Employee Benefits Trends Study

9th annual
Study of Employee Benefits Trends

A Blueprint for the New Benefits Economy
View of the Potomac Atrium in the Smithsonians National Museum of the American Indian, Washington, DC
The symbolic centerpiece of the museum is the inspiring circular atrium that soars 120 feet to the top of the dome creating a unique relationship between the fundamental elements of earth and sky. In many ways the architectural atrium is a metaphor for how employee benefits serve to connect the fundamental elements of a business. Benefits help build the loyal workforce that is both the foundation and the power of a successful enterprise.
section 01
Executive 02. A Blueprint for the New Benefits Economy. Summary

section 02
Cracks in the 06. Erosion of Employee Loyalty May Mean Retention Is at Risk. Foundation
A Workforce Ready to Take Flight Employers Primary Focus Is on Cost Less on Employee Satisfaction Employees See Things Differently
section 03
Reinforcing 18. Flexibility, Choice and Customization Reflect New Benefits Structure
Workforce and Economic Realities.

Leveraging the Loyalty Impact of Benefits Funding Flexibility and Choice Making Communications Count
section 04
Remodeling the 34. Fresh Perspectives on Familiar Solutions. Benefits and Retirement Space Focus on Facilitating Employee Actions
to Build Financial Security Financial Wellness Protecting and Preserving Income Income for Retirement
section 05
Preserving Equity 56. Benefits Strategy Scenarios for the Era of Health Care Reform. in Benefits
Employers Role Is Evolving A Benefits Crystal Ball
section 06
Methodology 64. About the Survey.
section 01
Executive Summary
The 9th Annual Study of Employee Benefits Trends delivers a clear message to employers: Reprioritize employee loyalty and satisfaction, or economic recovery may arrive with unanticipated setbacks for retention and productivity.
This years findings reveal a workforce that has grown more dissatisfied and disloyal, to the point where a startling one in three employees hopes to be working elsewhere in the next 12 months. Yet employers continue to believe employees are loyal, and they do not appear to be tuned in to this potential flight risk. Focused on the challenging business environment, employers remain confident of strong levels of employee job satisfaction and loyalty. A loyal and satisfied workforce is part of the foundation of business growth. Widening cracks in this foundation may force employers to pay a price in reduced retention and productivity when the job market improves.
MetlIfe Study of Employee Benefits Trends
9th ANNuAl
4.
section 02
section 03
A New Perspective on Benefits

Benefits remain an important mechanism to support business goals of employee attraction, retention and productivity, and to forge an employer-employee bond by helping to financially protect employees and their families. The impact of the recession has made employee benefits more important than ever. And, as the Study shows year after year, employees who are satisfied with their benefits are more likely to be satisfied with their jobs. ProVIDINg beNefItS oN DIffereNt terMS But there is no going back to the earlier, paternalistic benefits model one in which employees exchanged loyalty and productivity for lifelong financial security and health care. In the face of new economic realities, including escalating health care costs and a growing aging population, employers must provide benefits on different terms. And this requires a new benefits blueprint. Balancing business costs and benefit needs is not about spending more its about spending differently.
Reconstructing Benefits to Reflect New Realities

The recession has impacted workers differently at different stages of life, with varied financial implications. The Study highlights how this diverse balancing business costs and benefits employee experience can needs is not about spending more translate into disparate its about spending dierently. benefits attitudes and needs, and why employers might do well to consider a generational strategy for benefits, utilizing flexibility, customization and choice. VoluNtAry beNefItS AND SoCIAl MeDIA hAVe A key role Employers may be surprised at the reported readiness of their workers to pay for more personally relevant benefits, which indicates that voluntary benefits have a key role to play in enabling individual choice, customization and flexibility within budget constraints. In addition, there is compelling evidence that incorporating social media into benefits communications tools might be an increasingly important solution for capturing the attention of younger workers.
9th ANNuAl
5.
section 04
section 05
Raising Employee Responsibility for Financial Security and Retirement

Employees also have to look at benefits differently. The new benefits blueprint requires employees to become more engaged in efforts to improve their health and in building financial security for today and tomorrow. fINANCIAl ProgrAMS ADD A NeW DIMeNSIoN Wellness programs are now widely accepted as a way to help control company health care costs and improve productivity by reducing absenteeism. Taking this a step further, this years Study shows that both employers and employees recognize there is also a connection between financial wellness and physical and mental health. Programs that treat financial illness appear to hold promise for improving productivity as well as reducing the incidence of stress-related health conditions. froM SeCurIty blANket to SAfety Net Having a reliable income during working years and during retirement is something most Americans count on. Yet most do little to preserve or protect that income. Although most employees recognize that they must accept more responsibility for their financial security, taking action is a challenge. The new benefits blueprint looks to employers to facilitate and support employee efforts with access to the right coverages and by providing effective education and guidance.
Distracted by Health Care Reform

The impact of the Patient Protection and Affordable Care Act (PPACA) has been controversial and distracting for companies of all sizes. The Study revealed a wide variety of anticipated this years Study shows that both employers and employees recognize responses to PPACA on the part of employers. But there is also a connection between most notable is that, at the financial wellness and physical and time of the survey, 32% of mental health. all employers, and 45% of small businesses with fewer than 50 employees, report that they still do not know what they will do in response to legislative requirements. WhAt beNefItS WIll look lIke fIVe yeArS froM NoW To more fully understand health care reforms broad, long-term implications for benefits, MetLife interviewed employers across the country to investigate how they expect their benefits roles and activities to change five years from now. The resulting projections reveal benefits scenarios that are both familiar and also surprising. Many employers expect nonmedical benefits and retirement offerings to become more important components of their benefits strategy in the wake of health care reform. This bodes well for employees, given Study findings about their desire for income protection and retirement security.
New times require a New Approach to benefits

Employers who seek to rebuild employee loyalty must focus benefits strategies on helping to create a safety net rather than providing a security blanket for their employees. Findings from the Study suggest actions employers could take to help their employees enjoy healthier lives and greater financial security. In return, employers may reap the rewards of improved retention and productivity.
section 02
Cracks in the Foundation

Erosion of Employee Loyalty May Mean Retention Is at Risk.
A Workforce Ready to Take Flight

In a turbulent economy when employment is precarious, many employees are fearful about job security, and changing jobs is far from tempting. But as the economy recovers, there is evidence that employees may become more likely to seek other employment opportunities especially as many are feeling frustrated in their current jobs.
9th ANNuAl
8.
Seeking Another Employer

More than one in three surveyed employees hopes to be working elsewhere in the next 12 months. And this intent is true no matter the company size. Employers lulled by a period of low turnover may have become less focused on employee job satisfaction and retention.
loW turNoVer MAy beCoMe A thINg of the PASt Since the recession began, employers have become used to a relatively low rate of voluntary turnover, but this may be changing. In October 2010 the Bureau of Labor Statistics reported that the number of employees voluntarily quitting their jobs surpassed involuntary terminations through layoffs and discharges, reversing the situation seen in October 2009.1
g. 2.1 For companies of all sizes, one in three employees may become a flight risk Employees agree that if its their choice, they hope to be working for a different employer sometime in 2011
40%
38% 34% 34% 35%
36%
All employees
0%
Under 50 employees
Under 500 employees
500 or more employees
10,000 or more employees
cracks in the foundation
Job Openings and Labor Turnover October 2010, Bureau of Labor Statistics, DOL. News release, December 7, 2010.
9th ANNuAl
9.
eMPloyee loyAlty IS Not reCeSSIoN-Proof For the past three years the recession has understandably absorbed employers attention. Forced into expense-control mode, perhaps it is not surprising that attention to employee satisfaction and retention was not top of mind for many employers. With a shrinking economy and fewer voluntary resignations, it seemed that employees were grateful just to have a job. But while employers were focused on dealing with a difficult business climate, the recession has taken a toll on employees. The Study has reported a decline in employee loyalty year over year and that loyalty has now reached a three-year low. But what is disturbing is that employers seem unaware of this downward trend. Employer responses show that they assume employees feel as loyal today as they did three years ago. A similar trend is apparent in that each year employees perceive less loyalty from their employers than the year before. But each year employers assume an unwavering perception of loyalty. The widening gap in loyalty perception is a sign that employers may be taking employee retention for granted. They are not paying attention to serious cracks in the loyalty foundations of their workforce; cracks that can expand to threaten their ability to retain the key talent theyll need most.
g. 2.2 Employees and employers have different views of loyalty
Employees who feel:
A very strong sense of loyalty to their employer Their company has a very strong sense of loyalty to them
60%
59% 53% 47% 41% 39% 33%
INSIGHT
0%
2008
2009
2010
but employers are unaware of the decline in loyalty

Employers who feel:
the Study has reported a decline in employee loyalty year over year, and that loyalty has now reached a three-year low.
A very strong sense of loyalty to their employees Employees have a very strong sense of loyalty to the company
60%
57%
57%
57%
50%
50%
51%
0%
2008
2009
2010
9th ANNuAl
10.
Employers Primary Focus Is on Cost Less on Employee Satisfaction

