Workers prefer human support in benefits guidance

NEW YORK  - As open enrollment season for employees across the U.S. is underway, New York Life Group Benefit Solutions introduced results of an annual survey on the benefits preferences of employees. The findings suggest that human-centric, technology-enabled benefits guidance is key to meet the needs of American employees and close the benefits knowledge gap.

Human guidance still central in benefits support

Sixty-two percent of respondents have an especially strong preference for human support when discussing sensitive life events. Examples include bereavement, caregiving, childcare, mental health and pregnancy. Fifty-four percent express a notable preference for human support when working to resolve a billing or claim matter.

Other findings suggest employees want options, with human support consistently ranking at the top:

• 70% of employees favor only human support (39%) or a combination of artificial intelligence (AI), digital and human support (31%) in understanding time-off policies
• 68% favor only human support (37%) or a combination of artificial intelligence (AI), digital and human support (31%) when enrolling in new benefits
• Less than 10% are interested in AI-only support in attempting to address their various benefits-related needs

“These results make clear that despite the proliferation of AI and digital benefits tools, when it comes to life’s most personal and sensitive moments, people want to feel supported by another human being,” said Orla Nixon, head of Claim Operations at New York Life Group Benefit Solutions. “Technology plays an important role in creating efficiency and expanding access, but it should not replace the compassion and empathy employees rely on during critical times.”

Employees’ five leading workplace benefits

The second annual survey tracked the top five benefits employees are most interested in receiving from their employers. While the first four remain consistent with 2024 results, “add on” life and disability insurance replaced long-term care insurance as the fifth most desired benefit. Additionally, responses for financial education support increased from 22% to 28%, as financial wellness becomes a growing topic of importance within the workplace:

• Employer match on a 401(k) or other retirement savings plan (70%)
• Supplemental health insurance (46%)
• Flexible work arrangements (44%)
• Mental health support/access to resources (41%)
• “Add on” life and disability insurance (32%)
• Ongoing need for education

The survey points to a continuing knowledge gap among employees, consistent with last year’s survey results. Less than half of employees (43%) report knowing how to enroll in benefits through their employers. Barely one-third (36%) feel extremely knowledgeable about which benefits they need to enroll in to cover their needs. The knowledge gap is further displayed by only 32% feeling extremely knowledgeable for what each benefit offers and 32% having an understanding of individual benefit cost. With new and evolving solutions and increasing market complexity, education remains key.

“Open enrollment is just the starting point,” said Nixon. “When employers prioritize closing the knowledge gap and creating a benefits experience that fits their employees’ unique needs throughout the year, they’re fostering a culture of wellbeing that prepares people for the moments that matter most.”