165 Employee Benefits Statistics: Healthcare, Retirement, Flexible Work, and Vacation

Employee benefits are the extra perks, like health insurance, retirement plans, and paid vacation, that companies offer to help attract and keep workers happy and healthy. These benefits are important for both the well-being of employees and the overall success of the company.

We have compiled this article to provide key statistics and insights about the impact and value of employee benefits.

Benefits and Employee Recruitment Statistics

Employee benefits are crucial in attracting and retaining top talent in today's competitive job market. These benefits encompass various offerings, from healthcare and wellness programs to flexible work arrangements and retirement plans.

• Eight out of ten employers believe that offering supplemental insurance benefits aids in recruitment, and 82% report that it helps retain employees.¹
• According to HR experts, the primary goals of benefits programs are to boost productivity (53%) and to attract and retain employees (49%).³
• 40% of employers think that their employees leave for jobs with better benefits elsewhere.²
• In 2023, three-quarters of employers reported that their costs for providing employee benefits have increased to at least a moderate extent, with 61% observing a rise in benefits claims as well.¹
• The current satisfaction rate among American workers with their employer-provided benefits stands at 54%.²
• Employee satisfaction with benefits dropped to its lowest in a decade in 2023, standing at 61%, a decrease from 64% the previous year.⁴
• One in ten workers would be willing to accept a lower salary in exchange for improved benefits.²
• While 83% of employers are under the impression that their employees are content with their benefits, only 60% of employees actually express satisfaction with their benefits.⁴
  

• 86% of companies have established policies such as paid time off, parental leave, and flexible arrangements to support well-being.⁸
• 88% of organizations provided initiatives aimed at bolstering emotional well-being, such as mental health resources and employee assistance programs (EAPs).⁸
• Programs fostering social wellness and a sense of belonging (e.g., celebrations, retreats, virtual coffee hours) were ranked as the second-most beneficial by 37%, yet were accessible at only 67% of organizations.⁸
• An overwhelming majority of employers (87%) acknowledge the crucial role of benefits in fostering and maintaining a positive workplace culture.⁹
• Nearly half (49%) of employees at small organizations and over half (55%) at mid-sized companies are open to paying for additional benefits.⁹
• Among all employees, 38% expressed doubts about the adequacy of their current benefits in mitigating their stress levels, with this figure rising to 48% among Generation Z individuals.⁹

For employers intending to reduce employee benefits in 2023:

• 35% of employers planned to discontinue adoption and fertility assistance.³
• 33% of employers intended to eliminate commuter benefits.³
• 32% of employers were looking to remove financial education offerings.³
• 32% of employers planned to discontinue health and fitness discounts.³
• 31% of employers were considering eliminating the 401K match.³
• 31% of employers were thinking of discontinuing mental health support.³
• 28% of employers planned to do away with paid maternity and paternity leave.³

As the employment landscape continues to evolve, businesses must remain attuned to the preferences and needs of their workforce.

Organizations strategically leveraging these perks can gain a competitive edge and foster a more engaged and satisfied workforce, ultimately contributing to long-term success.

Healthcare and Wellness Benefits Statistics

Healthcare and wellness benefits are essential to any comprehensive employee benefits package. Access to quality healthcare and wellness programs safeguards employees' physical and mental well-being and contributes to a more productive and engaged workforce.

• 52% of employees would likely purchase supplemental health insurance to cover diseases that run in their families.¹
• In 2022, over half (57%) of Hispanic employees reported being unable to cover $1,000 in unforeseen out-of-pocket (OOP) healthcare expenses.¹
• Approximately 76% of employers believe their employees feel extremely comfortable requesting support or time off for mental health reasons.¹
• Around 48% of respondents believe that implementing AI in benefits administration could enhance employees' understanding of their benefits policies.¹
• Approximately 41% of employees believe that their employer has room for improvement in terms of supporting their family and reproductive health needs.⁶
• A total of 71% of businesses have either introduced or are considering the implementation of employee benefits to address reproductive health requirements.⁶
• Over the next two to three years, 63% of employers intend to enhance family health benefits.⁶
• Family benefits are deemed highly significant by 87% of U.S. employers (and 91% of employers worldwide) for both current and potential employees.⁶
• In the past year, 64% of workers have been absent from work due to family health-related issues.⁶

