National Compensation Survey - Benefits produces comprehensive data on the incidence (the percentage of workers with access to and participation in employer provided benefit plans) and provisions of selected employee benefit plans. The Employee Benefits Survey (EBS) is an annual survey of the incidence and provisions of selected benefits provided by employers. The data are presented as a percentage of employees who participate in a certain benefit, or as an average benefit provision (for example, the average number of paid holidays provided to employees per year). The survey covers paid leave benefits such as holidays and vacations, and person, funeral, jury duty, military, parental, and sick leave; sickness and accident, long-term disability, and life insurance; medical, dental, and vision care plans; defined benefit pension and defined contribution plans; flexible benefits plans; reimbursement accounts; and unpaid parental leave. Also, data are tabulated on the incidence of several other benefits, such as severance pay, child-care assistance, wellness programs, and employee assistance programs.

For more information and data visit: https://www.bls.gov/ebs/

Introduction

Employee Benefit Preferences Statistics: In the current competitive work environment, knowing employee priorities with respect to employee benefits can help employers engage employees and obtain better attraction/retention with top talent. The 2024 SHRM Employee Benefits Survey shows that a large segment of employees now consider healthcare benefits as “very important†or “extremely important,†at 88%. Healthcare benefits continue to be a “cornerstone†of employee satisfaction.

Not far behind is flexible work. The same survey indicates that 70% of employees consider flexible work as important to them, which is a reflection of the consequences of the growing need for work-life balance. On the heels of flexible work are family care benefits at 67%, and family care benefits do support traditional caregiving responsibilities.

Professional career development opportunities are also high at 65%, all of which suggests that employees are looking for engagement in their roles. These finding support the need for employers to offer a richer, more flexible employee benefit offering that aligns with their employee’s priorities.

According to a survey conducted in the U.S. in 2022, ** percent of respondents would prioritize health insurance coverage they get through their employer when looking for a new job Retirement saving plan or **** at ** percent was the second most important employee benefit. This statistic reflects the level of importance of selected benefits for employees when looking for a new job in the U.S. in 2022.

Breakdown of the employer benefits of the state’s package compared to those of the external labor market. The average cost is calculated based on the employers’ contribution in relation to the respective average state benchmark salary and the average market salary. For dental insurance, the 2012 Survey data not available. 2011 data has been escalated by 4.0% based on trend figures from the Sibson Consulting 2012 Health Plan Cost Trend Survey; for Basic Life Insurance & Disability Insurance, the data comes from the 2010/2011 Towers Watson Survey Report on Employee Benefits Policies & Practices; for sick leave accrual days, the data comes from the 2010/2011 Towers Watson Survey Report on Employee Benefits Policies & Practices; and for the market amount for defined benefit retirement plan, the data comes from the NASRA FY 2011 Public Fund Survey Report.

According to a survey conducted in the U.S. in 2021, ** percent of Gen Z employees reported they have considered switching employers due to health or other benefits in the past year, compared to *** percent of baby boomers. This statistic represents the share of employees who considered switching employers due to health or other benefits in the past year in 2021, by generation.

Introduction

Job Benefits Statistics: Job benefits play a crucial role in employee satisfaction and retention, with statistics highlighting their growing importance in today's workforce. 60% of employees consider benefits and perks to be a significant factor when deciding whether to accept a job offer. Health insurance remains the top benefit, with 92% of employees reporting it as essential.

Additionally, retirement plans, paid time off, and flexible working hours have seen a steady rise in importance, with 45% of workers seeking jobs that offer more flexibility. Companies offering robust job benefits have a competitive edge in attracting top talent and fostering long-term employee loyalty. As the job market continues to evolve, these statistics reflect the shifting priorities of today's workforce.

The Employer Costs for Employee Compensation (ECEC) is a measure of the cost of labor. The compensation series includes wages and salaries plus employer costs for individual employee benefits. Employee benefit costs are calculated as cents-per-hour-worked for individual benefits ranging from employer payments for Social Security to paid time off for holidays. The survey covers all occupations in the civilian economy, which includes the total private economy (excluding farms and households), and the public sector (excluding the Federal government). Statistics are published for the private and public sectors separately, and the data are combined in a measure for the civilian economy. For information and data, visit: https://www.bls.gov/ncs/ect/

As of December 2024, it was calculated that among all goods-producing, and service-providing private industry workers, employers spent more on average on benefits for those that are in a union. Employers spent an average of 23.39 U.S. dollars per hour worked on union workers compared to 12.34 dollars on nonunion workers.

