2020 Benefits Strategy & Benchmarking Survey Report
Employers gain a better perspective on the new normal through benchmarking data and insights into market trends.
Gallagher’s 2020 Benefits Strategy & Benchmarking Survey provides data and insights that you can use to recognize your organization’s strengths and identify opportunities to retain valuable employees, increase engagement and achieve better outcomes.
The results of Gallagher’s 2020 Benefits Strategy & Benchmarking Survey show that employers are focused on providing balanced employee rewards across the full spectrum of wellbeing.
Gallagher’s 2020 Benefits Strategy & Benchmarking Survey provides data and insights that you can use to recognize your organization’s strengths and identify opportunities to retain valuable employees, increase engagement and achieve better outcomes.
The results of Gallagher’s 2020 Benefits Strategy & Benchmarking Survey show that employers are focused on providing balanced employee rewards across the full spectrum of wellbeing.
65%
EMOTIONAL
WELLBEING
47%
LEAVE
POLICIES
39%
MEDICAL
BENEFITS
65%
EMOTIONAL
WELLBEING
47%
LEAVE
POLICIES
39%
MEDICAL
BENEFITS
Educating the workforce about mental health issues, ensuring access to affordable treatment, and adjusting leave and return-to-work policies destigmatizes a relatively common experience. These efforts also help control costs by promoting proactive care.
Educating the workforce about mental health issues, ensuring access to affordable treatment, and adjusting leave and return-to-work policies destigmatizes a relatively common experience. These efforts also help control costs by promoting proactive care.
Employers are investing in resources that not only streamline their HR processes but also provide essential insights to help manage the new challenges to engaging employees and maintaining productivity.
PLAN TO INVEST IN HR TECH PLATFORMS BY 2022
OFFER FULL-TIME TELECOMMUTING WHICH NEARLY TRIPLED FROM JANUARY TO JUNE
68%
68%
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EXECUTIVE SUMMARY
Employers are investing in resources that not only streamline their HR processes but also provide essential insights to help manage the new challenges to engaging employees and maintaining productivity.
CONSIDER COMPLIANCE WITH FEDERAL, STATE AND MUNICIPAL REGULATIONS - THE TOP ABSENCE MANAGEMENT CONCERN
CONSIDER COMPLIANCE WITH FEDERAL, STATE AND MUNICIPAL REGULATIONS - THE TOP ABSENCE MANAGEMENT CONCERN
56%
56%
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EXECUTIVE SUMMARY
Employers are investing in resources that not only streamline their HR processes but also provide essential insights to help manage the new challenges to engaging employees and maintaining productivity.
OFFER FULL-TIME TELECOMMUTING WHICH NEARLY TRIPLED FROM JANUARY TO JUNE
OFFER FULL-TIME TELECOMMUTING WHICH NEARLY TRIPLED FROM JANUARY TO JUNE
77%
77%
DOWNLOAD THE
EXECUTIVE SUMMARY
Employers are investing in resources that not only streamline their HR processes but also provide essential insights to help manage the new challenges to engaging employees and maintaining productivity.
68%
PLAN TO INVEST IN HR TECH PLATFORMS BY 2022
HR technology platforms can support areas of increased intensity, including alternative coverage options under COBRA, unemployment claims management, off boarding, outplacement, and video tools for safer onboarding of furloughed or new employees.
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EXECUTIVE SUMMARY
Employers are investing in resources that not only streamline their HR processes but also provide essential insights to help manage the new challenges to engaging employees and maintaining productivity.
56%
CONSIDER COMPLIANCE WITH FEDERAL, STATE AND MUNICIPAL REGULATIONS - THE TOP ABSENCE MANAGEMENT CONCERN
Despite this fact, only 18% of employers overall (38% large) outsource Family and Medical Leave Act (FMLA) administration.
As organizations grow larger and more geographically dispersed, the complexity of laws and the scalability of support can make outsourcing worthwhile.
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EXECUTIVE SUMMARY
Employers are investing in resources that not only streamline their HR processes but also provide essential insights to help manage the new challenges to engaging employees and maintaining productivity.
77%
OFFER FULL-TIME TELECOMMUTING WHICH NEARLY TRIPLED FROM JANUARY TO JUNE
Most employers expect to retain the work-at-home policies established during COVID-19, presenting an opportunity to save on real estate expenditures and accommodate employee preferences. However, this new work structure requires consideration of a unique set of employee engagement drivers.
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EXECUTIVE SUMMARY