• A desire for jobs that provide employer-sponsored healthcare is expressed by 80% of workers aged 43 and above.²
• The most crucial benefit, according to 67% of employees and 68% of employers, is employer-sponsored healthcare.²
• Mental health support is considered the most critical benefit by 33% of employees and 23% of employers.²
• While 85% of employers have confidence in the mental health of their employees, only 65% of employees share this belief.⁴
• Similarly, 87% of employers have faith in the physical health of their employees, but only 67% of employees concur with this assessment.⁴
• 43% of HR experts have either utilized or contemplated utilizing their company's employee assistance program (EAP) or mental health benefits for personal reasons.¹⁰
• More than 25% of employees seek their employer's assistance in managing emotional health. Within this group, 40% believe that stress management activities would be the most beneficial for them.¹¹
• Amid heightened media focus on obesity-related health risks, there's been a 3% increase in employer coverage for weight loss surgery, now at 28%. Coverage for weight loss programs, while increasing slightly to 20%, remains below its 2019 peak of 29%.¹²
• In 2023, 11% of employers have started offering their employees reimbursement for domestic travel expenses incurred for medical care. Additionally, 6% of employers are extending this reimbursement to include international travel for medical purposes.¹²

Benefits Offered by Company

• Although 88% of organizations provided emotional well-being programs, only 29% of respondents found them beneficial.⁸
• Their manager adequately addressed mental health concerns for only 38% of individuals.⁸
• Discussing mental health at work without negative consequences is possible, according to 52% of respondents.⁸
• A significant 82% express a desire for their organization to train managers in addressing sensitive mental health issues.⁸
• Virtual therapeutic platforms are available at merely 53% of organizations.⁸
• Mental health awareness training is offered by 50% of organizations.⁸
• Training aimed at enhancing resilience is provided by less than half of the organizations.⁸
• In terms of maintaining work-life boundaries, 76% of respondents find flexibility in work hours compelling.⁸
• Greater trust from management would have a substantial impact on the mental health of 61% of those surveyed.⁸
• A disparity exists between what CEOs and individual contributors consider effective in establishing work-life boundaries.⁸

Employers that invest in healthcare and wellness benefits not only support their staff's physical and mental health but also reap the rewards of a healthier, more motivated, and more loyal workforce. As the workplace evolves, healthcare and wellness benefits will remain a cornerstone of employee satisfaction and retention.

Salary and Base Compensation Statistics

Salary and base compensation are fundamental aspects of an employee's overall compensation package. Understanding the statistics related to salaries and base compensation is crucial for both employers and employees.

• 73% of employees say their employers must have competitive salaries or wages.⁹
• When asked to identify the critical indicator of their employer's care, Gen Z, Millennials, Black and Hispanic workers, employees with children, and those with disabilities were more inclined than others to select a factor other than pay and compensation.⁹
• Only a quarter of employees are aware of their own salary range.¹³
• 67% of employees want more transparency and equity from their organizations regarding their pay information.¹³
• Employees content with their compensation and benefits are 26% more likely to have their work expectations surpassed and 13% more inclined to remain with their current employers for over three years.⁷
• One out of three employees believes that their pay is not fair or feels neutral about their compensation.⁷

• Three-quarters of executives understand the connection between their compensation and their job performance.¹³
• The percentage of employees who feel they are fairly compensated for their work decreased from 67% in 2022 to 61%.⁷
• On a global scale, 57% of employees believe that their pay is directly tied to their job performance.⁷
• Salaried positions are held by 25% of women and 34% of men.¹⁴
• Among workers, 13% report receiving hourly wages but are not compensated for work performed beyond their scheduled hours.¹⁴
• Regarding compensation methods, 65% of workers receive hourly pay, 30% are on a salary, 6% are remunerated through other means, and 32% receive commissions.¹⁴

• Within the last year, 50% of American workers have not received any form of pay increase.¹⁵
• The proportion of Americans who noticed an increase in their pay this year stands at nearly 49%, marking an increase from 38% in the previous year and reaching the highest level since 2016.¹⁵
• Among the approximately 49% of employees who did experience a boost in their pay over the past year, approximately 28% received a raise, while 12% secured higher-paying positions and 10% benefited from both.¹⁵
• Regarding additional compensation for their performance, 38% of individuals received it, while 31% were either promoted or given new responsibilities.¹⁵
• About 26% of workers who reported receiving a raise indicated that it was in line with the typical "cost-of-living" increase.¹⁵
• Half of the baby boomers who received a pay raise saw it as performance-based, in contrast to 32% of millennials and 40% of Gen X.¹⁵
• In terms of progressing to a higher-level role, 34% of millennials achieved this, compared to 22% of Gen X and 27% of baby boomers.¹⁵
• When considering the likelihood of leaving for a higher-paying job, 35% of millennials were more inclined to do so compared to 19% of Gen X and 9% of baby boomers.¹⁵
• In the past year, 64% of households earning less than $30,000 did not experience any pay increase, whereas this figure was 52% for those earning between $30,000 and $49,999, and 43% for those earning between $50,000 and $74,999.¹⁵
• While 56% of college graduates saw an increase in their income over the past year, 45% of those without a college degree also had similar opportunities.¹⁵
• Women were more likely to report no change in their pay, with 53% indicating no raise, compared to 47% of men.¹⁵
• 13% of women were able to secure better-paying jobs, as opposed to 10% of men.¹⁵

