{{title}}
{{byline}}
{{byline}}
More employers are offering benefits that encourage employees to improve their health in 2012, according to a survey by the Society for Human Resource Management (SHRM) released this past summer.
Over the last five years, benefits that reward employees for improving their health have jumped - a sign that organizations recognize employees value these benefits and are looking for ways to cut business costs. For example, the percentage of employers offering health and lifestyle coaching jumped from 33 percent in 2008 to 45 percent in 2012, and rewards or bonuses for completing a health and wellness program increased from 23 percent in 2008 to 35 percent in 2012.
"Employers recognize that providing employees with the opportunity to improve their health can increase morale, confidence, and productivity," says Mark J. Schmit, vice president of research at SHRM. "Organizations continue to look for ways to manage costs as the economy slowly improves. Benefits that encourage healthier behavior are a cost effective way to keep up employee morale, while healthier employees also help decrease healthcare costs to employers and employees."
The 2012 Employee Benefits Survey found that, while most employee benefits stabilized this year, 73 percent of HR professionals reported that the economic downtown negatively impacted employee benefit offerings (11 percent to a large extent and 62 percent to some extent). This is more or less the same as in 2011, when 77 percent said the economy negatively affected benefits to some or a large extent.
Because of the economy and recent employment-related legislation, many employers have shifted to benefits that place primary responsibility and control to employees. For example, more employers offer defined contribution retirement-savings plans (92 percent) than defined benefit pension plans (21 percent) in 2012, putting the impetus on employees to manage their own retirement savings instead of relying on employer-provided pensions.
"By shifting primary responsibility in controlling certain healthcare and financial benefits, employers are recognizing a shift in workplace culture," says Schmit. "The new plans allow employees to have more control over how they save for retirement and manage their health, while reducing costs for employers. These plans are also more flexible, and thus more attractive, to employees who will likely not spend an entire career with one organization."
Employer spending on benefits remained stable this year with organizations spending, on average, 19 percent of an employee's annual salary on voluntary benefits, 18 percent on mandatory benefits and 10 percent on pay for time employees did not work.
The survey of 550 randomly selected HR professionals examines 297 benefits. Among other findings: