STUDY OF EMPLOYEE BENEFITS: 2006 & BEYOND - Prudential

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Lifestyle Benefits Are a Win/Win Solution Healthy Lifestyle Emerges as a Holistic Desire for Employees and a Cost-Reduction Strategy for Employers 3 The availability of lifestyle programs, which help employees manage their health and balance the demands of work and family, will increase over the next five years. Lifestyle programs are a win-win solution—employees get access to essential services and employers often benefit from higher productivity and lower medical expenses. 18
Employee Concerns Extend Beyond Financial Needs Overtime, travel, and e-mail all require more time and commitment from employees. The quid pro quo of this more demanding “just-in-time” society is employees asking for consideration with more flexible and paid time off when possible. Employers and employees have done well working together to meet each other’s needs in these areas. Quite surprising, and likely a function of our very stressful and often confusing environment, 52% of employees would value more mental health counseling. Today, we know most employees will face one or more difficult periods during their career, and the range of potential situations across a given employee population is vast. Well understood by retail product markets, but not yet fully appreciated by employers, 83% of employees are trying to achieve an overall holistic sense of a healthy lifestyle. This broader definition of wellbeing will likely necessitate continued evaluation of environment, workplace systems, and benefits to meet employee needs and maximize effectiveness. TOP LIFESTYLE CONCERNS Employer perceptions of importance to employees Employee actual importance Point Difference Flexible/generous paid time-off policies Flexible workplace arrangements Mental health counseling Healthy lifestyle 61% 66% 46% 57% 30% 52% 36% 83% 5 11 22 47 19
Page 1 and 2: PRUDENTIAL’S GROUP INSURANCE STUD
Page 3 and 4: Welcome The cost of employee benefi
Page 5 and 6: Methodology This study surveyed a b
Page 7 and 8: Benefits Matter Eight in Ten Plan S
Page 9 and 10: Commitment to Benefits Spans Most C
Page 11 and 12: Benefits Decision Making Is Increas
Page 13 and 14: The Gap Among Top Financial Concern
Page 15 and 16: Voluntary Benefits on the Rise, But
Page 17 and 18: Most Plan Sponsors Do Not Require C
Page 19: Plan Sponsors and Participants Are
Page 23 and 24: Interest in Lifestyle Benefits Vari
Page 25 and 26: Positive Online Outlook Online Tool
Page 27 and 28: Web Technology is Empowering Employ
Page 29 and 30: Plan Sponsors Want Enhanced Perform
Page 31 and 32: Criteria for Progressive Plan Spons
Page 33 and 34: Progressives Are More In Sync with
Page 35 and 36: Progressives Also Outpace Other Com
Page 37: Progressive Employers Value Persona
Page 40 and 41: Summary of Key Findings Theme One:
Page 42: About Prudential Financial Currentl

STUDY OF EMPLOYEE BENEFITS: 2006 & BEYOND - Prudential

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