Employers must stay informed about compensation trends to remain competitive in attracting and retaining top talent, while employees can use this information to negotiate fair compensation packages. A well-balanced compensation structure is essential for a satisfied and motivated workforce.

Flexible Working Statistics

Flexible working arrangements have gained prominence recently, driven by technological changes and work culture shifts. Understanding the statistics related to flexible work is essential in adapting to the evolving workplace dynamics.

• While more than half of employees desire flexible hours, only 31% of employers consider it to be an important benefit.²
• Work-provided equipment is regarded as a top remote-work benefit by 26% of employees and 34% of employers.²
• Home office stipends are seen as a top remote-work benefit by 17% of employees and 20% of employers.²
• A majority of workers, 67%, express a preference for a hybrid work arrangement that includes access to a physical workspace.¹⁶
• Employees who enjoy full schedule flexibility exhibit 39% higher productivity and a 64% greater ability to focus compared to those with no control over their schedules.¹⁶
• Workers with no ability to set their own hours report 4.6 times more work-related stress and anxiety.¹⁶
• Among desk workers worldwide, 49% have adopted a hybrid work arrangement, 35% work full-time in the office, and 17% work entirely remotely.¹⁶
• A striking 81% of workers desire the flexibility to choose where they work.¹⁶
• An overwhelming 93% of workers aspire to have the flexibility to determine when they work.¹⁶

• In 2023, more than half (50%) of HR leaders anticipate keeping at least half of their workforce in remote roles.¹³
• In 2023, nearly a quarter (23%) of HR leaders anticipate maintaining a workforce where 90% to 100% of employees work remotely.¹³
• Due to the reduced in-person interactions from remote work, 42% of HR leaders have observed that employees believe they are being passed over for promotions and salary increases.¹³
• The reduced face-to-face interaction from remote work has made it challenging for 45% of HR leaders to monitor productivity.¹³
• 31% of employees say their biggest cause of low mental health us due to financial concerns.⁹
• Employees with a hybrid or flexible work schedule are substantially more likely to report feeling mentally healthy (75%) compared to those required to be exclusively on-site or remote (66%).⁹

• Over 55% of employees look for opportunities that have a flexible work schedule including the flexibility to work remotely.⁹
• Regarding flexibility in the workplace, 10% of employees perceive their employer as offering no flexibility, while 17% believe there is minimal flexibility, 46% consider it to be at a moderate level, and 27% view their employer as providing a high degree of flexibility.⁹
• 30% of respondents report that concerns about potential impacts on their career progression and a lack of trust from leadership would deter them from utilizing offered flexible work options.¹⁹
• Eight in ten professionals concur that being in a conventional workplace, characterized by routine office attendance and standard working hours, plays a key role in their career advancement.¹⁹
• Around 33% of professionals believe that having the option to work flexibly would boost their job satisfaction and morale, while nearly 30% think it would enhance their overall work productivity and efficiency.¹⁹
• 98% of employees express a desire to have the option of remote work for some portion of their careers going forward.¹⁷
• Hybrid workers who report being unable to work in their preferred manner are 33% more inclined to consider searching for new employment opportunities in 2023.¹⁸
• 50% of employees feel more paid time off and sick leave would benefit them most.¹¹
• Approximately 59% of employers offer financial support for the expenses associated with setting up a home office.¹²
• The current average reimbursement for at-home-office equipment is $857.¹²
• Although there has been widespread coverage of trials involving a four-day workweek (32 hours or less per week, for part or all of the year), only about one in ten employers (9%) have actually adopted this schedule.¹²
• Typically, the expenses covered by employers include 95% for office technology and 65% for general office supplies.¹²

Employers who embrace flexible work arrangements can benefit from increased employee productivity and satisfaction, while employees can enjoy improved work-life balance and reduced commuting stress. As the workforce evolves, flexible working options will remain significant in attracting and retaining talent.

