Metlife study finds less than half of US workforce holistically healthy

According to MetLife research, less than half of America’s workforce is holistically healthy, as employees battle rising costs and employers balance investing in benefits with broader cost-cutting measures. These early findings from MetLife’s 2026 U.S. Employee Benefit Trends Study (EBTS) underscore the challenge of sustaining workforce well-being and engagement in an environment in which employees and employers are financially strained, the report said.

MetLife’s EBTS defines holistic health as a combination of physical, mental, financial and social health.

Survey highlights

Highlights of the study include:

• 83% of employees said that rising living expenses and medical costs are their top stressors and 77% said that economic uncertainty is a major concern.
• On average, employees miss 6.1 days of work because of health-related issues and 50% of key employees often avoid seeking medical care because of out-of-pocket costs.
• Employers cited “controlling health care costs” as the #1 benefits objective. This surpasses productivity, loyalty, and attracts new talent for the first time since 2022.
• 60% of employers increased their investment in benefits and 62% expanded their non-medical offerings.
• As overall workforce well-being has stalled, with just 44% of employees report feeling holistic healthy and engagement, loyalty and productivity remain flat.

Advantages of investing in employee health and well-being

The survey also pointed out that employers recognize that investing in workforce health and well-being improves business outcomes. According to the employers surveyed, for every $1 invested in employee health, employers would expect an average of $2.30 return through gains in productivity, retention, and lower medical spending. Holistically healthy employees also report being 25% more productive and loyal and taking 10% fewer sick days—driving a significant return on investment (ROI) for employers, according to the survey.

Non-medical benefits, such as dental plans, financial wellness solutions, disability insurance and leave support, are considered particularly impactful for lifting employee health while reducing costs, the survey said. 73% of employers said that non-medical benefits are the most cost-effective way to support employees’ well-being, and 83% reported lower medical costs because of offering them.

So why are so few employees holistically healthy? The 2026 U.S. Employee Benefit Trends Study shows that just 44% of employees consider themselves holistically healthy, and the data points clearly to sustained external pressures as a key driver, explained Todd Katz, head of Group Benefits at MetLife.  Employees aren’t navigating a single challenge; they’re contending with rising living costs, higher medical expenses, and persistent economic uncertainty, all at once.  “When concerns about affordability and financial security are constant, the impact goes well beyond finances,” he pointed out. “That pressure affects mental and physical health, erodes resilience, and follows employees into the workplace—ultimately shaping how they feel, perform, and engage at work. “

And what may be the reasons why, despite increased investments in benefits by employers, employee health and productivity have stalled? Katz pointed out that this is one of the most telling insights from MetLife’s 2026 research. Employers are investing more in benefits—62% of employers increased their investment in benefits over the past year. Yet, health and productivity metrics have remained largely flat.

“This suggests the challenge isn’t commitment, but alignment,” Katz said. “While benefits programs are expanding, they are also becoming more complex. When employees don’t fully understand what’s available or how to use benefits at critical life moments, the impact is limited, “he added.

Investment alone doesn’t drive outcomes; it also requires a positive experience, clear navigation, and effective communication, Katz pointed out. “Our data shows that when benefits are simpler to access, easier to understand, and better aligned with employees’ real needs, organizations are more likely to see meaningful gains in workforce health, engagement, and productivity,” he said.

Helping organizations improve employee outcomes

The most valuable guidance advisors can offer today is to help organizations be more intentional with their benefits strategies, Katz said. “This isn’t about cutting benefits—or endlessly adding more—it’s about prioritizing the solutions employees need and that support them during critical moments,” Katz added.

Voluntary benefits can matter just as much as major medical coverage, and in many cases, they help fill critical gaps, Katz added. MetLife’s research finds that employees who use five or more non-medical benefits are 38% more likely to feel holistically healthy than those who don’t use non-medical benefits.

“Benefits, such as disability and absence, dental and critical illness, play an outsized role in reducing stress, encouraging preventive care, and helping employees stay financially and mentally resilient. When designed thoughtfully, a benefits offering can improve outcomes while reinforcing cost discipline—creating value for both employers and employees," he said.

MetLife’s 2026 EBTS is based on two quantitative studies, conducted in October 2025, including surveys of 2,480 HR decision-makers and leaders, and 2,541 full-time employees from organizations of various industries and sizes. New to the 24^th EBTS, MetLife used cultural insights and semiotics to explore shifting habits, motivations, and feelings among workers. The research is collected in partnership with STRAT7, a global strategy, insight, and planning consultancy.                                    

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