CoSt CoNtrol IS buSINeSS-CrItICAl Not surprisingly, employers this year report that managing benefits costs is by far their most important benefits objective. When asked to rank the relative importance of their top benefits objectives, employee retention and productivity are considered important, but rank below the need to manage the bottom line for benefits costs.
g. 2.3 Most employers ranked cost control as their most important benefits objective Employers identified their top objectives and then ranked these in order of priority
40%
TESTIMONIAL
33%
22% 19%
because of the market, I dont think were as concerned with employee job satisfaction. because you can get the same employee without all the bells and whistles.
HR Professional (1,0003,000 employees) Chicago, July 2010
0%
5%
Controlling health and welfare benefits costs Retaining employees Increasing employee productivity Attracting employees
CoSt ShIftINg IS here to StAy Employers believe that employees now expect to pay a greater share of their benefits costs. And 36% reported that transitioning benefit costs to employees is a very important benefits strategy. This trend has been accelerated by cost shifting associated with health care reform in the form of moves to high-deductible plans, as well as passing on some of the medical insurance rate hikes that many employers incurred for 2011.
g. 2.4 Cost-shifting strategies continue to grow in importance year over year
40%
INSIGHT
36%
29%
32%
36%
of employers reported that cost shifting is one of their very important strategies.
0%
2008
2009
2010
Employers who indicated that cost shifting is a very important strategy in their company
9th ANNuAl
11.
Cost shifting is a widely accepted practice. Close to two out of three companies (61%) recognize that shifting benefits costs to employees is now an accepted practice, and is necessary if they are to continue to provide the benefits employees want and need.
g. 2.5 Cost shifting is more accepted in larger companies
28%
43%
26%
32%
29%
42%
Under 500 employees
Our company avoids shifting employee benefits costs whenever possible This is the way business is going and employees expect to pay more of their benefits cost Our company does not want to shift employee benefits costs to employees but we have no choice
lookINg to eMPloyeeS to helP reDuCe CoMPANy heAlth CoStS Not only are employers transitioning more of the cost of benefits to employees, they are also looking to employees to help hold the line on escalating health care costs. The growing importance of wellness programs reflects this dynamic. Employers are betting on the belief that if employees work harder at staying healthy and manage chronic diseases more effectively, they and the company will benefit from lower health costs and reduced absences.
9th ANNuAl
12.
DrIVINg eMPloyee SAtISfACtIoN hAS A loWer PrIorIty At the same time that employers are emphasizing their focus on cost control and cost shifting, they are placing less importance on increasing employee job satisfaction. There is also reduced emphasis on benefits that help employees achieve a better work-life balance; perhaps a questionable course given that many employees are dealing with increased stress at home and work.
g. 2.6 Employers report less focus on employee satisfaction and work-life balance
Employers who indicated the following benefits goals were very important to their company in the last 12 months:
Increasing employee job satisfaction Providing employees with benefits designed to better balance their work and personal lives
100%
83%
79%
56%
50%
52%
2010
2009
eMPloyeeS Are WorkINg hArDer IN A tough eCoNoMy The need in the recession to do more with less has had a positive impact on employee productivity. Even the smallest businesses enjoyed productivity gains over the past 12 months. But these productivity gains were not viewed as favorably by employees, and they could begin to wane if employees head out the door once the economy recovers.
g. 2.7 Employers of all sizes saw productivity gains in the last 12 months Employers who reported productivity increased at their company in 2010
50%
48% 43% 38% 35% 45% 39%

All companies
0%
Under 50 employees
Under 500 employees
10,000 or more employees cracks in the foundation
9th ANNuAl
13.
eMPloyerS thINk AllS Well WIth theIr WorkforCe Despite these changes in the benefits and workplace environment, employers assume that job satisfaction and benefits satisfaction are on par with previous years. They do not seem to expect any negative employee reactions to managements tough recession tactics.
g. 2.8 Employers anticipated virtually no decline in employee satisfaction year after year
Employers who strongly believed that:
Workplace satisfaction is high among our employees Our employees are satisfied with the benefits that we offer
50%
43% 40%
44%
44% 41%
40%
0%
2008
2009
2010
9th ANNuAl
14.
Employees See Things Differently

freezeS AND furloughS hAVe left eMPloyeeS fruStrAteD Even though reports show the economy is improving, employees are not feeling it. As they wrestle with the financial impact of the recession, in the workplace and in their personal lives, there appears to be a satisfaction disconnect. Feeling overworked and underappreciated, 40% of employees report that they worked harder in the last 12 months, and 25% feel less secure in their jobs than they did a year ago. These burnt-out employees are the most likely to say that they hope to be working elsewhere in 2011.
g. 2.9 Employees who plan to leave are more likely to report greater job insecurity and workload increases
60%
TESTIMONIAL
51% 42% 33%
13%
0%
My wifes company had a huge layo. And they said, We laid o too many. Were going to hire people back. they havent done it yet, and shes working 16 hours instead of 12.
HR Professional (1,0003,000 employees) San Francisco, July 2010
Strongly agree, hope to be working somewhere else in 2011
Strongly disagree, hope to be working somewhere else in 2011
Decreased job security Increased workload
job SAtISfACtIoN AND loyAlty MeASureS Are oN the DeClINe During the economic meltdown, employees demonstrated their loyalty and went along with the tough measures required to keep businesses running but now they feel that they have been a partner in that pain for long enough. The Study shows many measures of employee engagement such as job satisfaction are starting to decline.
9th ANNuAl
15.
g. 2.10 Each year, fewer employees report job satisfaction and company loyalty
Employees who strongly agree with the following statements:
I am satisfied with the job that I have now I feel a strong sense of loyalty to my employer
60%
59% 59% 53% 53% 51%
47%
40%
2008
2009
2010
Are eMPloyerS loSINg SIght of the PurPoSe of beNefItS? These trends are a clear warning of potential problems in the near future. Employers have kept talented employees through the recession. Are they about to lose them just as things start to turn around? Despite budget pressures, employers would do well to keep their eyes on employee satisfaction and engagement. Have employers tended to view benefits as table stakes and taken them for granted? This is not the time to lose sight of how benefits help to achieve the business goals of employee attraction, retention and productivity.
g. 2.11 Benefits continue to retain and attract employees
EMPLOYEES EMPLOYEES
60%
The employee benefits offered to me are an important reason why I remain with my employer
49%
The employee benefits offered to me were an important reason why I came to work for this company
9th ANNuAl
16.
Why beNefItS MAtter More thAN eVer Once again, the Study shows that how employees feel about their benefits is associated with feelings about their job and the company. Employees who report that they are very satisfied with the benefits they receive through work are more than three times as likely to indicate that they are highly satisfied with their current job compared with those who are very dissatisfied with the benefits program. In addition, they are also more likely to say that they feel a strong sense of loyalty to their employer.
g. 2.12 Employees who are satisfied with benefits are more likely to be loyal and satisfied with their jobs
80%
INSIGHT
76% 71%
24% 25%
0%
Strongly agree satisfied with benefits
Strongly disagree satisfied with benefits
Employee is very satisfied with job Employee is very loyal to employer
the Study confirms that employee satisfaction with benefits is strongly associated with overall job satisfaction and loyalty. those who are satisfied with their benefits are less likely to be planning to leave in 2011.
Furthermore, the Study reveals that there is an association between employee benefits satisfaction and retention. Those who indicate that they are highly satisfied with their benefits are less likely to say that they are hoping to leave in the next 12 months and more likely to confirm that benefits are an important reason why they remain with their current employer.
g. 2.13 Employees who are satisfied with benefits are least likely to leave and believe benefits are an important reason to stay
70%
67% 53%
32%
0%
9%
Strongly agree satisfied with benefits Strongly disagree satisfied with benefits cracks in the foundation
Disagree, hope to be working somewhere else in 2011 Benefits are an important reason to stay
9th ANNuAl
17.
eMPloyeeS VAlue beNefItS The economic events of the past 12 months have made employees place greater value on their workplace benefits and have sharpened their interest in making sure that they understand the opportunities that these benefits provide. Meaningful employee benefits are a very important tool in any effort to rebuild employee loyalty.
g. 2.14 Based on events of the past 12 months, employees report that they highly value their benefits
EMPLOYEES EMPLOYEES
41%
Place even greater value on the benefits they receive from their employer
40%
Have taken even greater interest in understanding the employee benefits they receive from their employer
A New benefits blueprint

When it comes to sustaining employee loyalty and satisfaction, the possibility of reconstructing the generous benefit packages of the past is remote. But findings from the Study reinforce that benefits remain a very important tool for increasing employee loyalty and satisfaction. Balancing business costs and benefit needs is not about spending more its about spending differently. Striking the right balance requires a new blueprint for benefits, one that emphasizes employees taking responsibility and employers providing more choice and flexibility.
section 03
Reinforcing Benefits Structure

Flexibility, Choice and Customization Reflect New Workforce and Economic Realities.
Leveraging the Loyalty Impact of Benefits

Most successful companies depend on a strong foundation of loyal and productive employees. However, this years Study shows that it is a foundation at risk; 36% of employees plan to take flight at the first sign of an active job market.
9th ANNuAl
20.
Benefits Build Loyalty

The Study confirms the power of benefits to engage and retain employees. In fact, employees who are satisfied with benefits are nearly three times as likely to express a strong sense of loyalty to their employers.
loyAlty IS ASSoCIAteD WIth greAter eMPloyee SAtISfACtIoN WIth beNefItS Benefits can be an effective tool for the task of rebuilding loyalty and job satisfaction. Study findings reinforce the connection between satisfaction with benefits and employee loyalty. In fact, employees who are satisfied with benefits are nearly three times as likely to express a strong sense of loyalty to their employers.
g. 3.1 Satisfaction with benefits is associated with greater employee loyalty
100% 100%
Strong sense of loyalty
71%
Strong sense of loyalty Employees who are highly satisfied with their benefits Employees who are highly dissatisfied with their benefits
25%
reCogNIzINg NeW WorkforCe reAlItIeS Benefits dollars work harder when employees perceive their benefits program as valuable. But perceived value depends on benefits being relevant to an employees personal needs, and this requires employers to take a closer look at workforce realities. While nearly all workers were impacted by the recession, they were at different stages of life when it hit. The resulting shifts in personal financial paradigms are also likely to be different for various age groups. The Study highlights how this can translate into different generations of workers having different priorities and views about what their benefits should include. Workplace generational differences are most often addressed in the context of behaviors and management styles, but the 9th Annual Study of Employee Benefits Trends shows that today there is also an important opportunity to approach benefits strategies from a generational perspective and to do this with greater benefits choice, flexibility and customization.
reinforcing benefits structure
9th ANNuAl
21.
geNerAtIoNAl beNefItS StrAtegIeS Each generation tends to have certain attitudes and issues in common. Insights from the Study into these differences can help employers recognize the benefits value proposition for each generation and thus more effectively position benefits to address specific retention and productivity challenges.
gen Y (age 2129) gen X (age 3045) Younger boomers (age 4654) older boomers (age 5565)
INSIGHT
Gen Y has been hardest hit by the job freeze. The challenge presented by this group is that they are more
anxious to leave
and more dissatisfied with their current job than older workers. While they are satisfied with their benefits, they do not feel as strongly as others that benefits are a reason to stay with the company. However, Gen Y employees do say that the benefits they receive at work are the foundation of their financial security. The solution for Gen Y employees is to engage them in recognizing the value of their benefits. This could be achieved through more effective benefits communications, such as using media and messaging that they relate to.
The age range for Generation Y is 16 to 29, but the Study only interviewed employees 21 or older.
The oldest Gen X employees are now approaching early middle age and are facing the costs of raising children and juggling two-career families. They value workplace benefits and see them as a strong reason to stay with their current employer. However, the challenge for this group is that they are
Younger Boomers do not appear to be a serious flight risk, but the challenge presented by this group is that job dissatisfaction could lead them to be less engaged and a potential
Older Boomers are satisfied with their jobs and their benefits, and are unlikely to leave. However, they face a major challenge in that many are
threat to productivity
Benefits are not the loyalty anchor for this group that they are for other employees Younger Boomers tend to be less satisfied with their benefits. The solution is to re-engage Younger Boomers with the company by showing them how their benefits can help with their financial issues. Employers could focus on educating them on how they might recover lost ground in retirement savings and provide access to voluntary benefits such as critical illness insurance that can help relieve financial stress.
financially unprepared for retirement