Retirement Benefits Statistics

Retirement benefits are crucial for employees as they plan for their financial future. Employers often provide retirement benefits as part of their compensation packages to help employees secure a comfortable retirement.

• The most important benefit, according to both employees and employers, is pension and retirement plans, with 34% agreement from each group.²
• At the beginning of 2023, the typical retiree found themselves with $21,000 fewer funds than they possessed at the commencement of 2022.²⁰
• 12% of retirees in the United States have accumulated the advised minimum of $555,000 in retirement savings.²⁰
• A significant 37% of retired individuals admit to having no savings earmarked for their retirement.²⁰
• The majority, comprising 60% of retirees, believe that their previous employers did not provide sufficient assistance in preparing for their retirement.²⁰
• A majority of older Americans, specifically 67%, have yet to consult with a retirement advisor to establish a financial plan.²¹
• Over half of retirees, totaling 52%, are contemplating the possibility of taking on part-time employment or remain uncertain about whether they will need to do so.²¹
• About 41% of individuals nearing retirement express confidence in their month-to-month expenditure, both in their present circumstances and as they transition into retirement.²¹
• A decade from now, Social Security will have the capacity to cover just 77% of the benefits that are currently scheduled, with 52% opting to partake.²²

• In the private sector, 69% of workers had the opportunity to enroll in employer-provided retirement plans, and 52% elected to participate.²³
• Among state and local government employees, 92% had access to retirement plans, and 82% decided to take part in them.²³
• For 44% of employees, retirement benefits serve as a compelling factor to join or remain with an organization.¹¹
• 62% of employees believe they would benefit most from guaranteed retirement benefits.¹¹
• In 2023, traditional 401(k) plans were provided by 94% of employers.¹²
• Roth (after-tax) retirement plans have seen a rise in popularity, increasing by 3 percentage points to 71% this year. Among the employers offering Roth options, around three-quarters (74%) also match employee contributions, with the average maximum salary match is 6.69%.¹²
• 50% of employers now automatically sign eligible employees for a retirement plan, maintaining the increased levels observed since the pandemic's start.¹²

Job Satisfaction Factors

• While not yet reaching pre-pandemic figures, the availability of nonretirement financial advice has seen a significant increase this year. Currently, about one in three employers (31%) offer these services either online or in-person.¹²
• Over half of retirees, 54%, report difficulties managing their expenses. This includes 44% who are struggling with the cost of essential living needs such as groceries, housing, utilities, and healthcare.²⁰
• The pandemic prompted some individuals to retire earlier than planned due to health concerns or issues, leading to regrets for many. Currently, 48% of these retirees are concerned that their savings may not be sufficient to support them throughout their retirement.²⁰
• To cope with inflation, a significant number of retirees have had to drastically adjust their lifestyles to extend their savings, with 18% reporting they have skipped meals and 24% stating they have foregone medical treatments to conserve financial resources.²⁰
• Approximately 70% of retirees carry non-mortgage debt (debt that includes installment loans, student loans, revolving credit accounts, lease obligations, and payments related to alimony, child support, and separate maintenance), with an average amount owed of $19,888.²⁰
• Approximately 32% of retirees have considered returning to the workforce, exploring options like part-time or full-time employment or freelance work.²⁰
• 40% of workers reported that they don't think about retirement until it's close, which contrasts with the 72% of employers who hold this belief.²⁴
• Retirement benefits, such as a 401k or similar plan, are considered important for attracting and retaining workers by 72% of employers, while 81% of employees regard them as a significant factor in their job search.²⁴
• While 66% of workers express a desire for more assistance from employers in achieving their retirement objectives, only 52% of employers share this perspective.²⁴
• In a job search, 81% of employees emphasize the significance of retirement benefits.²⁴

Employers offering competitive retirement benefits demonstrate their commitment to their workforce and contribute to employee loyalty and retention. As individuals continue to prioritize retirement planning, these benefits will remain a valuable component of overall compensation packages.

Paid Time Off (PTO), Vacation, and Time Off Statistics

Paid time off (PTO), vacation, and other time-off policies are essential for promoting work-life balance and employee well-being. These benefits allow employees to recharge, spend time with family, and address personal needs without sacrificing income.

