sh por ap t e w dit in p h eaarrlie t b r ye v the ide irn r ce ec indic ent w aor ting kplB ala ce c ke xpe worrkie enc rs w es. The ere m or We W lik S e aly sk s to Source: 2025 EBRI/Greenwald Research Workplace Wellness Survey. workplace as playing an important role in worker wellbeing. p ercent). *Indicates statistically significant difference a *In t a di 5 c% at es lev s eta l.tistically significant difference at a 5% level. important in the workplace. Source: 2025 EBRI/Greenwald Research Workplace Wellness Survey. *Indicates statistically significant difference at a 5% level. Source: 2025 EBRI/Greenwald Research Workplace Wellness Survey. Figure 8, *In Ta dik cae te-sUp sta tiRa sticatle lys of significB ae nt Sou ne diffe fit rce res, b nc : 2 e a 02 y t a 5 EBRI 5 B% la lc evk e /Gre l.and enN wald on- Res Blac ea k rch W Work orkerpla s ................................ ce Wellness .............................. 10 them stress. *Indicates statistically significant difference at a 5% level. whether certain events — mostly negative — occurred at the respondent’s employer in the past 12 months. As shown report feeling*In high dicatesle sv tae tisls tic aof lly sc igonc nificae nr t n diffa ere bnou ce a t t t ahe 5%ir le vw elor . kplace wellbeing. 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