Employers recognize this changing workforce dynamic, and 62% expect their older employees to delay retirement and work longer. The solution is to help Older Boomers close savings gaps and plan for an affordable retirement by providing financial planning tools and services. In addition, incentives to participate in wellness and disease management programs could help reduce the health and disability costs potentially associated with older workers.
A one-size-fits-all benefits package is a thing of the past. Instead, employers should consider choice, flexibility and customization to engage an increasingly diverse workplace.
not as satisfied with their benefits as gen y and older boomers

and as a result, are a greater flight risk. The solution is to ensure that Gen X employees have opportunities to obtain the right amount of income protection and savings that they need for their families, as well as access to advice and guidance on building financial security. Helping them make the most of their benefits will increase the perceived value of those benefits.
TESTIMONIAL
I think that employees certainly are looking to have a lot more choices and have a lot more control.
HR Professional (1199 employees) Chicago, July 2010
9th ANNuAl
22.
loyAlty DrIVerS Are DIffereNt for youNger WorkerS Salary, health benefits and retirement benefits are important loyalty drivers for all employees. However, the relative ability of other benefits, such as non-medical and voluntary benefits, to drive loyalty varies by generation. For example, younger workers are much more likely to feel that company culture, advancement opportunities and work-life balance programs are more important in creating a feeling of loyalty to their employers. This diversity points to potential opportunities to steer strategies for benefits budgets differently based on the makeup of the workforce. A loyAlty gAP CoNtINueS Employers continue to have a very different view of what contributes most to creating a loyal workforce. For example, non-medical benefits, such as life, dental and disability insurances, are nearly twice as important for driving loyalty than employers suspect. As employers scrutinize the return on their benefits investment, it is critical that they minimize any gaps between employee and employer perceptions about which benefits most effectively build loyalty and satisfaction. There may be an opportunity to use less-costly benefits products and programs to provide greater perceived value for employees.
g. 3.2 Factors considered extremely important to loyalty
Factors considered extremely important to loyalty
EMPLOYERS EMPLOYEES
TESTIMONIAL
the younger generation [is] asking a lot of questions about benefits. theyre just focused on a dierent element of the benefits package. Its all about flexibility and basically anything that contributes to lifework balance.
Salary/wages Health benefits Company culture Advancement opportunities Retirement benefits
70% 58% 52% 46% 38%
79% 74% 44% 51% 64%

high-Value benefits Employees place much higher value on nonhealth and retirement benefits than many employers realize.
All other benefits (dental, disability, vision, life, etc.) Programs that help create work-life balance Health and wellness programs A choice of voluntary benefits
37%
59%
32% 26% 21%
43% 35% 36%
9th ANNuAl
23.
SeeINg beNefItS WIth A booMer leNS The Study indicates that employers tend to adopt a more traditional approach regarding what drives loyalty in their employee population one that is more likely to reflect Boomer values. This may not give enough weight to the preferences of younger workers for example, the reduced focus on work-life balance seen in this years results despite the fact that it is highly valued by Gen X and Gen Y employees. Nearly 50% of employers responding to the survey have over 10 years of Human Resources (HR) experience and may not bring Gen X and Gen Y viewpoints to the table. Lack of consideration and customization for generational wants and needs may result in employers not offering the right benefits to get more return on their benefits investments. DIffereNt geNerAtIoNS uSe beNefItS IN DIffereNt WAyS Where employers offer programs that help workers balance life and work, younger workers are more likely than Boomers to take advantage of these programs. Employers might want to put greater priority on communicating these options to younger employees to help keep these employees satisfied.
g. 3.3 Participation in flexible arrangements varies by generation
40%
INSIGHT
only
27%
of employers make dierent generational needs a very important strategic focus.
TESTIMONIAL
Telecommuting all or part of the workweek
Flex time
32% 29% 29%
31%
17% 12% 10%

0%
12%
I think increased awareness of what motivates dierent generations is really driving oering a broader spectrum and a more flexible array of benefits.
Gen Y
Gen X
Younger Boomers
Older Boomers
Gen Y
Gen X
Younger Boomers
Older Boomers
40%
Job sharing
Convenience services (e.g., dry cleaning, ATM on premises, hair-cutting/salon on premises, on-site convenience store, etc.)
26% 24% 19%
25%
8%
0%
4%
Gen Y Gen X Younger Boomers
2%
Older Boomers Gen Y Gen X Younger Boomers
5%
reinforcing benefits structure Older Boomers
9th ANNuAl
24.
Insight to Action
Younger workers are a greater flight risk. Boost retention by emphasizing benefits that this group especially values.
offer dental and drug Plans go VoluntarY
Ensure that dental and prescription drug benefits are part of the benefits portfolio. Nearly 50% of Gen X and Gen Y employees surveyed ranked these programs in their top five most important benefits.
Map benefits to needs and explore voluntary plan options to close gaps.
get fleXible
coVer What matters to them
Add telecommuting and flex time and encourage usage this group highly values flexibility in work time and place.
Work with carriers to ensure that plan design reflects the needs of younger workers. For example, cover white fillings and orthodontics in dental plans and appropriate medications in the preferred drug formulary.
get to the Point
Simplify, shorten and make electronic benefits education materials to suit younger workers communication preferences.
offer choices
Streamline plan options to keep premiums and service costs affordable for younger workers.
9th ANNuAl
25.
Funding Flexibility and Choice

To some extent, employers can achieve greater choice and flexibility in the benefits program by spending differently and reallocating resources to where they may be more effective. But if some of the cost of greater customization has to be borne by employees, will this create more dissatisfaction? The Study indicates that it will not. eMPloyeeS WIllINg to PAy to PerSoNAlIze Flexibility and choice in benefits are a way to deliver personalized and customized benefits to drive loyalty while still managing the bottom line. Employees across the board highly value personalized benefits to the point that they are prepared to pay the entire cost if necessary. They also say that the availability of benefits that meet their needs is likely to increase their feelings of loyalty to the company.
g. 3.4 Choice drives loyalty, especially for younger workers Employees who said choice of benefits that meet their needs is extremely important for creating loyalty (even if they pay 100% of the cost)
50%
INSIGHT
41%
40% 31%
30%
Nearly two-thirds of employees value voluntary benefits as a way to obtain benefits that meet their personal needs.
0%
Gen Y
Gen X
Younger Boomers
Older Boomers
9th ANNuAl
26.
teeINg uP VoluNtAry beNefItS Voluntary benefits allow employers to expand the types of benefits offered without significant increases to benefits costs. Voluntary benefits include not only legal plans, critical illness and pet insurance but also supplemental levels of life and disability coverage that are employee-paid. Nearly two-thirds (61%) of employees report that they value these products as a way to obtain benefits that meet their personal needs. Employees also appreciate that they can save time and money when they obtain coverages through the workplace. They also expect they would have to pay higher costs if they purchased similar coverages elsewhere.
g. 3.5 Employees of all ages see choice, cost and convenience advantages in voluntary benefits
70%
TESTIMONIAL
I believe that voluntary benefits are great for a company because you can meet employees benefits needs without the company paying the cost.
64% 57%
65%
64%
66% 67% 62% 59%
64%
66% 61%
68%
0%
Gen Y
Gen X
Younger Boomers
Older Boomers
Employees said they value voluntary benefits because:
More likely to choose benefits that meet their personal needs Comparable products outside of the workplace would cost more Buying through the workplace is convenient and saves time
eMPloyeeS Are oN boArD WIth VoluNtAry beNefItS but Where Are eMPloyerS? Despite the opportunity to use voluntary benefits as a way to increase the perceived value of the company program, many employers are not making the most of what voluntary benefits can do for them. Nearly half (43%) of employers surveyed underestimated the level of employee interest and appreciation for these products, and did not recognize their potential for reinforcing employee loyalty.
9th ANNuAl
27.
g. 3.6 Employers are not reading the signals correctly when it comes to employee interest in voluntary benefits
EMPLOYEES EMPLOYERS
INSIGHT
only
52%
I am interested in a wider array of voluntary benefits that I can choose and pay for on my own g. 3.7
43%
Our employees are not interested in a wider range of voluntary benefits products
17%
Employees feel life, disability and dental insurance through the workplace are important even if they have to pay 100% of the cost
60%
of employers indicate that voluntary benefits are a very significant part of the companys benefits strategy. only
58% 54%
59%
14%
say they are very likely to increase the number of voluntary benefits offered in the next two years.
0%
Interested in life insurance
Interested in disability insurance
Interested in dental insurance
9th ANNuAl
28.
Insight to Action
How to venture into voluntary benefits.
take a close look focus on sPecific needs
Analyze current benefits for gaps and identify opportunities to enrich the program based on the preferences and profiles of the current (and future) workforce.
get an outside VieW
Explore specialty voluntary benefits that address specific employee concerns. For example, 57% of employees are very worried about meeting extra costs not covered by medical insurance in the event of a major illness. Critical illness insurance is a voluntary benefit that can help address this concern.
Seek recommendations from brokers and carriers for effective voluntary plan solutions to fill any gaps and add perceived value to the program without adding direct cost. Fortytwo percent of employers reported that their broker has recommended voluntary benefits as a cost-effective way to enhance their benefits program. It is a worthwhile conversation to have.
shift costs, dont droP
Dont drop benefits because of cost constraints; consider a voluntary replacement instead. Sixtyone percent of employees are clear that they would rather pay for benefits than lose them.
eXtend income Protection
Turn to employee-paid options for supplemental life and disability coverage when the current plan does not provide employees with adequate income protection coverage levels. Employees can choose to pay for the option no need to add to the employers benefits costs.
9th ANNuAl
29.
Making Communications Count

