STUDY OF EMPLOYEE BENEFITS: 2006 & BEYOND - Prudential

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Lifestyle Benefits Are a Win/Win Solution Healthy Lifestyle Benefits Are Catching On The food/beverage, travel, fitness, nutrition, cosmetics, and other industries have capitalized on marketing the healthy lifestyle to great success and profits. They are tapping in to a growing need and emerging mindset in our advanced society. Employers are also beginning to catch up and will eventually double programs designed to create a healthier workforce. Still, with only 40% addressing this need by 2010, the gap is well below the current need expressed by 83% of employees. Employers may show a greater interest in providers who will coordinate medical and disability insurance programs with wellness/EAP programs. PLAN SPONSOR ACTIVITY TO ADDRESS EMPLOYEE LIFESTYLE NEEDS/CONCERNS Doing in 2006 Plan to do by 2010 Healthy lifestyle Mental health counseling Flexible workplace arrangements 22% 40% 25% 33% 21% 34% 20
Interest in Lifestyle Benefits Varies Widely by Region, Size, and Industry Plan sponsors in the northeast are most likely to offer flexible workplace arrangements, while those in the south and west are the most likely to be implementing healthy lifestyle programs. Across all size segments, more plan sponsors are working toward addressing employee concerns about living a healthy lifestyle and expect to implement programs over the next 10 years. While larger companies (5,000+ employees) can provide a wider array of benefits in general, many smaller firms are making strides in promoting healthy lifestyle programs and work/life balance. Financial and services firms are among the most receptive to flexible workplace arrangements, since the work is conducive to such arrangements in these industries. Companies in manufacturing, sales, and heavy industry have less opportunity to offer flexible hours and paid time off so they appear to be focusing on healthy lifestyle programs. EMPLOYER INTEREST IN ADDRESSING EMPLOYEE LIFESTYLE NEEDS—BY REGION 38% 43% 50% 51% 66% 30% 24% 31% 34% 83% 57% 41% 25% 29% 34% 52% 36% 32% 32% 39% Highly important to employees Expect to address by 2010: Northeast Midwest South West Healthy Lifestyle Flex/Generous PTO Flexible Workplace Counseling 21
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 and 20: Plan Sponsors and Participants Are
Page 21: Employee Concerns Extend Beyond Fin
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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