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88% of employees see voluntary benefits as part of a comprehensive benefits package and 80% are likely to purchase additional insurance if their employer did not provide adequate health insurance. Offering voluntary benefits can boost employee satisfaction - employees enrolled in voluntary benefits are 14% less likely to look for new jobs, 19% more likely to be satisfied with their jobs, and 31% more likely to be satisfied with benefits. Voluntary benefits also provide employees an advantage in dealing with financial issues from unexpected medical expenses or emergencies.
Open Enrollment Survey Infographics
According to surveys conducted in 2015, employees spend too little time understanding and choosing their benefits during open enrollment periods. Many do not fully comprehend their health insurance policies and costs. They expect employers to cover the majority of benefit expenses but lack savings to pay potential out-of-pocket medical costs. Face-to-face enrollment helps answer questions, though online is preferred. Employees show a slight increase in wanting to engage more with benefits decisions yet remain wary of managing options themselves.
Poor Health Literacy
Only 17% of employees report understanding their total annual healthcare costs extremely well, while more than half don't fully understand their major medical insurance policies. Additionally, 9% say they do not understand their annual deductible costs well at all. Most employees agree that healthcare and health insurance situations are too complicated and confusing to understand, with 71% believing their personal health insurance will become more confusing and 75% thinking healthcare reform is too complicated.
The impact of benefits
76% of employees say that an employer's overall benefits package is influential in their decision to leave a job. 59% of employees are likely to take a job with slightly lower pay if it offers a more robust benefits package. Nearly half of employees are likely to look for a new job in the next year, and 45% of those employees say that improving their employer's benefits package could influence them to stay in their current job.
Not financially prepared
The document summarizes findings from a 2015 survey that showed many employees do not feel financially prepared for unexpected medical costs or emergencies. Specifically, over half of employees would struggle with costs of serious injuries or illnesses, less than half have a financial plan, and around 40% do not feel prepared to pay out-of-pocket medical costs. Additionally, over 30% do not feel financially secure in the event of an emergency and nearly 30% lack confidence in their ability to handle financial impacts of unexpected life events.
Impact of medical costs
42% of employees agree that high medical bills have greatly hindered their ability to save, with 20% saying they have had difficulty paying medical bills due to high costs. Additionally, 12% are currently dealing with high medical bills, 9% have missed bill payments due to costs, and 17% have been contacted by collection agencies or had their credit score impacted because of outstanding medical bills.
The importance of employee benefits
Employees who are satisfied with their overall benefits packages and feel their benefits meet their families' needs are much more likely to also be satisfied with their jobs compared to employees who are unsatisfied with their benefits. Additionally, if employers did not provide the desired level of health insurance, 80% of employees would be likely to purchase additional insurance to ensure adequate coverage if it was affordable. Benefits are also very or extremely important to employees' job satisfaction, work productivity, willingness to refer friends, loyalty to their employer, and decision to leave a company.
Employee expectations
Employees have high expectations for their health insurance and benefits selection experience according to a 2015 study. 89% of employees agree they expect higher quality health insurance and more decision making tools and support since they are responsible for more of their own healthcare costs. The study also found 89% want additional resources to help with choosing and enrolling in benefits.
Employee Realities
Over half of employees have less than $1,000 available to pay for unexpected medical expenses, and many are concerned about maintaining their health benefits and increasing out-of-pocket costs. Nearly a quarter have visited the emergency room or suffered an injury in the past year, and over 20% do not feel fully protected by their insurance. Despite these realities, only a small minority are extremely satisfied with their overall benefits packages.
Shifting Healthcare Costs
2015 aflac workforces report, awr, benefits package, benefits, increased copy, increased share of premium, high-deductable health plan, health plan options, for spouse/partner coverage, public exchange, private exchange, reduced hours, employee benefits
Under Financial Stress
Find out what employees said in the 2015 Aflac WorkForces Report about financial stress.
The Advantage of Voluntary Benefits
Find out what employee findings from the 2015 Aflac WorkForces Report showed about the advantages of voluntary benefits.
At a Glance: Education Industry Results
The document summarizes key findings from the 2015 Aflac WorkForces Report on the education industry:
- It surveyed over 900 employees and 150 business decision-makers in the education industry. Hispanic employees made up 12% and Millennials 28% of those surveyed.
- 56% of employees were satisfied with their benefits packages and 67% satisfied with their jobs.
- Employers increasingly offered benefits like dental, life, and disability insurance between 2014 and 2015. They also increasingly implemented high-deductible health plans and cost-sharing measures between 2013 and 2015.
- Actual changes to hiring and compensation in 2015 matched projections from 2014 fairly closely with some small differences.
At a Glance: Construction Industry Results
This document summarizes key findings from the 2015 Aflac WorkForces Report on the construction industry. Some key points:
- The report surveyed 179 employees and 110 business decision-makers in the construction industry. Hispanic employees made up 13% and Millennials 27% of employees.
- 56% of employees were very or extremely satisfied with their benefits packages and 74% with their jobs. Employees valued benefits like insurance.
- Employers increasingly offered benefits like insurance between 2014 and 2015. They also increased costs for employees through higher copays and premium shares.
- Actual industry hiring and compensation changes matched projections fairly closely between expected and actual levels in 2014 and 2015.
2015 Aflac Workforces Report: Snapshot of Employee Findings
See a snapshot of employee findings for small, medium, and large companies from the 2015 Aflac WorkForces Report.
2015 Aflac WorkForces Report | Presentation For Brokers
The document summarizes key findings from Aflac's 2015 WorkForces Report on benefits trends. It finds that confusion remains around healthcare reform, costs continue rising, and financial preparedness is a concern. Employers are focused on controlling healthcare costs but lack understanding of reform. Employees feel unprotected and distracted by financial issues. Voluntary benefits have grown in popularity as a way to help meet needs. The report is based on surveys of over 5,300 workers and 2,000 employers.
American Employees Consider Voluntary Insurance Benefits Important
88% of American employees consider voluntary insurance benefits an important part of a comprehensive benefits program.
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How to effectively start market research in the health tech industry by defining objectives, crafting problem statements, selecting methods, identifying data collection sources, and setting clear timelines. This guide covers all the preliminary steps needed to lay a strong foundation for your research.
This lays foundation of scoping research project what are the
Before embarking on a research project, especially one aimed at scoping and defining parameters like the one described for health tech IT, several crucial considerations should be addressed. Here’s a comprehensive guide covering key aspects to ensure a well-structured and successful research initiative:
1. Define Research Objectives and Scope
Clear Objectives: Define specific goals such as understanding market needs, identifying new opportunities, assessing risks, or refining pricing strategies.
Scope Definition: Clearly outline the boundaries of the research in terms of geographical focus, target demographics (e.g., age, socio-economic status), and industry sectors (e.g., healthcare IT).
3. Review Existing Literature and Resources
Literature Review: Conduct a thorough review of existing research, market reports, and relevant literature to build foundational knowledge.
Gap Analysis: Identify gaps in existing knowledge or areas where further exploration is needed.
4. Select Research Methodology and Tools
Methodological Approach: Choose appropriate research methods such as surveys, interviews, focus groups, or data analytics.
Tools and Resources: Select tools like Google Forms for surveys, analytics platforms (e.g., SimilarWeb, Statista), and expert consultations.
5. Ethical Considerations and Compliance
Ethical Approval: Ensure compliance with ethical guidelines for research involving human subjects.
Data Privacy: Implement measures to protect participant confidentiality and adhere to data protection regulations (e.g., GDPR, HIPAA).
6. Budget and Resource Allocation
Resource Planning: Allocate resources including time, budget, and personnel required for each phase of the research.
Contingency Planning: Anticipate and plan for unforeseen challenges or adjustments to the research plan.
7. Develop Research Instruments
Survey Design: Create well-structured surveys using tools like Google Forms to gather quantitative data.
Interview and Focus Group Guides: Prepare detailed scripts and discussion points for qualitative data collection.
8. Sampling Strategy
Sampling Design: Define the sampling frame, size, and method (e.g., random sampling, stratified sampling) to ensure representation of target demographics.
Participant Recruitment: Plan recruitment strategies to reach and engage the intended participant groups effectively.
9. Data Collection and Analysis Plan
Data Collection: Implement methods for data gathering, ensuring consistency and validity.
Analysis Techniques: Decide on analytical approaches (e.g., statistical
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