More than half (56%) of employers surveyed made no modifications to their benefits materials last year, and a third (33%) of them indicated that changing employee communications is simply not a priority right now. While recognizing the very real financial challenges that many companies face in this economy, deciding to save money in the area of benefits communications could be shortsighted. Employees who say that their company has effective benefits communications, or who recognize that their employer has improved communications, are more than twice as likely to say they are loyal to their employer. They are also more likely to be more satisfied with their benefits and with their jobs. Effective communication can make the difference between benefits that are understood and valued, and benefits that are overlooked and underutilized.
g. 3.8 Improving benefits communications has a loyalty payoff
80%
TESTIMONIAL
An employee came up to my oce and said, I need to get glasses. Why dont we have vision coverage? And I said, We do. you know, this is an employee thats been with us five years.
HR Professional (4,000+ employees) San Francisco, July 2010
78% 70% 65% 57%
30% 25% 15%

0%
16%
Strongly agree that...
Strongly disagree that...
Strongly agree that...
Strongly disagree that...
...my company benefits communications are effective My employer is loyal to me I am very loyal to my employer
...my employer improved our benefits communications this year
oNe CoMMuNICAtIoNS PACkAge for All So yeSterDAy One communications platform/package approach no longer makes sense for todays diverse workforce. An effective benefits communications strategy requires messaging that resonates with different life stages and generational attitudes in the workplace and highlights benefits that will engage them. Yet, in the last 12 months, only 10% of employers have brought a generational point of view to their communications materials, and only 13% have added a survey to help identify their employee benefits needs and attitudes. StePS IN the rIght DIreCtIoN The good news is that nearly half of employers (44%) did make some changes to their benefits communications in the past 12 months. And their employees noticed: 43% of employees reported that their company had improved benefits communications in the last year.
9th ANNuAl
30.
StIll oPPortuNIty for IMProVeMeNt Despite this welcome progress, there is still opportunity to do more. Employers should strive to keep up with todays fast-changing communications trends and technology to keep benefits communication relevant. Fifty-five percent of employees reported that they did not find their benefits materials clear or comprehensive. Only 23% of employees are satisfied with their benefits communications and these satisfied employees tend to be older employees, not the younger workers who need to engage more on the subject of benefits. eMPloyerS get 30 MINuteS to tell theIr beNefItS Story Showing employees the value of their benefits and options requires getting their attention. The Study again confirms that employees (regardless of age) spend on average 30 minutes on benefits enrollment. And in this world of short attention spans, this is unlikely to change. Employers are going to have to make every minute count. Employers who changed their communications strategies focused mainly on communicating more often (25%) and expanding into new media (19%). Making assumptions from an HR point of view may not always give the right answers, but only 13% added employee surveys to help guide their thinking.
g. 3.9 Changes that employers made to benefits communications in the last 12 months
30%
INSIGHT
55%
25% 19% 13% 12% 10%
of employees reported that they did not find their benefits materials clear or comprehensive.
0%
Increased the frequency of communications
Added types of media (paper, web, video, podcast, social media, etc.)
Added employee surveys
Changed design and/or messaging
Tailored materials for different generations
Where should employers make benefits communication improvements for maximum effect? This year the Study asked employees what would make their benefits communications more meaningful for them and they said they would like to see more frequent communications (34%) and information tailored to life events (39%). But even more, employees said that receiving benefits information on the internet (44%) would be more meaningful. Younger workers feel most strongly about this, yet 36% of Older Boomers also are interested in online communications. Not surprising, since 74% of Americans now are actively using the internet.2 So employers appear to be on the right track although they could add more focus to differentiating benefits messaging by life stage and generation.
Internet, Broadband and Cellphone Statistics, Pew Research Centers Internet & American Life Project, Jan. 2010.
9th ANNuAl
31.
PrefereNCe for A lIVe PerSoN Automation and outsourcing have reduced the visibility of HR in most organizations especially large ones. Yet over one-third (36%) of all employees surveyed would prefer to have access to a live person to explain their benefits. This speaks to the need for a multichannel approach to providing benefits information, since this preference exists across the generational spectrum. SoCIAl MeDIA the NeW keyStoNe IN the CoMMuNICAtIoNS brIDge Many people assume that social media is another name for social networking sites, such as Twitter, Facebook and LinkedIn, but the definition is much broader. Social media is about on-demand information, access and engaging people in two-way dialogue. It includes videos, blogs, mobile content and podcasts. It is not a fad; it is fundamentally changing the way people communicate about all subjects not just benefits. A smart social media communications strategy is as much about connectivity and leveraging mobile technologies as it is about any one particular medium. As part of an integrated communications campaign, social media can make benefits more relevant and improve results. It also lets employers gather real-time feedback from employees. gettINg INterCoNNeCteD Seventy percent of employers say they do not use social media, and the Study uncovers some of the perceived barriers to including it in the communications mix. Some employers (25%) believe there is a lack of interest on the part of their employees, while others cite legal concerns (23%) or lack of resources (37%). Others say it is just not valuable for their company (33%).
g. 3.10 Companies are hesitant to adopt social media
Do not have the resources
37%
Do not think it is valuable
33%
Do not think employees would use it
25%
Have legal concerns
23%
Have technical support challenges
15%
Do not know how to currently implement it
12%
Other reason
12%
0%
40%
9th ANNuAl
32.
However, despite these reservations, the Study also shows that many companies recognize the advantages of using social media. These companies see new media as a way of engaging employees, and 74% acknowledge that it provides an easy, convenient way for employees to obtain benefits information. Yet only 8% of those who do not currently use some form of social media plan to put a toe in the water in the next year. PAy AtteNtIoN to youNger WorkerS CoMMuNICAtIoNS PrefereNCeS Gen Y workers are the most interested in receiving benefits information through social networking, mobile devices and text messaging, while older workers are less interested. But older workers preferences alone should not drive the communications strategy. Employers might consider exploring some aspects of social media to build a benefits bridge to younger employees, especially since they are more likely to be a flight risk and to rate company benefits communications as less effective.
g. 3.11 Younger employees are most interested in receiving benefits information through social networking, mobile devices and text messaging
Employee interest in social media Younger Boomers Older Boomers
INSIGHT
Gen Y
Gen X
74%
Social networking sites (e.g., LinkedIn, Twitter, Facebook, etc.) Mobile device to access the internet (e.g., cell phone, BlackBerry, iPhone) Text messaging Internet site
42%
38%
12%
11%
42% 40% 75%
39% 37% 80%
12% 12% 66%
10% 10% 61%
of companies acknowledge that social media provides an easy, convenient way for employees to obtain benefits information.
9th ANNuAl
33.
Insight to Action
Here are some pointers for setting social media in motion.
simPlifY set a budget
First, review current benefits materials to ensure that they are simple, well organized and concise. Jettison jargon wherever you can.
set goals
Decide on an appropriate level of financial investment. Building a communications website on the internet (beyond the firewall) will provide a sound, long-term platform. But a quick podcast or video also may do the job effectively as part of a campaign.
Dont jump into social media without a clear goal, or else money and effort may be wasted. The goal might be to boost participation in a wellness initiative, shine a spotlight on an underutilized voluntary benefit or add new life to a repeat campaign. Decide if social media tools can help to accomplish the companys chosen objectives.
start small
A blog or Twitter feed may be the easiest way to start. Keep them simple but fresh and interesting, with regular updates and hints and tips from the HR staffs collective knowledge and experience.
understand Your audiences
listen and adaPt
Identify the audiences for this goal and their communication preferences. Verify that social media will help them receive the information easier and faster.
Let employees guide the process by soliciting feedback about what they like. Be sure to monitor and respond swiftly to comments so employees know they are being heard.
tune into employee Dierences to Shape an eective benefits Program

Not all employees are the same. Their stages in life, personal needs and individual preferences all impact how they perceive the value of their benefits. As employers strive to make their benefits dollars work harder, they will need to pay close attention to ensuring their benefits programs are responsive, flexible and affordable.
section 04
Remodeling the Benefits and Retirement Space

Fresh Perspectives on Familiar Solutions.
Focus on Facilitating Employee Actions to Build Financial Security

Economic realities have made the benefits cost equation balancing benefits costs with benefit needs more challenging than ever, especially as it pertains to employee health and financial security. The new benefits blueprint approaches this challenge not with radical new architecture, but by remodeling the existing benefits space for a changed perspective. This means thinking differently. Instead of responsibility for cost being primarily the companys concern, it is now shared by employees. And employee financial security is approached from a perspective of income needs and income protection.
9th ANNuAl
36.
Wellness Delivers Returns

Wellness programs are delivering proven returns on investment for employers, with nearly three-quarters of them citing these programs as being effective in reducing the companys overall medical costs.
Financial Wellness
Adding a New Dimension to Health and Wellness Strategies
WellNeSS ProgrAMS effeCtIVeNeSS IS NoW Well eStAblISheD Wellness programs are one of the places where employees are engaged in the benefits cost equation. The survey shows that encouraging employees to adopt healthier behaviors is increasing in popularity as a means to control health costs and drive productivity. Employers who offer wellness programs believe that they work; 72% say that they are effective at reducing medical costs, and over half of employers surveyed believe that health and wellness programs are effective for improving productivity through reduced absence a number that rises to 76% for companies who provide wellness programs.
g. 4.1 Employers that offer wellness programs are especially likely to report that they are effective at reducing medical costs
EMPLOYERS THAT OFFER WELLNESS PROGRAMS ALL EMPLOYERS
72%
Say they are effective at reducing medical costs
59%
Say they are effective at reducing medical costs
remodeling the benefits and retirement sPace
9th ANNuAl
37.
g. 4.2 Employers that offer wellness programs are especially likely to report they help make workers more productive
EMPLOYERS THAT OFFER WELLNESS PROGRAMS ALL EMPLOYERS
TESTIMONIAL
76%
Say they are effective at improving productivity
58%
Say they are effective at improving productivity
rooM for WellNeSS exPANSIoN Since employee lifestyle choices account for the majority of health care costs, a successful wellness strategy requires investment in programs that create and sustain healthy employee behaviors. Across all companies, there has been a steady increase in wellness programs, as well as growth in associated wellness initiatives such as medical and dental disease management programs. But more employers could benefit from a solution that is proven to help manage their greatest benefits expense medical costs.
g. 4.3 Wellness programs have steadily increased over the last three years
50%
We got a huge discount on our benefits when we implemented the wellness program. So now everybody in our company gets to take an hour o [from] their job to go work out.
45% 33% 37% 26% 20% 15%

