Workers Expect Employers to Care About Their Lives At and Outside of Work Amid a State of Permacrisis

Released today, MetLife’s 22^nd Annual U.S. Employee Benefit Trends Study (EBTS) finds employees are now more likely to experience negative feelings at work, including stress (12% more likely) and burnout (17% more likely) than they were pre-pandemic (2019). Employees are also 51% more likely to feel depressed at work than they were pre-pandemic as they face a complex macro environment and permacrisis state.

Last year, MetLife unveiled “employee care” as a powerful tool for employers to support their workforce and organization. This year’s study finds delivering care during key work and life moments and prioritizing the role of benefits has an outsized impact on individuals and businesses alike. In fact, employees who understand and use their benefits are significantly more likely to feel cared for (88%) by their employer, compared to those who don’t (34%). In return, employees who feel cared for are 60% more likely to intend to be at their organization in 12 months and 55% more likely to feel productive at work.

“Today’s workforce is navigating the pressures of their day-to-day lives in parallel with ongoing macro challenges, and it’s impacting their overall wellbeing and how they show up at work,” said Todd Katz, executive vice president and head of Group Benefits at MetLife. “As employees juggle a range of personal and professional demands, our research affirms employers must provide more tangible support – when and where it matters most.”

As Work-Life Divides Wane, Gaps in Care Delivery Emerge

The majority of employees have come to expect a more consistent delivery of care from their employers – not just at work (92%), but also in their personal lives (79%). Consequently, when employers provide support during key moments, employees are significantly more likely to feel cared for (76% vs. 45%).

However, this year’s research unearthed care delivery gaps wherein employees report not feeling adequately supported by their employers, particularly during critical life moments with significant personal impact. This includes:

• Navigating unplanned financial stress: Among employees who went through a significant unplanned financial stress/expense, 86% said it had a high impact on them, but only 48% of them felt that their employer demonstrated care during the experience.
• Experiencing a mental health condition: 81% of employees who experienced an ongoing mental health condition said that it had a major impact on them, yet just half (50%) agreed that their employer demonstrated care toward them.
• Becoming the primary income earner: The vast majority of employees who became the primary income earner for their household (e.g., due to a partner exiting the workforce, etc.) said the experience had a high impact on them (83%). However, only 58% believed their employer demonstrated care during this experience.

Unlocking Intentional Employee Care Through Benefits