As workplace benefits continue to evolve, supplemental health, dental and vision offerings can play a critical role in supporting employees while helping employers strengthen their overall benefits strategy.
Conducted by the Employee Benefit Research Institute (EBRI) and Lincoln Financial, Benefits in Focus: Supplemental Health, Dental, and Vision Perspectives1,2,3 examines the views of employees, employers and brokers to better understand how these offerings are perceived, valued and delivered. The study surfaces important points of alignment, identifies gaps in understanding and engagement and provides insights employers and brokers can use to enhance the impact of voluntary benefits.
Filter by benefit.
Small companies (<500 employees)
Large companies (500+ employees)
Healthcare-related expenses can create significant financial strain for employees, affecting their well-being, productivity and ability to perform at work. As out-of-pocket costs continue to rise, many employees face difficult trade-offs that can affect both their financial health and their overall sense of security. Our research reveals a strong connection between medical expenses, financial resilience and burnout. This highlights how financial pressures extend beyond personal finances and into the workplace. The findings underscore the important role employers can play in supporting employees through benefits strategies that help reduce financial stress and improve workforce well-being.
Burnout
An occupational phenomenon caused by chronic workplace stress, characterized by feelings of energy depletion or exhaustion, increased mental distance or feelings of negativism or cynicism related to one’s job and reduced professional efficacy4
56%
of employees have experienced at least one symptom of burnout in the past 12 months
40%
of employees have experienced a serious illness, chronic condition, injury or disability requiring extensive medical care, including 31% within the past five years
56%
say they or an immediate family member has experienced an accident or injury requiring medical care, including 45% within the past five years
55%
report that they or an immediate family member has been admitted to a hospital as an adult, including 39% within the past five years
73%
Seventy-three percent of employers agree that healthcare costs are a key issue their benefits programs should address.
53.9
days
is the average number of lost workdays per mental health short-term disability claim5
Discover more in EBRI Fast Facts: Who Feels Stress From Medical Expenses? September 2026
Learn more about employer-specific insights.
The Benefits in Focus study makes one thing clear: Awareness drives action. Employees who understand their options and recognize the value of voluntary benefits are better equipped to make confident enrollment decisions. Explore the interplay between employer, broker and employee perspectives about how voluntary benefits play a key role in workforce engagement and financial resilience.
About Benefits in Focus
The Benefits in Focus study is based on national surveys of 1,130 employees, 408 employers and 170 brokers. The surveys were conducted from March to October 2025, and the analysis was segmented by employer size and broker experience level.
About the Employee Benefit Research Institute
The Employee Benefit Research Institute (EBRI) is a nonprofit, independent and unbiased research organization that provides authoritative, objective information on critical issues in employee benefit programs in the United States. For more information, visit ebri.org.
1 Spiegel, Jake and Bearden, Bridget. “Expanding the Benefits horizon: How Employers View Voluntary Offerings”. Employee Benefit Research Institute Issue Brief, No. 646. November 13, 2025
2 Bearden, Bridget; Spiegel, Jake; Bradbury, Kelsey; et al. “Expanding the Benefits horizon: How Brokers View Voluntary Offerings”. Employee Benefit Research Institute Issue Brief, No. 654. March 24, 2026
3 Bearden, Bridget; Spiegel, Jake; Bradbury, Kelsey, et al. “Expanding the Benefits horizon: Employee Understanding, Enrollment and Financial Vulnerability”. Employee Benefit Research Institute Issue Brief, No. 663. August 20, 2026
4 “Burn-out an ‘Occupational Phenomenon’”. World Health Organization. 2025. https://www.who.int/standards/classifications/frequently-asked-questions/burn-out-an-occupational-phenomenon
5 “Mental Health Disability Duration and Pathways to Well-being at Work”. Integrated Benefits Institute. February 2026. Drawing on “IBI Health and Productivity Benchmarking: Short-Term and Long-Term Disability Programs, Calendar-Year 2024.” 2025
6 In the employee survey, critical illness insurance and cancer insurance were listed as separate options. In the employer survey, they were combined into one answer option.
Lincoln Financial (“Lincoln”) is the marketing name for Lincoln National Corporation and its affiliates, including Lincoln Retirement Services Company, LLC, The Lincoln National Life Insurance Company, Fort Wayne, IN, and, in New York, Lincoln Life & Annuity Company of New York, Syracuse, NY. The Lincoln National Life Insurance Company does not solicit business in the state of New York, nor is it authorized to do so. Affiliates are separately responsible for their own financial and contractual obligations.
No insurance purchase is necessary to use the WellnessPATH® Marketplace.
Lincoln is not affiliated with third party providers accessed through the WellnessPATH® Marketplace.
Lincoln may receive a marketing distribution fee for third party products purchased through WellnessPATH® Marketplace. Depending on the arrangement, it may be a flat-dollar fee or a percentage of fees received by the third party ranging from $1 – $600 per purchase transaction.
