US workers are healthier than they were before the pandemic but feel markedly less secure about money, according to new WTW research released as employer health costs head toward their steepest rise in more than two decades.
WTW’s 2026 Global Benefits Attitudes Survey found 36% of US employees feel financially secure, down from 46% in 2019 and the lowest level in seven years. The figure was 41% in the firm’s 2024 survey. Over the same period, the share reporting they are physically thriving rose to 64% from 54%, emotional balance edged up to 50% from 46%, and social connection to 43% from 41%. The US results draw on 6,000 full-time employees surveyed from February to May 2026.
“What stands out is how opposite financial security moved to everything else,” said Courtney Stubblefield, strategy and specialty leader, health and benefits at WTW. “Employees report being healthier, steadier and less isolated than they were in 2019. Money is the one place that progress did not follow, and it is the area employees now tell us they need the most help with.”
Those who feel least secure are neither starting their careers nor nearing retirement. Only 30% of employees in their 40s are financially secure, compared with 50% of those 60 and older. About 41% of people in their 40s delayed or skipped doctor visits last year because of money worries, nearly double the 21% of workers 60 and older. Across all ages, nearly a third put off or skipped a medical or dental appointment for that reason.
Retirement confidence is also strained. About 70% of those in their 40s and 50s expect a worse retirement than their parents had, versus 54% of those 60 and older, and 47% of all employees say healthcare costs are a barrier to saving.
Financial distress carries workplace costs. Employees under high financial distress are burned out at 46%, versus 21% for those under low distress, and lose 23.6 days to absence and presenteeism, against 11.7 days. Nearly half (48%) are off track on retirement savings, compared with 10%, and 17% hold a second job, compared with 5%.
Retention may also be at stake. Alight’s 2026 US Employee Mindset study, released in early October, found 55% of employees with low financial wellbeing are open to other job opportunities, versus 32% of those with high financial wellbeing.
The findings land as employers brace for higher health spending. Mercer projects employer health benefit costs will rise 8.2% per employee in 2027, the largest increase since 2003, after 6.7% in 2026. Employers estimate costs would climb about 11% without cost-control measures, and 59% plan cost-cutting changes such as higher deductibles. The Business Group on Health forecasts a median 9.2% rise before plan changes, while Aon has projected 9.5% and WTW 11.1%.
Asked what employers should improve, US employees ranked core benefits first, ahead of choice, cost information, digital access and education. They named healthcare, retirement, paid leave, mental health support, and disability and income protection as the benefits that matter most.
“Employees should not have to choose between getting care today and being secure tomorrow, yet many are making that tradeoff,” Stubblefield said. She added: “Financial wellbeing is not a standalone program off to the side. Benefits must be designed to reduce the toll financial distress takes on absence, health outcomes and retirement readiness.”
For brokers advising on those designs, demand signals are measurable. In Lincoln Financial research, 27% of stressed Americans want to act on financial stress but have not, and 64% of them say they need help getting started. A Lincoln Financial and Employee Benefit Research Institute study released Oct. 1 found 60% of brokers say employee demand drives benefit decisions, while 86% of employees spend four hours or less reviewing enrollment materials.
“Employees are open to support from their employers, both for help around how to save for retirement, but also as they are making their plans for retirement,” said Beth Ashmore, managing director, retirement at WTW.