0%
8%
2008
12%
14%
2009
2010
Employers who said their company offered:
Wellness program Medical disease management Dental disease management
9th ANNuAl
38.
g. 4.4 Growth in wellness programs has been significant in companies with 500 or more employees
80%
72% 57% 61%
29% 19%
0%
22%
2008
2009
2010
500 or more employees Under 500 employees
ADDINg A fINANCIAl ASPeCt to WellNeSS Stress is associated with exacerbating and driving health problems, and financial stress is a prime cause of personal stress.3 The recession has resulted in widespread financial insecurity across all employee age groups. In fact, there is a virtual epidemic of financial illness. As much as employers have been focused on traditional health and wellness, there is compelling evidence that financial illness also contributes to health care costs, as well as to reduced productivity. Employee financial security may be a major driver in accomplishing business goals.
g. 4.5 All generations of the workforce suffer from financial ill-health
Employees who report that they are very concerned about: Younger Boomers Older Boomers
All employees
Gen Y
Gen X
Having enough money to make ends meet Job security
53% 50%
49% 52%
52% 49%
58% 51%
52% 52%
Employees who strongly agree they:
Have trouble paying bills Live paycheck to paycheck
30% 40%
33% 43%
32% 41%
31% 43%
23% 35%
Health and Personal Finances, The Personal Finance Employee Education Foundation, (http://www.personalfinancefoundation.org/research/hpf.html).
9th ANNuAl
39.
fINANCIAl IllNeSS IS lINkeD to PhySICAl IllNeSS There is an association between health risk and the kind of stress experienced with financial struggles. The Study shows that employees who say they are not in control of their finances, or who live paycheck to paycheck, are more likely to report worse health than those not similarly stressed. Employers recognize this dynamic. Over two-thirds (69%) say that financial stress contributes to health costs at their company.
g. 4.6 Poorer health is associated with stressful financial situations
70%
TESTIMONIAL
68%
65%
0%
7%
Employees who report they are very much in control of finances
7%
Employees who strongly disagree that they live paycheck to paycheck
I think stress is a huge driver of illness physical, emotional and its all mixed together. We have lots of people having financial struggles right now. Disabilities are up. Depression is up.
Employees with excellent/very good health Employees with fair/poor health
g. 4.7 Stress from debt is associated with a range of health problems that impact costs and productivity 4
60%
51% 44%
31%
29%
27% 23%
15% 8%
Ulcers or digestive tract problems
0%
4%
Muscle tension Headache Severe anxiety
4%
Severe depression
6%
3%
Heart attacks remodeling the benefits and retirement sPace
High debt stress Low debt stress

4
AP-AOL Health Poll Debt Stress: The Toll Owing Money Takes on the Body, 2008.
9th ANNuAl
40.
fINANCIAl StreSS AlSo StIfleS ProDuCtIVIty Employers agree that financial stress, in addition to impacting employee health, also affects productivity. Fifty-eight percent say that financial illness contributes to employee absences at their companies, and an amazing 78% also agree that worry about personal financial problems while at work can distract employees to the point that they are less productive. In fact, according to the Study, 27% of employees admit they took off unplanned time and/or were distracted at work dealing with personal financial issues. This was especially true for younger workers.
g. 4.8 Absenteeism and presenteeism due to financial stress can take a toll on productivity
EMPLOYERS EMPLOYERS
TESTIMONIAL
78%
Say employees are less productive while at work at our company when they are worried about personal financial problems
58%
Say that financial stress contributes to employee absences at our company
I see it every day. Weve had so many employees whose homes have gone into foreclosure, their spouse was laid o, theyre sick. Were seeing a lot of absenteeism surrounding those issues
fINANCIAl eDuCAtIoN AND guIDANCe CAN ProMote fINANCIAl WellNeSS Changing financial behaviors can create a sense of financial control and help reduce stress. But many employees lack a source of sound financial advice and guidance; nearly one in two employees reports that they do not currently consult with anyone regarding personal financial matters, and one in five seeks advice from a friend or relative who is not a financial professional. More than half of employees surveyed said that they would be interested in their employers helping to fill this gap by providing information on how to address issues that can create financial stress.
g. 4.9 Employees who have been absent from work due to financial concerns are especially interested in advice and guidance from their employers
ALL EMPLOYEES EMPLOYEES WHO HAVE TAKEN TIME OFF FROM WORK OR SPENT MORE TIME THINKING ABOUT PERSONAL FINANCIAL ISSUES
52%
Are interested in financial advice and guidance
81%
Are interested in financial advice and guidance
9th ANNuAl
41.
g. 4.10 Younger and older workers have different preferences for how they would like their employer to provide financial education in the workplace % of employees who expressed interest:
Online tools (e.g., written materials, learning modules, calculators, or scenario planning) Financial planning/retirement webinars via the internet
INSIGHT
78%
90%
75%
79% 69% 66% 63% 65% 54% 50%
of employees of all ages report they are interested in receiving a statement that shows how much income their retirement savings would generate.
0%
Gen Y
Gen X
Younger Boomers
Older Boomers
Gen Y
Gen X
Younger Boomers
Older Boomers
90%
Financial planning/retirement in-person seminars
Advice and guidance from an expert via telephone
62%
63% 55% 53% 46% 50% 37% 34%
0%
Gen Y
Gen X
Younger Boomers
Older Boomers
Gen Y
Gen X
Younger Boomers
Older Boomers
9th ANNuAl
42.
INCoMe ProteCtIoN CAN helP SuStAIN fINANCIAl SeCurIty In addition to providing financial advice and guidance programs, employers can help their employees gain a measure of financial security by providing access to adequate amounts of life insurance and disability income insurance. People who feel in control of their finances are more likely to take planning steps to protect their families against the effects of premature death or being unable to work due to injury or illness. This can contribute to peace of mind and less distraction at work.
g. 4.11 Employees who own life and disability coverage worry less about financial issues
50%
TESTIMONIAL
46%
I dont think its a stretchI think theres definitely a connection there [between life insurance benefits and disability benefits and financial wellness].
43%
26%
25%
0%
Disability insurance
Life insurance
Employees with disability and/or life insurance who say they strongly agree that because of workplace benefits, they worry less about financial issues
INSIGHT
Employees who own Employees who do not own
74%
fINANCIAl WellNeSS beNefItS WorkerS AND eMPloyerS Helping employees reduce and manage their financial stress has a positive impact that is recognized by both workers and employers. It is an important and effective way to help achieve the goals of wellness programs reduced health costs and improved productivity.
g. 4.12 Employees who feel strongly that their benefits reduce worry are more likely to report better health
OF EMPLOYEES WHO WORRY LESS BECAUSE OF BENEFITS AT WORK OF EMPLOYEES WHO WORRY LESS BECAUSE OF BENEFITS AT WORK
67%
Report excellent/very good health
7%
Report fair/poor health
of employers who oer wellness programs concur that wellness initiatives would be more eective if they included programs and services to help employees manage their financial stress.
9th ANNuAl
43.
WellNeSS ProgrAMS CAN reINforCe reteNtIoN Wellness programs not only help companies reduce costs and improve productivity, they can also help drive loyalty. Employees who participate in wellness programs are more likely to report loyalty to their employer and perceive that their employer is more loyal to them. In addition, they are more likely to say that benefits are a reason they remain with their employer.
g. 4.13 Employees who have access to, and participate in, wellness programs are more likely to be loyal to their employer
80%
TESTIMONIAL
73%
62%
62%
38%
38%
27%
0%
If people are having financial diculties, and an employer can help, that really does build up a tremendous amount of loyalty and also sends a message to the whole of the companythat this is actually a family and not just youre the employee and Im the employer.
Believe their company is very loyal to them Employees who:
Feel very loyal to their company
Say benefits are an important reason they stay at their company
Participate in company wellness programs Do not participate
9th ANNuAl
44.
Insight to Action
Investing in financial wellness.
gauge the need offer essential tools
To maximize the effectiveness of advice and guidance programs in the workplace, first determine the kind of support employees require a preference for retirement planning, basic financial literacy, income protection advice or maybe debt counseling.
consider Worker ages
Connect employees to online financial tools and calculators. There are effective online resources such as life insurance calculators and retirement planning tools that employees can use to help assess financial needs and plan appropriate solutions. Many carriers, brokers and government websites offer such resources, which would be helpful to employees if they know where to find them.
Consider generational preferences when deciding the best format for providing the information. Younger workers may prefer the convenience and self-service aspects of online webinars and podcasts on their own time.
focus on hoW emPloYees gain
Frame the potential benefits of wellness initiatives in terms of improved quality of life for employees not reduced costs for the company.
taP into outside resources
Work with providers to develop and promote on-site seminars for financial education and planning. Usually theres no cost to employers or employees for these services. Also, dont assume that only older workers are interested in retirement planning; many younger workers see what is happening to their parents and are interested in how they can be better prepared.
reinforce behaVioral change
Rewiring bad habits is hard and takes repeated and regular reinforcement. This is not a once-and-done commitment.
9th ANNuAl
45.
Protecting and Preserving Income