The National Compensation Survey (NCS) is an annual survey of the incidence and provisions of selected benefits provided by employers. The survey collects data from a sample of approximately 18,000 private sector and State and local government establishments. The data are presented as a percentage of employees with access to employee benefit programs and for some benefits, percentage of employees who participate in them.

Salaries and Employee Benefits Statistics - Managerial and Professional Employees (Excluding Top Management) [Report]

Private Employee: LDI: Full-Time Workers data was reported at 42.000 % in 2018. This records a decrease from the previous number of 43.000 % for 2017. Private Employee: LDI: Full-Time Workers data is updated yearly, averaging 39.500 % from Mar 1999 (Median) to 2018, with 18 observations. The data reached an all-time high of 43.000 % in 2017 and a record low of 31.000 % in 2000. Private Employee: LDI: Full-Time Workers data remains active status in CEIC and is reported by Bureau of Labor Statistics. The data is categorized under Global Database’s United States – Table US.G077: Employee Benefits Survey: Private Industry.

Financial overview and grant giving statistics of National Board Of Ymca Employee Benefit Trust

The dataset consists of closed cases that resulted in penalty assessments by EBSA since 2000. This data provides information on EBSA's enforcement programs to enforce ERISA's Form 5500 Annual Return/Report filing requirement focusing on deficient filers, late filers and non-filers.

Dataset tables listing: EBSA Data Dictionary, EBSA Metadata and EBSA OCATS.

Employee benefits-in-kind (Euro) by Type of Benefit, Location and Year

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Remote Work Statistics: The future is here we say, as technology made sure to let employees spread around the globe to work remotely. Just before the pandemic people commuting to offices daily shifted to completely mobile work opportunities. Market reports of distance work state that the future of remote work will be adopted by many companies soon as employees focus on such job opportunities only. These Remote Work Statistics are written from various aspects that need to be taken into consideration while setting policies for mobile work. Editor’s Choice Mobile workers with communicative employers are 5X more productive and 3X less feel burned out. 25% of remote employees are planning to change their locations for a better lifestyle. Around 55% of Americans believe their work can be performed remotely in their industry. Remote work statistics say that, in May 2021, remote work job postings on LinkedIn increased by 350%. Remote work Statistics state that in the year 2022, the remote workplace market was valued at $20.1 billion, and it is projected to reach 58.5 billion by the year 2027 at a CAGR of 23.8%. 59% of distance employees said, their office is functional in 2 to 5 various times zones. For every mobile work employee companies save around $22K every month, on the other hand, employees save on average $4000 every year due to a reduction in commute. In the upcoming years, employers are planning to spend more on remote work tools as well as virtual manager training. 16% of people say that they are worried about their company not allowing mobile work once the pandemic ends. On average, women are more like to work remotely than men as stated by Remote Work Statistics.

Private Employee: JDL: Establishments: 1-99 Workers data was reported at 45.000 % in 2017. This stayed constant from the previous number of 45.000 % for 2016. Private Employee: JDL: Establishments: 1-99 Workers data is updated yearly, averaging 57.000 % from Mar 2003 (Median) to 2017, with 15 observations. The data reached an all-time high of 60.000 % in 2008 and a record low of 45.000 % in 2017. Private Employee: JDL: Establishments: 1-99 Workers data remains active status in CEIC and is reported by Bureau of Labor Statistics. The data is categorized under Global Database’s USA – Table US.G076: Employee Benefits Survey: Private Industry.

The Employment Cost Index (ECI) component of the National Compensation Survey (NCS) that measures changes in labor costs. The ECI is a quarterly measure of the change in the cost of labor, free from the influence of employment shifts among occupations and industries. The compensation series includes changes in wages and salaries plus employer costs for employee benefits. The wage and salary series and benefit series provide the change for the two components of compensation. Employee benefit costs are calculated as cost-per-hour-worked for 21 benefits, ranging from employer payments for Social Security to paid time off for holidays. For information and data please visit: https://www.bls.gov/ncs/

Employer reported file of private pension benefits for employees who retired without withdrawing their benefits.

Financial overview and grant giving statistics of Employee Benefit Research Institute

In 2023, the largest share of employees in the United States would quit their current job because of *************************** The least important issue for the workforce from this survey was flexible work-from-home options with ** percent of respondents who stated this was a significant issue for them.