Health & benefits

Close the gaps: Smarter Benefits for a Stronger Workforce

27% of employees with a health condition or disability are not confident they can afford the health care they need vs. 13% of those without a health condition or disability.

Benefits plans do not meet needs for 1 in 5 of those at or below median income vs 1 in 10 above median income.

84% of employees have delayed seeking healthcare

26% of employees report delaying due to anticipated long wait times and 23% delayed for financial reasons.
Delays are more common for Gen Z (91%) and Millennials (89%).

It goes beyond healthcare, people are financially stressed:

Employees at midsize employers are worried about covering monthly expenses (58%) and employees at larger employers are worried about obtaining affordable, quality childcare (47%).

Mental health continues to drive people risk

1 in 4 women say they have a mental health condition (vs. 1 in 10 men).
53% of men feel stressed most days at work compared to 41% of women.
1 in 2 Millennial men are extremely or very concerned about cognitive decline and loneliness – linked issues.

Older workers are vital

64% of employees want employers to support the interests and equity of older workers.
Only 1 in 4 Millennials are not looking for a new job compared to a third of Gen Z and Gen X. Boomers are most stable with only 54% not looking for new jobs.

Personal safety risks emerge as a gap

Half of Gen Z men are concerned about personal safety compared to 44% of men overall.

Economic headwinds and productivity concerns mean that every dollar spent on total rewards needs to be solid, defensible and valued by employees.

Drug plans are valued by all generations

Drug insurance ranked 3rd most valued benefit behind alternative work schedules and remote/hybrid working. Including evidence-based formularies can ensure drug plan sustainability.

Differences in needs vary

35% of women report having a disability or health condition vs. 24% of men.
But fewer women (60%) report benefits meeting their needs vs. men (64%).
Millennials are most concerned about cognitive decline (49%) vs. 46% overall.
80% of the Boomer generation consider themselves mentally and physically well vs. 67% for Millennials and 66% for Gen X.

51% of employees feel stressed in everyday life, 47% feel stressed at work most days with over 1/3 stressed in both.

Strong and engaging communications enhance your employee value proposition

There is a 48% gap in employees feeling cared for (75%) vs not feeling cared for (27%) simply based on the quality of their benefits communication.
50% of employees trust their employer to provide access to quality healthcare when communications are engaging vs. 22% when communication is not.

Personalized benefits enhance confidence of employer support and appreciation of benefits

73% of employees who can personalize benefits consider their benefits competitive or better than their industry vs. 34% when they cannot personalize benefits.

Employers can close the gaps

Mercer’s Innovative and emerging benefits survey shows:

- 69% offer telemedicine
- 71% provide discount programs
- Only 14% provide childcare discounts
- 54% provide mental health training for employees and 57% for managers
- 68% support anti-stigma campaigns
- 46% provide access to mindfulness / meditation apps
- 64% provide integrated health and well-being platforms, an increase of 21% in 2 years
- 55% provide well-being allowances
- 55% provide iCBT access
- 48% provide weight loss nutrition programs
- 82% offer “innovative benefits” to deliver an engaging employee experience