Empowering Employees to Confront and Control Their Economic Realities
heADS IN the SAND Given the recession and a sluggish economic recovery, it is no surprise that the Study finds many employees feeling concerned and vulnerable about their financial security. Of more concern, is an apparent inertia to take action to get themselves on a better track. It would seem that many are unaware of the risks they face or perhaps fearful that the solution is beyond their control. INCoMe INterruPteD Most working Americans rely on their income to cover essential living expenses for themselves and those who depend on them. But what happens if that income is interrupted? Forty percent of survey respondents of all ages admit that they currently live paycheck to paycheck, and 45% of the workforce says they could not cover financial obligations for more than a month if they lost that paycheck.5 In fact, most employees are not in a position to pay their bills for very long in the event of income loss, but many have done little to protect themselves against that possibility. CoNCerNeD but Not CoVereD What if the principal wage earner in the family was unable to work because of illness or injury? Although more than half of employees (56%) say they are very concerned about this possibility, only half (53%) of these worried workers have disability income insurance to protect their incomes. In addition, less than a third of all surveyed employees have calculated how much income they would need to meet essential living expenses in the event of illness or injury that prevented them from working. Similarly, 51% of survey respondents are very concerned about the impact of their premature death on family financial security, but only about two-thirds of them have life insurance coverage. And less than a third have calculated their income replacement needs. An alarming number of those who have obtained insurance suspect that their coverage levels are not adequate to maintain their lifestyle if disaster were to strike. Forty-nine percent of those with disability income insurance and 41% of those with life insurance say they may be underinsured, or do not know if they have enough coverage to maintain their lifestyle.
INSIGHT
41%
of those with life insurance say they may be underinsured, or do not know if they have enough coverage to maintain their lifestyle in the event of premature death.
MetLife, 2010 MetLife Study of the American Dream, 2010.
9th ANNuAl
46.
g. 4.14 Most respondents have not calculated their income replacement needs
7%
8%
32%
61%
30%
62%
Employees who have calculated how much they will need to protect against loss of income due to death of a wage earner in the household
Employees who have calculated how much they will need to protect against loss of income due to a health problem of a wage earner in the household
No Yes Not sure
bArrIerS to INCoMe ProteCtIoN Many people prefer to believe that bad things will not happen to them; denial can play a large part in why people do not take the necessary steps to protect their income. Unfortunately, the statistics do not support this illusion. The Social Security Administration estimates that one in four 20-year-olds will become disabled before reaching age 67.6 Also, many mistakenly believe that other employee benefits would kick in to replace lost income which is not the case. Disability benefits may be available through Social Security, but can sometimes be difficult to obtain. Government disability benefits are only available if a person is expected to miss at least a year of work, or their illness or injury is expected to end in death.7 When asked why they do not purchase levels of coverage that would better protect them, employees cite lack of money: 39% say they cannot afford to pay for more disability coverage, and 61% say they cannot afford to pay for more life insurance. Communicating the cost-effective value of their group benefits program may help stimulate participation. ProteCteD INCoMe MAkeS for loyAl eMPloyeeS Helping employees obtain adequate income protection has advantages for employers too, in the form of increased employee loyalty. Non-medical benefits including income protection products are very important loyalty drivers for 59% of employees. Yet only 37% of employers recognize this. In reality, the right amount of life and disability coverage can bring high employee satisfaction at relatively low cost. hIttINg the CoVerAge CeIlINg The workplace is the primary source for obtaining insurance coverage for 88% of employees who own disability insurance and for 91% of employees who own life insurance. But it is not always possible for employees to obtain enough coverage through their current benefits program. Sometimes the maximum offered is not enough to meet employees personal needs. This was the reason cited for being underinsured by 42% of employees for disability income protection and for 19% of employees for life insurance.
6 7
Social Security Basic Facts, Social Security Online (http://www.socialsecurity.gov/pressoffice/basicfact.htm). Social Security Frequently Asked Questions, How does Social Security decide if I am disabled? Social Security Online (http://www.social security.gov).
9th ANNuAl
47.
However, those who have hit the maximum ceiling offered by their employers are very interested in having an opportunity to purchase additional coverage through the workplace if their company were to make higher coverage levels available. Yet currently, of employers who offer some life and disability insurance to employees, only 38% say it is very likely they will offer access to supplemental levels of life insurance, and only 28% say it is very likely they will offer additional long-term disability coverage. PArIty for hIghly CoMPeNSAteD eMPloyeeS Because of group plan maximums, there can be a significant gap between the insurance coverages that top talent needs and what the standard company group plan can provide, especially when it comes to life and disability benefits. Closing this gap can increase a companys ability to compete for the critical skills they depend on. Creating an executive plan carve-out that supplements executive Group Life with Group Variable Universal Life (GVUL) insurance and augments Group Disability coverage with Individual Disability Income (IDI) insurance can be a cost-effective way to provide income protection parity for these key employees. However, only 46% of companies report they offer executive benefits. PAyINg for ProteCtIoN Having disability income insurance through work is considered important to employees so much so that 58% of respondents say that they are prepared to pay the full cost of the product, if necessary. Fifty-four percent feel the same way about life insurance. Providing access to supplemental levels of coverage on an employee-paid basis can help meet this demand without adding to the benefits budget.
g. 4.15 Employees believe it is important to have insurance available in the workplace even if they have to pay 100% of the cost
Disability insurance Life insurance
INSIGHT
of employees who have the maximum disability coverage available from their employer are interested in the opportunity to purchase more through the workplace.
65%
70%
63% 57% 55% 55% 58%
60% 51% 44%
0%
Gen Y
Gen X
Younger Boomers
Older Boomers
Gen Y
Gen X
Younger Boomers
Older Boomers
9th ANNuAl
48.
Insight to Action
Employers can help employees protect the income that underpins financial security in their everyday lives.
focus attention simPlifY concePts
Help employees understand the risks they face, and how they can better provide for their families by protecting against such risks.
Clarify explanations for complex insurance products so that there is no reason for employees to postpone decisions.
clarifY costs
let them choose
Demonstrate that income protection insurance is relatively inexpensive compared to the costs of not having coverage if disaster strikes.
Offer employee-paid life and disability insurance options to give workers access to adequate coverage amounts.
share useful tools
Provide access to online tools through carriers and brokers that help simplify benefits calculations.
9th ANNuAl
49.
Income for Retirement

Many employees are even more unprepared for what might lie ahead in retirement. Since the advent of the MetLife Annual Study of Employee Benefits Trends, the story has been one of employees being behind in savings and worried about the outcome. And the recession has done nothing to change this grim situation. Fifty-two percent of employees surveyed are behind schedule in retirement savings and 10% have not even started.
g. 4.16 Over 60% of Boomers indicate they are behind in saving for retirement Employees were asked to identify the scenario which best describes the current progress of their retirement savings
70%
TESTIMONIAL
Behind schedule
Achieved/on track to achieve goals
62%
60%
48% 43% 35% 33% 24% 19%

0%
I think a lot of my employees are worrying about being able to get to the next paycheck I dont think they are thinking about retirement. they are thinking about groceries for next week.
Gen Y
Gen X
Younger Boomers
Older Boomers
Gen Y
Gen X
Younger Boomers
Older Boomers
40%
Havent yet started to save for my retirement
Dont have savings goals
14%
0%
11%
Gen X
9%
Younger Boomers
7%
Older Boomers
9%
Gen Y
11% 8%
Gen X Younger Boomers
9%
Older Boomers
Gen Y
9th ANNuAl
50.
lookINg to SoCIAl SeCurIty to MAke uP the ShortfAll Social Security benefits will be a major source of retirement income for about a third of workers, with 85% of workers planning to rely on it to some degree. However, while Older Boomers are counting on Social Security to be there for them, others are not so sanguine. Eighteen percent of Younger Boomers now in their early 50s question whether the Social Security safety net will be available by the time they retire.
g. 4.17 Over one-third of employees are counting on Social Security for all or a major portion of their retirement income.
15%
9%
16%
30%
Only source of retirement income A major source of retirement income A moderate source of retirement income A minor source of retirement income An unreliable source of retirement income, as it may no longer be available by the time of retirement
30%
All Employees
g. 4.18 Younger Boomers are less confident about the availability of Social Security than Older Boomers Social Security will not be a reliable source of retirement income as it may no longer be available by the time of retirement
30%
18%
6%
0%
Younger Boomers
Older Boomers
Why olDer eMPloyeeS CoNtINue to Work INSteAD of retIrINg Employees age 55 and older who are behind in saving for retirement are more likely to say they keep working because they need the money (64%). But those who are on track in their retirement planning are more likely to say they are working to stay meaningfully engaged (63%). Both groups say that maintaining health insurance benefits until they qualify for Medicare is an important reason that they continue to work.
9th ANNuAl
51.
eMPloyeeS Are Not DoINg the MAth In general, Boomers and Gen X are still expecting to retire at age 65 even though they are behind schedule in their savings. And, on average, they have planned for only 20 years in retirement. However, based on life expectancy data, a man age 65 has a 50% chance of living beyond age 85. A woman age 65 has a 50% chance of living beyond age 88. And for a couple, both age 65, at least one person has a 50% chance of living beyond age 92.8 And because these figures are averages, 50% of the people will live longer than the 20 years they have planned for.
g. 4.19 On average, employees have planned for 20 years in retirement and to retire from work at age 65 but this is likely to leave more than half short on savings given current life expectancies
AVERAGE OF ALL EMPLOYEES AVERAGE OF ALL EMPLOYEES
64.8
Age at retirement
20
Years planned for in retirement
retIreMeNt requIreMeNtS MAy be too DePreSSINg to CoNteMPlAte Over half of survey respondents (56%), including those on the cusp of retiring, are not confident that they know how much annual income their savings will generate once they retire. And most are not doing the calculations to find out. They have various reasons for this, but the reality is they fear that the resulting number will be more than they have. And that number is likely more than they can save in their remaining working life, especially if they have to retire five years before they planned to. Sixty-four percent of people who are over 50 say that their retirement would be in jeopardy if this happened.
g. 4.20 Even though they are close to retirement, one-third of Boomers say it is too early to know what they will need, showing lack of planning for their retirement lifestyle Employees indicate the following reasons for why they have not calculated how much annual income they will need in retirement
40%
39% 37% 31% 28% 34% 33%
13% 10%
6%
0%
5%
Dont feel that they need to Too early to know what is needed
Dont understand how to calculate it
Dont have the money
Dont have the time
Younger Boomers Older Boomers

