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2014 Surveys


Employee Benefits Survey 2014

Employee benefits remain a critical component of the relationship between employers and workers. In addition to serving as an important financial safety net, benefits also act as a recruitment and retention aid. Benefits comprise a significant percentage of total employee compensation, as much as 60% in some organizations. This comprehensive survey is designed to help you benchmark your benefits and ensure you're making the most of your benefit dollars.

Additional information and order the survey now. (12/10/14)


What's Working in Workplace Financial Education 

Employers in the U.S. and Canada that have implemented financial education programs say their employees are less stressed, more prepared for retirement and have a better understanding of their finances, according to a new report from the International Foundation of Employee Benefit Plans. Also, organizations that have seen success through financial education offerings are more likely to provide a greater variety of topics and formats, and to customize participants’ education.
 
Of the 397 organizations that participated in A Closer Look: What’s Working in Workplace Financial Education, more than two-thirds stated they offer financial education to employees. Among employers offering financial education, only a third have a workforce that is somewhat or very highly stressed, compared with 43% of respondents that do not offer financial education.

Read the survey findings now.

 

ISCEBS/Deloitte Survey: Economic Stability Creates Renewed Confidence in Retirement Savings

The economic uptick over the past year has led to renewed interest in retirement savings, according to Deloitte’s 13th Annual Defined Contribution Benchmarking Survey. The research underlying the survey found that average account balances have reached an all-time high of more than $95,000, up from $85,600 in 2012 and an increased number of employees are participating in defined contribution plans, jumping 6 percentage points.

Among key findings, as the economy continues to recover, the No. 1 reason for lack of employee participation in defined contribution plans is no longer due to an “uncertain economy/job market” (14 percent in 2013 compared to 24 percent in 2012), but instead a “lack of awareness and understanding” (30 percent in 2013 compared to 21 percent in 2012). [Press Release] [Full survey]


2014 Employer-Sponsored Health Care: ACA's Impact

The survey finds that although the majority of single employers believe ACA has had a negative impact on their company, fewer than one percent plan to discontinue offering health care benefits. [Read more]

Financial Wellness for Today's Workforce: 2014 Survey Results

The survey found that more than three in five employers believe their employees face more personal financial challenges today than they did five years ago. To respond to these challenges, employers are offering financial education programs to their workforce to increase their ability to manage their income and plan for retirement. [Read more]

Top 5 Total Rewards Priorities Survey: Talent Is the Top Global Challenge

Conducted in 22 countries, the Deloitte/ISCEBS/International Foundation survey finds employers face similar challenges, despite varied geographical, cultural and political climates.

 

Despite an improving economy, employers around the world indicate talent recruitment, motivation and retention as their top challenge, with high unemployment doing little to ease the talent shortage for technical and skilled jobs. Although other items of concern vary across (and within) geographical regions, this commonality points to an increasingly global business landscape and the need for effective talent strategies.


Here are the respondents’ top five priorities for 2014:
1. Aligning total rewards with business strategy by attracting, motivating, and retaining employees
2. Reducing the costs of providing healthcare and other non-cash benefits to employees
3. Motivating staff when pay increases are flat or non-existent
4. Demonstrating appropriate return on investment for reward expenditures
5. Creating a rewards program that reflects the culture and goals of the organization

Other findings indicate employers should continue to modify and adjust their total rewards programs in
today’s dynamic economic environment. Forty-three percent of those surveyed identified an increase in
health and well-being initiatives as an action that their organization has undertaken within their overall total rewards strategy.

 

Now in its 20th year and the second one with international participants, the survey’s 222 responses from HR professionals in 22 countries across the Americas, Europe and Asia-Pacific represent a diverse cross-section of employers by industry, size and geography.
Press release | Full survey findings