Top benefits challenges:

1. Offering robust benefits while staying within budget/cost constraints
2. Understanding the changing health care landscape

• Nearly half (49%) of government employers say controlling health/medical insurance costs is the most important issue facing their organizations.
• More than one-fourth (26%) of government employers say they understand health care reform legislation not very/not at all well; another 49% say they only understand the legislation somewhat well.

Top benefits objectives:

1. Reducing health care costs
2. Retaining employees
3. Increasing employee satisfaction

• 39% believe their overall benefits package is equally or slightly less competitive than that of others in their industry.  
• 44% of government employers feel it is extremely/very important to tailor benefits offerings to employees at different levels or life stages; however, they are least likely to tailor their benefits offerings (27% compared to 33% of employers overall).
• More than half (56%) of government employers have a wellness program; however, 51% say their wellness program is only somewhat or not very effective.
• The majority (69%) of employers believe that their current benefits package meets employees’ needs extremely/very well; however, only 32% survey employee preferences or needs when it comes to benefits options.
• 59% of government employers use a broker or benefits consultant.

• 84% say it is important to tailor their benefits communications to employees at different levels or life stages; however, only 25% do so.
• Government employers are less likely than employers in other industries to communicate about benefits offerings face to face (22%), compared to 45% of employers overall.
• 53% say their organizations communicate with employees about benefits only somewhat/not very effectively.
• While 55% say their employees understand their organization’s benefits communications, only 23% of government employers say they survey employee understanding of benefits communications.
• Nearly one in three (31%) only communicate with employees about benefits at open enrollment or new hire enrollment.

Top voluntary benefits challenges:

1. Getting employees to understand their different options
2. Having employees with an interest in purchasing voluntary benefits

• Nearly one in four (38%) of government employers offer voluntary insurance, and only 8% say they would not consider adding new voluntary insurance benefits.
• Over half (59%) incorrectly choose “false” when asked if voluntary benefits help an employee cover daily living costs like mortgage, gas, etc.
• 13% say employees are not very knowledgeable about voluntary benefits.

Decision-makers at government organizations believe an overall benefits package has a major influence on:

1. Job satisfaction
2. Loyalty to employer
3. Willingness to refer friends

• When asked if employees take full advantage of company benefits, 40% say they only somewhat agree. An additional 17% say they somewhat/strongly disagree.
• 63% believe worker productivity is lost because employees are concerned about personal/health issues. 
• 46% believe adequate insurance coverage would help employees cope with personal/health issues at work.
• When asked if employees have positive morale, 40% only somewhat agree. Another 26% say they somewhat/strongly disagree.
• 68% agree that employees should be more engaged in making benefits decisions.
• 61% say they somewhat or strongly agree that employees are satisfied with overall benefits offerings; however, only 35% survey employee satisfaction with benefits offerings.

The 2012 Aflac WorkForces Report was conducted January 24–February 23, 2012, by Research Now on behalf of Aflac.