8
Society of Actuaries Annuity 2000, Male and Female Tables.
9th ANNuAl
52.
A relIAble PAyCheCk IN retIreMeNt Employees are used to budgeting their living expenses based on a regular paycheck, and life in retirement might be easier to manage if it included a predictable and guaranteed income stream a retirement paycheck. For several years, the Study has noted that employees have expressed interest in receiving some or all of their retirement savings in the form of a guaranteed income stream. Sixty-six percent are interested in learning more about how they could use annuities as part of their 401(k) plan. Nearly half of employers surveyed strongly agree that offering employees retirement products that provide a guaranteed stream of income during retirement years is an important benefits strategy, but only 15% of employers report that they currently offer annuities at the point of distribution in their defined contribution plans. And only 28% of those companies that do not offer an annuity option as part of the 401(k) plan indicate that they are interested in doing so. Many employers are understandably somewhat hesitant to offer annuities because of fiduciary concerns. However, given the significant employee interest in options that provide a guaranteed stream of income from retirement savings, it may be time for employers to work closely with providers to move more quickly, especially regarding safe harbor legislation.
g. 4.21 Employees are interested in annuities, but employers are not yet responding
100% 100% 100%
TESTIMONIAL
We have annuity options and had people elect them in the past years, and they were thrilled that they took that and not the lump sum, which wouldve had a big hit in the past year.
69% 28%
Employers who do not currently offer and are interested in offering annuities
15%
Employees who would like their employer to offer an annuity option as part of their 401(k) plan Employers who currently offer annuities
gettINg SerIouS About SAVINg Developing a serious savings habit is more likely when saving becomes simple and routine. Many employees, including younger workers, are interested in auto-enrollment savings options for retirement to help them stay focused on their retirement goals. An auto-enrollment option in the 401(k) program allows employees to save a set amount from each paycheck without effort. This is especially effective for younger workers who have time and compound interest on their side.
9th ANNuAl
53.
g. 4.22 Employees who say they are behind in saving for retirement, and who are very interested in their employer automatically enrolling them in a savings program such as 401(k)
60%
TESTIMONIAL
54%
51% 44%
49% 50%
All employees
0%
Gen Y
Gen X
Younger Boomers
Older Boomers
the PlIght of youNger booMerS Younger Boomers may be the group that employers need to single out for special attention when it comes to retirement support. Throughout the Study, the plight of Younger Boomers stands out. Despite being in the prime of their careers, they are most concerned about having enough income to maintain their standard of living both today and in retirement. Sixty-two percent are behind on retirement savings. Younger Boomers may have been impacted the most by the recession, as they have less time to catch up, and they are still at the point in life where they may be paying for their childrens college education and also helping to support older relatives. Also, there is less likelihood of them having the security of a defined benefit pension plan. Unlike Older Boomers, the majority will rely more on their 401(k) for retirement income. This group is still climbing the career ladder and they are often the next in line for leadership. Keeping them focused and motivated on the job will benefit employers.
I think generation yis going to see their parents suering through this nebulous nonretirement [with] no pension plan, no 401(k)[and as a result] retirement and non-medical health benefits are going to be extremely important to the generation that is coming.
9th ANNuAl
54.
g. 4.23 Concerns about retirement are felt across the board but Younger Boomers are most worried
Younger Boomers Older Boomers
Employee concerns
Gen Y
Gen X
Having to work either full-time or part-time to live comfortably in retirement years Outliving retirement money Providing for long-term care needs Having enough steady income to cover medical costs Having enough steady income to cover essential expenses
61% 63% 52% 63% 63%
68% 69% 67% 72% 75%
68% 72% 69% 77% 75%
62% 68% 69% 71% 67%
retIreMeNt ANxIety IS juStIfIeD Seventy-two percent of employees are concerned that they will not have enough steady income during retirement to cover essential expenses such as housing, food and transportation. And the bottom line is that industry experts concur with this fear. For example, the Employee Benefit Research Institute (EBRI) projects nearly one half (47%) of Older Boomers are likely to be at risk of not having sufficient retirement resources to pay for basic retirement expenditures and uninsured health costs.9 Employees need help and motivation in facing the facts and taking positive steps to better manage the situation. retIreMeNt lINkS to loyAlty Over 50% of employees feel that employers have a responsibility to help them understand how much income they will receive in retirement. Yet about half (47%) of employers surveyed believe they are already doing as much as they can to help employees financially prepare for retirement, and only 21% feel strongly that they have a responsibility to do so. However, employers should be concerned about their workers retirement dilemmas, because retirement benefits are associated with increased employee loyalty two-thirds of employees (64%) consider them an extremely important reason for feeling loyal to their company. eMPloyerS CAN helP eMPloyeeS foCuS oN retIreMeNt SolutIoNS The shortfall in retirement savings is likely too great to be made up by savings alone for many workers, especially those closer to retirement. But employers can provide support in a variety of ways that can help their employees regain a sense of control and get them to become actively involved in planning for their income needs in retirement. Many of these actions are in line with employer objectives for helping employees become more self-sufficient when it comes to income protection.
The EBRI Retirement Readiness RatingTM: Retirement Income Preparation and Future Prospects, Jack Van Derhel and Craig Copeland, Employee Benefit Research Institute, Issue Brief 344, July 2010.
9th ANNuAl
55.
Insight to Action
Actions to help employees take control of their retirement.
focus on establishing income needs focus on making saVings seem simPle and achieVable
By anticipating their personal essential needs and what is most important for a satisfying retirement, employees can reconsider their spending choices and options to better match living costs to available retirement income. Calculating income expectations from retirement savings is an important step in this process. Seventy-eight percent of employees are interested in having this information included in their 401(k) retirement statements.
An increase of even one or two percent in annual savings is much better than nothing. By encouraging achievable incremental increases in savings rates through motivational and educational communications, employers may help their workers feel good about small steps rather than despondent about a seemingly insurmountable savings gap.
focus on ProViding eXPert retirement adVice focus on retirement income that can be counted on
Reliable income can come from a number of sources, and diversity is vital. Employers can help by providing education and access to annuities as a possible source for a guaranteed lifelong income stream in retirement.
Seventy-three percent of employees indicate receptivity to receiving help from their employers in the form of retirement and financial planning. In the last two years, 54% have participated in a retirement or financial planning program through their employer. Bolstering participation is key, and one way to do this is to provide education in a way that employees want to receive it and to reflect generational preferences. Despite employee interest, only 38% of employers report that providing broad-based financial/retirement education programs is a very important benefits strategy.
remodeling benefits yields results

The new benefits blueprint requires employees to take more responsibility for their health costs and their financial security. Supporting these efforts does not mean spending more on benefits. Instead, employers can remodel existing benefits strategies so they better align with employee needs and continue to drive loyalty. In particular, employers can provide products and education that will help motivate and inspire employees to take steps towards financial and physical health, and plan for a reliable income for as long as they live.
section 05
Preserving Equity in Benefits

Benefits Strategy Scenarios for the Era of Health Care Reform.
Employers Role Is Evolving

During the past year, employers have had one eye fixed on the spluttering economy and the other on health care reform. The political dialog surrounding the Patient Protection and Affordable Care Act (PPACA), together with uncertainty about how several of the laws key aspects will be implemented, has made the future of benefits uncertain for employers and employees alike across all industries and company sizes. The seismic shifts anticipated from the Acts implementation will directly impact the employers role as primary benefits providers. Reform could fundamentally alter how benefits function as competitive differentiators for employee attraction and retention. This years Study reveals key insights into how employers are responding to PPACA. Especially fascinating are their forecasts for significant changes in employee benefits five years from now.
9th ANNuAl
58.
Employers Unsure About What Health Care Reform Will Bring

Although the true impact of health care reform on company benefits plans remains unclear, employers are already bracing for change a third of them expect to modify their health plan designs in the coming years.
eMPloyerS VAry IN reSPoNSe to heAlth CAre reforM Employers are eyeing a range of different strategies in response to health care reform legislation, and at this point in time, there are a myriad of potential solutions that employers are considering, with surprisingly little clear consensus on direction. There is also significant variance by company size in a health care reform course of action. When asked to select which three actions they are most likely to take, a third of employer respondents indicated that they expect to make health plan design changes. Notably, the popularity of this option escalates with company size from 22% for those with fewer than 50 employees to 41% for those with 10,000 or more employees.
INSIGHT
g. 5.1 Changes to health plans are the most likely response to PPACA Employers were asked to select the actions their company is likely to take in response to health care reform
50%
32%
of all employers dont know how they will respond to health care reform at this time.
22% 15%
39%
39%
41% 32%
All companies
28% 23% 19%
26%
26%
21%
All companies
0%
Under 50 employees
Under 500 employees
Make health plan design changes Increase the importance of high-deductible health plans
PreserVing equitY in benefits
9th ANNuAl
59.
As previously noted, cost-shifting strategies are more prevalent among larger companies and the response to health care reform is no different. About four in ten companies with 500 or more employees expect to increase the percentage of costs paid by employees. However, only 24% of companies with fewer than 50 employees said that they plan to take this path.
g. 5.2 Shifting more health care costs to employees is more likely among large companies Employers who said their company is likely to increase employee costs in response to health care reform
50%
TESTIMONIAL
40%
41%
41% 32%
All companies
28% 24%
0%
I dont think our employees would know how to facilitate their benefits Its very complex and people dont have the time; they [are] really looking for expertise at our level in assisting them.
Under 50 employees
Under 500 employees
An increased focus on wellness and disease management programs (resulting from health care reform legislation) was cited by only 17% of respondents overall; however, a third of employers from larger companies see this strategy as a key response to health care reform. It is reasonable to assume that as employers shift health care coverage to employees and reduce overall covered service, employees will take on greater risks and therefore increased responsibilities for their health status. Larger employer respondents already have their eye on the need to dial up health and wellness strategies for their workers. Only 13% of employers say that they would consider reducing spending on nonhealth care benefits. Only 5% of employers overall expect to stop offering or paying for medical benefits. A mere 2% of all employers surveyed see the legislation as a springboard to start offering benefits. Notably, small businesses have not been spurred to offer health benefits by the legislation. Most notable is that a third of respondents say they do not know what they will do in response to PPACA a number that rises to 45% for smaller companies (companies with under 50 employees). Clearly, there remains a significant level of uncertainty around PPACA and its implications. Employer responses this year suggest that many companies will need more information and advice about how they should respond to the employer mandate and associated penalties. Some of the laws requirements become effective in 2011 and 2012 and will require timely planning and action now in order to be in compliance and understand the cost implications.
9th ANNuAl
60.
g. 5.3 Many small companies have not planned their response to health care reform Employers who said they do not know what actions their company is likely to take in response to health care reform
50%
TESTIMONIAL
45% 40% 32%

All companies
Im concerned [that], where I work, we dont have the resources to deal with all the compliance needs that are going to happen.
HR Professional (1199 employees) San Francisco, July 2010
18%
16%
14%
0%
Under 50 employees
Under 500 employees
INSIGHT
keePINg uP to SPeeD IS A ChAlleNge brokerS Are the key Health care reform legislation is complex and volatile. The devil is in the details and the details change frequently. Many employers admit they are not at all familiar with some of the key concepts of the legislation, including the Cadillac tax on high-value health plans (28%); changes required for grandfathered plans (26%); the employer mandate (22%) and the state health insurance exchanges (29%). Larger companies, with more knowledge resources and perhaps more dollars at stake, are more likely to be informed than smaller ones. Companies say that their solution is to rely, even more than usual, on their brokers to keep them apprised on health care reform. Over half of companies of all sizes agree that this will be how they will stay educated on the issues and requirements.
54%
of companies expect to rely more on their brokers because of health care reform.
9th ANNuAl
61.
A Benefits Crystal Ball

