Pulse調査：経済的ウェルビーイング―福利厚生のトレンドは？

ミリマンでは、年間を通して、雇用主の方々から有益かつ戦略的情報に富んでいると認めていただいている福利厚生関連のトピックスに焦点を当てたPulse Surveysを定期的に実施しています。今回の調査では、長期化する世界的感染症という試練に直面した従業員の経済的ウェルビーイングに着目しました。雇用主は、この困難な時期に従業員の支援をする必要性を認識しただけでなく、競争の激しい労働者市場にも直面しています。雇用主は、経済的ウェルビーイングのサポートおよび支援を活用し、優秀な人材を惹きつけ定着を図っています。

調査まとめ

今回の調査結果は全体として、やや驚きであり、また当然やむを得ないものでした。過半数の雇用主（59%）が、2022年以降の福利厚生制度の戦略に取り組んでおり、最優先事項のリストに経済的ウェルビーイングがあることを示唆しています。今回のPulse Surveyには、幅広い業界を網羅する中規模から大規模な企業約50社の雇用主が含まれています。本調査では、企業がスポンサーである制度、健康貯蓄口座（health savings accounts、HSAs）、授業料返還、学費ローンの返済、そして教育およびその他のリソースを観察したところ、全てが従業員の経済的ウェルビーイングのサポートに連動していました。本稿では、本レポートのハイライトを一部ご紹介します。

Company-sponsored retirement plans

Not surprising, nearly all respondents indicated that their employees participate in some form of company-sponsored retirement plan, with 75% stating that employee participation is extremely high (75% to 100% of employees participating in the plan). Eighty percent of these plans were 401(k) or 403(b) plans with an employer contribution match ranging from 3% on up. The majority (55%) offered a match of 5% to 10% to their employees. Interestingly, one specific form of retirement plan offering did not show great use among employers (only 42%)—the company-sponsored IRA. Among the employers who did make an IRA available, participation was extremely low.

Health savings accounts

HSAs continue to thrive as a popular plan option for employees, providing important tax advantages as well as driving savings to cover future healthcare expenses. These savings are an example of a non-retirement plan vehicle designed to support employee financial well-being. The survey indicates that participating in these plans remains relatively high and is supported by employer-funded HSA “seed” money (contributions made to the employee’s account by the employer each year regardless of the employee’s contributions). Among respondents, over half provided some level of employer-funded contribution. Nearly 35% of those offered contributions of $1,000 or more to employee HSA accounts each year.

Student debt

The total amount of outstanding student loans reached an all-time high in 2020, at $1.57 trillion, according to Experian. That number is estimated to be over $1.71 trillion in 2021, spread out among about 44.7 million borrowers (data via the U.S. Federal Reserve and the Federal Reserve Bank of New York). The vast majority (over 77%) of employers surveyed are unaware of the percentage of their employee populations who have some level of student loan debt. This is not necessarily surprising given the difficulties and privacy concerns that make tracking this information difficult, yet it signals an opportunity to perhaps do more.

The survey looked at two areas in this category: tuition reimbursement and student loan repayment. A slight majority of respondents (51%) indicated that they are still very focused on tuition reimbursement as their primary vehicle to address this aspect of financial well-being. Student loan repayment told a very different story.

The Consolidated Appropriations Act 2021 extended the period (through June 2021) in which an employer may pay a portion (not to exceed $5,250) of a student’s loan under an educational assistance plan; however, less than 5% of our survey respondents indicated that they provided this benefit. As the Biden administration steps up its efforts to push student loan forgiveness and structure federal repayment programs, this issue may find relief through other means.

Other financial well-being resources

Employers leverage a variety of educational resources to enhance employee acumen related to managing their personal finances. These resources come through a variety of communication channels. The survey suggested that the majority of these educational resources are delivered through their retirement plan recordkeeper. Interestingly, 33% of respondents also leveraged a third-party financial well-being vendor and/or their medical carrier to supplement these resources. Here are some the survey findings in the category.

Conclusion

The survey suggests that employers are acknowledging the need to do more in the area of financial well-being but have not yet made it their very top priority. Nonetheless, it remains a focus of long-term benefits strategic planning. In general, employers strive to create a holistic culture of support for their employees, and this includes designing and providing the necessary resources to help them achieve financial well-being. Success in addressing this issue will result in not only a less stressed workforce, but more productivity and employee retention. Traditional employer financial educational programs are expanding beyond solely company-sponsored retirement programs. These resources must now address a broader array of financial stresses borne by employees to ensure that they understand the importance of managing debt while effectively saving for short-term and long-term financial needs.