United States of America
[Updated 2/26/25] Most US employees say health insurance is their most important employee benefit. Utilizing the private health system without insurance is an extremely expensive proposition, especially given the US’ limited government sponsorship. This makes employer-sponsored healthcare plans a valuable component of an employee’s total compensation package.
Most US employees say health insurance is their most important employee benefit. Utilizing the private health system without insurance is an extremely expensive proposition, especially given the US’ limited government sponsorship. This makes employer-sponsored healthcare plans a valuable component of an employee’s total compensation package.
When asked to rank four other common US-insured benefits in order of importance after healthcare, employees are likely to respond with dental, vision, life, and disability insurance. Outside of insured benefits, retirement, paid time off, and flexible work arrangements are highly important.
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Key trends in the post-pandemic US healthcare system include a rebounding of merger-and-acquisition activity, rising medical inflation, a looming provider shortage, an ever-changing legislative landscape, and a digital transformation. Employers are driving value across their benefits program through smart benefit design and financial discipline, with a focus on access, digital engagement, and well-being.
Average Cost of Employer-Sponsored Benefits
According to KFF (The Kaiser Family Foundation), the average annual premiums for employer-sponsored health Insurance in 2024 was $8,951 for single (employee-only) coverage and $25,572 for family coverage, increasing 6-7% over 2023. While it varies widely by industry, size, location, and many other factors, on average covered workers contribute 16% of the premium for single coverage and 25% of the premium for family coverage.
Guidance
Setting up benefits in the United States is a complex matter. Choosing the right broker is an essential part of the due diligence process. Selection of the insurance carrier, provider network(s), plan designs, and contribution strategy will vary greatly depending on whether you are offering coverage nationally or regionally. However, employees work across physical and virtual borders, so it is important to set a benefits strategy and program that creates equity among employees, and that can be easily communicated through the open enrollment process.
This information about employee benefits in the United States is provided by Alliant Employee Benefits, Asinta’s employee benefits consulting Partner in the United States.