What will benefits look like in five years?
The timetable for the implementation of PPACA is well documented, with many of the key provisions taking effect in 2014. But what are the broader implications for benefits a little farther down the road once the dust has settled? Especially if, as many employers acknowledged, that after PPACA, with state exchanges establishing the cost base line health insurance could become more of a commodity and less of a competitive differentiator. To explore how benefits might evolve five years from now, MetLife conducted in-depth interviews with groups of employers across the country from companies of all sizes, in order to gather industry opinions. From these discussions, a range of observations emerged, which were reconfirmed by the Study. The results of the projections revealed that the benefits world of tomorrow may be quite familiar in some aspects but surprising in others. A ShIft IN IMPortANCe for NoN-MeDICAl beNefItS Employers predicted that an increase in the importance of non-medical benefits, such as life, dental and disability, could be a significant difference in the posthealth care reform era. Today health insurance is the biggest benefits budget line item, so ancillary benefits are not necessarily the focus of employers attention. In fact, as the Study shows, employers consistently undervalue the role that non-medical benefits can play in driving employee loyalty. But more than four in ten employers said they expect non-medical benefits such as these to become a more important strategy five years from now. This finding is even more pronounced in larger companies, which say that they are eyeing non-medical benefits as more important in the future. This years Study suggests the need for increased focus on income protection as a loyalty-building strategy, and life and disability income insurances are cost-effective ways to achieve this. Many employers already have a stake in the ground in these benefits and may want to think how to fortify them for the future with supplemental plan options.
g. 5.4 Many employers see non-medical benefits gaining in importance in five years Employers who said non-medical benefits (such as life, dental and disability) will become more important
70%
TESTIMONIAL
I think medical [benefits] will become a commodity. either were going to oer the same or were going to oer nothing, and so youll need something to dierentiate your company.
HR Professional (4,000+ employees) Chicago, July 2010
61% 54% 58% 43%

All companies
33%
36%
0%
Under 50 employees
Under 500 employees
9th ANNuAl
62.
retIreMeNt offerINgS WIll AlSo beCoMe A More SIgNIfICANt StrAtegy More than half of respondents (54%) foresee retirement products growing in importance as health insurance plays a lesser role than it does today. While this is primarily a strategy for large companies, it also has significant interest from small companies: nearly half of companies with fewer than 50 employees acknowledge a growing emphasis on retirement benefits in the future. Few issues are as pressing for employees as that of their retirement security, and it is promising to see employers overcoming current apprehensions about retirement responsibility and expecting to elevate this critical topic.
g. 5.5 Employers may place more emphasis on retirement benefits Employers who said retirement offerings will become a more important benefits strategy in five years
80%
TESTIMONIAL
71% 65% 68% 54%

All companies
48% 43%
[Medical benefits] are an essential part of doing business with employees, to keep them healthy, to keep us competitive And I think that would be something, with our type of business, we could never give up on.
0%
Under 50 employees
Under 500 employees
WheN hIrINg getS tough, eMPloyerS WIll turN to beNefItS More thAN eVer One in three (37%) employers agree that in the future they will be more likely to carve out special benefits for higher-income individuals, or other preferred groups, especially where hiring is particularly competitive and the company must more clearly differentiate itself. In five years, the economy is expected to be in growth mode, and employers will find themselves competing for scarce talent, especially in key industries such as health care and technology. Going forward, employers plan to use the same tactics as they do today to recruit the best talent and to keep these workers loyal and productive.
9th ANNuAl
63.
PAy or PlAy Looking into the future, most employers see it as likely that they will still provide and pay for at least some medical benefits. But the themes of cost shifting and health plan changes also seem to be emerging as strong considerations for a significant number of employers. It remains to be seen how sweeping these changes will be across different industries and companies of different sizes. At the time of this Study, employers and their advisors are carefully considering the economics of the PPACA employer mandate and associated penalties for not offering medical coverage. This is clearly an evolving story, but for now most HR professionals see themselves continuing to deliver medical benefits as they always have.
g. 5.6 Employers indicate they plan to continue shouldering most medical benefit costs Employers who said their company will continue to pay for most of the cost of medical insurance five years from now
70%
TESTIMONIAL
I think health care reform is going to change health care in the workforceas weve seen it for the last 40 years but I disagree that it is going to disappear like a dinosaur.
HR Professional (4,000+ employees) Chicago, July 2010
67% 63% 51% 48%
69% 56%
All companies
0%
Under 50 employees
Under 500 employees
Preserving equity in benefits; employers Must be Informed and Adaptive

Amidst all the uncertainty, one thing is certain; the status quo will not prevail and health care reform will require all employers to adapt their benefits programs to some degree. Employers cannot afford to sit on the sidelines and wait for legislative clarity to help determine their overall benefits strategy. When the economy recovers, those employers who have preserved their benefits equity by actively adapting their strategies to the new economy will be better positioned to retain their key talent and compete no matter the outcome of health care reform.
9th ANNuAl
64.
Methodology
emPloYer emPloYee
section 06
EMPlOYER SIzE (STAFF SIzE)
GEndER
EMPlOYER SIzE (STAFF SIzE)
29 10 49 50 199 200 499 500 999 1,000 4,999 5,000 9,999 10,000+
InduSTRY
20% 20% 19% 4% 4% 14% 10% 10%
Male Female
MARITAl STATuS
56% 44%
29 10 49 50 199
7% 13% 15% 8% 10% 15% 7% 25%
Married Single Divorced/Separated Domestic Partnership Widowed

EThnIC BACkGROund
66% 16% 10% 6% 2%
200 499 500 999 1,000 4,999 5,000 9,999 10,000+

hOuSEhOld InCOME
Services Heavy Industry Sales/Trade
34% 23% 12%
Caucasian Hispanic African-American Asian

FAMIlY STATuS
69% 13% 11% 7%
Under $30,000 $30,000 to $49,999 $50,000 to $74,999 $75,000 to $99,999 $100,000 to $149,999 $150,000 and over
8% 17% 22% 18% 20% 14%
Finance, Insurance and Real Estate 11% Health Care and Social Assistance Educational Services Public Administration Accommodation and Food Services Arts, Entertainment and Recreation
GEOGRAPhY
7% 3% 3% 3% 4%
Do not have children under 18 Have children under 18

GEOGRAPhY
54% 46%
InduSTRY
Services Heavy Industry
36% 21% 11% 9% 6% 10% 2% 2% 3%
South 29% 23% 23% 24% West Midwest Northeast

AGE
37% 22% 22% 19%
Sales/Trade Finance, Insurance and Real Estate Educational Services Health Care and Social Assistance Arts, Entertainment and Recreation
South West Midwest Northeast
21 30 31 40 41 50 51 60 61 and over
15% 29% 22% 26% 8%
Accommodation and Food Services Public Administration
MetLife has a proud tradition of investing in the financial and social well-being of the communities we serve. For more than 140 years, we have focused on understanding and serving our customers through various life stages and economic cycles.
MetLife builds on this tradition by delivering leading insights through nationally acclaimed research, subject matter experts and educational resources. We serve as a leading voice on employee benefits issues by actively influencing public policy, educating the media and developing intelligent product solutions. When youre aligned with a company that applies insights to deliver innovative solutions, you can be certain things will go right. For additional information about the 9th Annual MetLife Study of Employee Benefits Trends, please visit metlife.com/trends1 or contact Neil E. Marcus, Assistant Vice President, U.S. Business, Marketing Research, at 212-578-7713 or [email protected].
The 9th Annual MetLife Study of Employee Benefits Trends was conducted during the fourth quarter of 2010 and consisted of two distinct studies fielded by GfK Custom Research North America. The employer survey comprised 1,508 interviews with benefits decision-makers at companies with staff sizes of at least two employees. The employee sample comprised 1,412 interviews with full-time employees age 21 and over, at companies with a minimum of two employees. GfK Custom Research North America is part of the GfK Group, one of the worlds largest and most prestigious market research organizations, operating in more than 100 countries. Headquartered in New York City, with 10 offices in the U.S., GfK Custom Research North America provides full-service market research and consulting services in the areas of Customer Loyalty, Product Development, Brand & Communications, Channels, Thought Leadership, Innovation, and Public Affairs. GfK Custom Research North America has an entire business unit dedicated to Financial Services Research, but serves a wide range of other industries as well. For more information, contact Roy Baldassari, Sr. V.P., Financial Services, or visit www.gfkamerica.com.
66.
9th ANNuAl
1900032328 2011 METLIFE, INC. L0211160300(exp0512)(All States) 2011 Peanuts Worldwide LLC.
Metropolitan life Insurance Company 200 Park Avenue New York, NY 10166 metlife.com

Employee Benefits Trends Study

Uploaded by

Copyright:

Available Formats

Employee Benefits Trends Study

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Employee Benefits Trends Study

Uploaded by

Copyright:

Available Formats

9th annual

Study of Employee Benefits Trends

Executive 02. A Blueprint for the New Benefits Economy. Summary

Workforce and Economic Realities.

Methodology 64. About the Survey.

MetlIfe Study of Employee Benefits Trends

A New Perspective on Benefits

Reconstructing Benefits to Reflect New Realities

MetlIfe Study of Employee Benefits Trends

Raising Employee Responsibility for Financial Security and Retirement

Distracted by Health Care Reform

New times require a New Approach to benefits

Cracks in the Foundation

A Workforce Ready to Take Flight

MetlIfe Study of Employee Benefits Trends

Seeking Another Employer

38% 34% 34% 35%

Under 500 employees

500 or more employees

10,000 or more employees

cracks in the foundation

MetlIfe Study of Employee Benefits Trends

59% 53% 47% 41% 39% 33%

but employers are unaware of the decline in loyalty

cracks in the foundation

MetlIfe Study of Employee Benefits Trends

Employers Primary Focus Is on Cost Less on Employee Satisfaction

MetlIfe Study of Employee Benefits Trends

Under 500 employees

500 or more employees

cracks in the foundation

MetlIfe Study of Employee Benefits Trends

48% 43% 38% 35% 45% 39%

Under 500 employees

500 or more employees

5,000 or more employees

10,000 or more employees cracks in the foundation

MetlIfe Study of Employee Benefits Trends

cracks in the foundation

MetlIfe Study of Employee Benefits Trends

Employees See Things Differently

51% 42% 33%

Strongly agree, hope to be working somewhere else in 2011

Strongly disagree, hope to be working somewhere else in 2011

Decreased job security Increased workload

cracks in the foundation

MetlIfe Study of Employee Benefits Trends

59% 59% 53% 53% 51%

cracks in the foundation

MetlIfe Study of Employee Benefits Trends

Strongly agree satisfied with benefits

Strongly disagree satisfied with benefits

Employee is very satisfied with job Employee is very loyal to employer

MetlIfe Study of Employee Benefits Trends

A New benefits blueprint

Reinforcing Benefits Structure

Leveraging the Loyalty Impact of Benefits

MetlIfe Study of Employee Benefits Trends

Benefits Build Loyalty

Strong sense of loyalty