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2016 SHRM Employee Benefits Report (PDF)

88 pages. "From 2015 to 2016, three out of five organizations (60%) report that their benefits offerings have remained the same, one-third (33%) report an increase and 7% a decrease in benefits -- similar to changes from 2014 to 2015. Compared with five years ago, more organizations are offering monetary bonus benefits ... Looking back 20 years, telecommuting benefits have seen a threefold increase, from 20% of organizations offering the benefit in 1996 to 60% in 2016."

2011 Year-End Employee Benefits Report

The closing of each year has always been a time for employers to revisit new legislation, regulations and other legal developments affecting their retirement plans and other employee benefit programs, and to otherwise begin preparing for the next plan year. Toward that end, [this article summarizes] a few of the key recent employee benefit developments in order to ensure that they are not inadvertently overlooked.

2024 State of Employee Benefits™ Report (PDF)

32 pages. "Increasingly, a diverse, multigenerational workforce demands personalized options, easy-to-use digital experiences and whole-person benefits across health and financial wellness.... With so many systems and vendors to manage and benefits to consider, HR teams are burdened with complexity. Aside from creating a need to leverage technology and vendor partnerships to simplify benefits administration and optimize benefits spend, this reality makes it more important than ever for benefits leaders to provide employees with streamlined benefits experiences that can help guide them to their next best action."

2017 Employee Benefits Report (PDF)

40 pages. "Nearly one-third of organizations increased their overall benefits offerings in the last 12 months, with health (22%) and wellness (24%) benefits being the most likely ones to experience growth ... Organizations that had reduced their benefits package were most likely to have decreased health care benefits (57%). Another one-quarter (24%) decreased wellness benefits ... Most organizations offer retirement plans to help employees save and plan for their financial future. [Defined contribution] plans were the most common, with 90% offering a traditional 401(k) or similar plan and 55% offering a Roth 401(k) or similar plan. Three-quarters of organizations (76%) provided an employer match for their 401(k) plans while 40% matched Roth 401(k) contributions."

2024 State of Employee Benefits Report: Generational Insights

"Across all generations, employees continue to enroll in traditional plans (PPOs) at a higher rate than HDHPs, and more than half of employees are still choosing traditional plans. ... Across accident, critical illness, hospital indemnity, identity theft, legal and pet benefits, Generation X has the highest participation overall, followed by Millennials and Baby Boomers.  ... Participation in HSA plans is higher than FSA plans across all generations except Traditionalists. ... Across generations, higher salaried individuals choose HDHPs over traditional plans when both are offered."

2025 Workplace Benefits Report: Shining a Light on Employee Wellness in Uncertain Times (PDF)

30 pages. "While employees want help with their broader financial goals, some employers remain focused on traditional benefits alone -- like retirement plans and health insurance. Financial wellness programs, equity awards, debt assistance, caregiver support and encouraging work/life balance can retain employee loyalty and attract top talent."

AICPA Urges Changes to Employee Benefit Reporting Proposal

"In two comment letters sent to the DOL, the AICPA expressed support for many of the proposed changes but said some of them would create inconsistencies and confusion about the reporting requirements.... [T]he AICPA is concerned that plan sponsors may: [1] Pass on the additional expenses to plan participants. [2] Attempt to save costs by preparing forms on their own or choosing providers who have little or no experience. [3] Discontinue plan sponsorship or reduce the level of benefits provided."

2012 Workplace Benefits Report

"[N]ine out of 10 employers believe that financial benefits are equally or more important to potential hires today than five years ago - with half believing such benefits to be more important than ever. Confirming this, nearly 80 percent of employees view these benefits as a key factor when considering and accepting a new position."

2015 Workplace Benefits Report: Helping Employees Live Their Best Financial Lives (PDF)

20 pages. "This report provides a clear picture of the data, trends and new ideas related to workplace benefits today. It uncovers new insights related to financial wellness, health care, incentives, the use of total rewards portals and employers' attempts to engage a multi-generational workforce. [Much of the analysis focuses] on trends and perceptions among larger firms, which serve as the incubators of benefits innovation, the trailblazers in implementing new ideas and the bellwethers for the future of benefits. [The report also highlights] where the pattern for the largest employers diverges from their smaller counterparts in order to gain insight into the direction of the benefits industry as a whole."

2017 Workplace Benefits Report (PDF)

24 pages. "An employer-sponsored retirement plan ranks second only to healthcare as the most important employee benefit. [This] study shows an increasing desire for employers to offer broader financial education, guidance and advice that goes beyond retirement savings, underscoring the powerful role the employer can play in delivering a meaningful benefit to employees."