• Among individuals aged 42-57, 40% express a preference for mandatory paid leave from their employer.²
• 31% of employees consider mandatory paid time off as the top-ranking employment benefit, whereas employers attach minimal importance to it.²
• One out of every three employees (33%) indicated that additional time off is their top preference for combating burnout.¹
• 77% of employees say paid time off is a must-have benefit.⁴
• According to 81% of employees, the most beneficial feature for enhancing well-being, apart from flexibility, is the availability of both paid and unpaid leave.⁹
• The lowest levels of satisfaction with leave programs are observed among Generation Z at 56%, employees in small organizations at 63%, people of color also at 63%, and women, slightly higher at 64%.⁹
• 41% of employees believe employers should offer more increased paid time off when working in a limited flexible environment.⁹
• A recent addition to the range of leave options offered by employers is time off for participating in protests or activism. Currently, a minority of employers (14%) provide unpaid leave for these activities, and an even smaller proportion (4%) offer paid leave for this purpose.¹²
• Employees can now convert their unused PTO to the value of over $62.2 billion in the U.S. alone into tangible goods and services. These can include options like vacations, contributions to retirement funds, payments towards student loan debts, and donations to charities.²⁵
• 37% of employees do not fully utilize their annual PTO. However, when employers implement specific plan guidelines, such as "use it or lose it" policies, there is a notable increase in PTO usage. In these scenarios, only 19% of employees end up not using some of their paid time off.²⁵

• 65% of employers offer parental leave benefits to employees who have been with the company for less than a year.²⁵
• 60% of organizations use paid parental leave programs as a strategy to attract new hires.²⁵
• 82% of employers permit employees to utilize their sick days to care for a sick family member or other non-health-related issues.²⁷
• 70% of workers in the U.S. consider providing paid maternity leave as very important. For paid paternity leave, 56% share the same view. The emphasis on the importance of paid paternity leave rises to 61% among male workers aged 18-34, compared to just over half (52%) of all male workers.²⁸
• The unused PTO for three in five employees who don't fully use it amounts to a collective value of approximately $172 billion. On an individual level, this equates to a personal loss of about $1,800 per person in unutilized paid time off.²⁸
• In terms of vacation time benefits, 52% of organizations permit immediate utilization, whereas 63% grant immediate access to pooled vacation, sick, and personal time.²⁵
• Approximately 73% of employees reported having access to a paid time off bank, yet those who possessed this benefit expressed a preference for an unlimited paid time off policy instead.²⁶
• 52.4% of workers expressed a desire for unlimited paid time off.²⁶
• 3% of employers have already implemented unlimited paid time off for all their employees, while an additional 4% are contemplating doing the same.²⁷
• 9% of employers are contemplating the idea of offering unlimited PTO exclusively to executives or exempt employees.²⁷
• 32% of employees report feeling pressured to refrain from taking time off.²⁸
• Among those with access to paid time off (PTO), 84% report that they still attend work even when experiencing physical illness.²⁸
• On average, U.S. workers are granted 11 days of paid time off annually, of which they typically leave five unused.²⁸
• Last year, 60% of employees who took time off continued to work while on vacation.²⁸
• 80% of employees would prefer a raise over more time off. However, 62% indicate they would be willing to give up a raise in exchange for a more flexible work schedule.²⁸
• On average, employers offer about 10 days of PTO each year.²⁸
• 24% of employees usually spend their off days at home.²⁸

Employers that offer generous and flexible time-off policies promote a healthier work-life balance and enhance employee retention and productivity. As work-related stress continues to be a concern, these benefits will remain crucial to a comprehensive benefits package.

Benefits Management Statistics

Effective benefits management ensures employees receive the full compensation package value while minimizing employers' administrative burdens. This subtopic explores key statistics related to benefits management, including trends in benefits administration, employee utilization of benefits, and the role of technology in streamlining these processes.

• Nearly half (47%) of employers have highlighted the management of employee benefit costs as a key focus area.³¹
• Retention (72%) and recruiting (58%) are the top reasons for employers enhancing employee benefits.³¹
• Telehealth and telemedicine benefits are provided by 93% of organizations.³²
• There has been a 24% rise in the proportion of employee benefits within total compensation packages.³¹
• 77% of employers are planning to adopt digital platforms for centralized benefits management.³¹
• 13% of HR managers have begun to notice the integration of artificial intelligence (AI) in regular HR operations and management.³¹
• Companies offering flexible work arrangements have experienced a 137% increase in their workforce.³¹
• The primary motivation behind organizations' investment in benefits is to demonstrate their care for employees.⁴

• 88% of organizations and 82% of employees believe employers must show care for their workforce.⁴
• While 87% of employers believe their organizations exhibit care, only 65% of employees share this perspective.⁴
• In 2023, 95% of HR professionals adjusted their company's benefit strategies.³
• HR professionals reduced overall employee benefits in 2023, with 47% of them doing so.³
• A 9% portion of HR professionals intended to enhance employee benefits in 2023.³
• An impressive 94% of HR professionals closely monitor their competitors' benefit packages.³
• 72% of employees feel that enhanced work benefits would lead to greater job satisfaction.³¹
• Eight out of ten employees prioritize satisfaction with benefits highly.³¹
• A competitive benefits plan is a key decision-making factor for 79% of employees.³¹
• Educating employees about their benefits is a challenge for 57% of employers.⁵
• 68% of employers report that their employees are not fully utilizing the available services, benefits, and programs.⁵
• The average expenditure on benefits per employee in private organizations is $38.61 per hour, which includes salary. Exclusively for employee benefits, the average outlay is $11.42 per hour.³¹
• Around 64% of workers in the U.S. believe that their company is making the best decisions regarding the benefits offered to them.⁵
• There is no proactive effort to control healthcare waste by 60% of employers.²⁹
• Approximately 57% of employers believe that around 25% of treatments for their employees and their dependents are wasteful, and a corresponding 59% do not gather or analyze data to monitor this wastefulness.²⁹
• In the past year, about one-third of organizations have enhanced their benefits offerings.³⁰
• When organizations expanded their benefits in the past year, the most common enhancements were in health-related benefits (51%) and wellness benefits (44%).³⁰

The statistics surrounding benefits management highlight the need for efficient and technology-driven solutions in today's complex benefits landscape. Employers that invest in robust benefits management systems can improve the employee experience and even reduce the impact of challenges such as high employee turnover. Effective benefits management is essential for employers and employees in an era of increased employee expectations and evolving regulations.

Frequently Asked Questions

Manage Employee Benefits With Ease

Employee benefits are a critical component of a modern workplace that extends far beyond mere perks and luxuries. They represent a strategic investment in the well-being and satisfaction of employees, which in turn directly impacts an organization's overall success.

From traditional offerings like healthcare and retirement plans to more innovative perks such as flexible schedules, wellness programs, and stock options, employers recognize that a comprehensive benefits package is essential for attracting, retaining, and motivating top talent. Moreover, in today's competitive job market, benefits can be a differentiating factor that sets one employer apart from another.

flair is a flexible HR platform that can help you manage and enhance the employee experience. Our Time and Attendance module enables you to set up and tailor vacation and PTO policies for employees in different teams and locations. For example, you can easily compensate overtime with one-time bonuses or time off in lieu, ensuring employees are fairly rewarded for their commitment. You can also recognize loyal employees by automatically increasing their PTO allowance after a certain amount of time.

Our Payroll module makes it easy for you to calculate bonuses and other types of compensation related to employee benefits, and add these to a payroll run. What's more, you can use flair surveys to gauge employee satisfaction and identify the benefits and perks that are most desired.

flair helps companies to improve the employee experience, making them stand out as an attractive employer. If you want to find out more about flair’s capabilities and how they can benefit your organization, arrange a call with one of our specialists.

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Sources

1. Aflac (Workforces Report)
2. Forbes
3. Care (Future of Benefits Report)
4. MetLife (U.S. Employee Benefit Trends Study)
5. The Hartford (Future of Benefits Study)
6. Maven Clinic
7. Qualtrics (Employee Experience Trends Guide)
8. The Conference Board
9. MetLife (Employee Benefit Trends Study)
10. Access Perks (The HR Professional’s Stress Index)
11. Willis Towers Watson (Global Benefits Attitudes Survey)
12. SHRM (Employee Benefits Survey: Executive Summary)
13. Lattice
14. QuickBooks
15. Bankrate
16. Future Forum (Pulse Report)
17. Buffer (The State of Remote Work 2023)
18. Achievers (2023 Engagement and Retention Report)
19. Deloitte (Workplace Flexibility Survey)
20. ListWithClever (State of Retirement Finances)
21. Retirable (The State of Retirement 2023)
22. Center for Retirement Research
23. US Bureau of Labor Statistics
24. HR Dive
25. Globe Newswire)
26. Access Perks
27. Mercer
28. QuickBooks Time
29. National Alliance Health
30. SHRM
31. The Business Blocks

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