Lincoln and its affiliates do not provide advice about the products and services offered by third parties. The information provided through WellnessPATH® Marketplace is general and educational in nature and should not be considered professional advice. Everyone’s circumstances are different and before making a financial wellness decision, an appropriate professional should be consulted.
WellnessPATH® Marketplace will offer links to third party websites that are not part of Lincoln’s websites (“Sites”). Lincoln does not own, control, or endorse the content or products and services available through these third party websites. Lincoln does not assume any responsibility for any losses or damages in connection with the security, privacy practices, or content of any third party websites. These third party websites may have privacy and security policies that differ from our Sites.
Privacy | Legal | © 2026 Lincoln National Corporation
9/26 Z01
Order code: GP-EBRI6-IDE001
LCN-8909600-050426
As workplace benefits continue to evolve, supplemental health, dental and vision offerings can play a critical role in supporting employees while helping employers strengthen their overall benefits strategy.
Conducted by the Employee Benefit Research Institute (EBRI) and Lincoln Financial, Benefits in Focus: Supplemental Health, Dental, and Vision Perspectives1,2,3 examines the views of employees, employers and brokers to better understand how these offerings are perceived, valued and delivered. The study surfaces important points of alignment, identifies gaps in understanding and engagement and provides insights employers and brokers can use to enhance the impact of voluntary benefits.
Filter by benefit.
Small companies (<500 employees)
Large companies (500+ employees)
Healthcare-related expenses can create significant financial strain for employees, affecting their well-being, productivity and ability to perform at work. As out-of-pocket costs continue to rise, many employees face difficult trade-offs that can affect both their financial health and their overall sense of security. Our research reveals a strong connection between medical expenses, financial resilience and burnout. This highlights how financial pressures extend beyond personal finances and into the workplace. The findings underscore the important role employers can play in supporting employees through benefits strategies that help reduce financial stress and improve workforce well-being.
Burnout
An occupational phenomenon caused by chronic workplace stress, characterized by feelings of energy depletion or exhaustion, increased mental distance or feelings of negativism or cynicism related to one’s job and reduced professional efficacy4
56%
of employees have experienced at least one symptom of burnout in the past 12 months
40%
of employees have experienced a serious illness, chronic condition, injury or disability requiring extensive medical care, including 31% within the past five years
56%
say they or an immediate family member has experienced an accident or injury requiring medical care, including 45% within the past five years
55%
report that they or an immediate family member has been admitted to a hospital as an adult, including 39% within the past five years
73%
Seventy-three percent of employers agree that healthcare costs are a key issue their benefits programs should address.
53.9
days
is the average number of lost workdays per mental health short-term disability claim5
Discover more in EBRI Fast Facts: Who Feels Stress From Medical Expenses? September 2026
Learn more about employer-specific insights.
The Benefits in Focus study makes one thing clear: Awareness drives action. Employees who understand their options and recognize the value of voluntary benefits are better equipped to make confident enrollment decisions. Explore the interplay between employer, broker and employee perspectives about how voluntary benefits play a key role in workforce engagement and financial resilience.
About Benefits in Focus
The Benefits in Focus study is based on national surveys of 1,130 employees, 408 employers and 170 brokers. The surveys were conducted from March to October 2025, and the analysis was segmented by employer size and broker experience level.
About the Employee Benefit Research Institute
The Employee Benefit Research Institute (EBRI) is a nonprofit, independent and unbiased research organization that provides authoritative, objective information on critical issues in employee benefit programs in the United States. For more information, visit ebri.org.
1 Spiegel, Jake and Bearden, Bridget. “Expanding the Benefits horizon: How Employers View Voluntary Offerings”. Employee Benefit Research Institute Issue Brief, No. 646. November 13, 2025
2 Bearden, Bridget; Spiegel, Jake; Bradbury, Kelsey; et al. “Expanding the Benefits horizon: How Brokers View Voluntary Offerings”. Employee Benefit Research Institute Issue Brief, No. 654. March 24, 2026
3 Bearden, Bridget; Spiegel, Jake; Bradbury, Kelsey, et al. “Expanding the Benefits horizon: Employee Understanding, Enrollment and Financial Vulnerability”. Employee Benefit Research Institute Issue Brief, No. 663. August 20, 2026
4 “Burn-out an ‘Occupational Phenomenon’”. World Health Organization. 2025. https://www.who.int/standards/classifications/frequently-asked-questions/burn-out-an-occupational-phenomenon
5 “Mental Health Disability Duration and Pathways to Well-being at Work”. Integrated Benefits Institute. February 2026. Drawing on “IBI Health and Productivity Benchmarking: Short-Term and Long-Term Disability Programs, Calendar-Year 2024.” 2025
6 In the employee survey, critical illness insurance and cancer insurance were listed as separate options. In the employer survey, they were combined into one answer option.
Lincoln Financial (“Lincoln”) is the marketing name for Lincoln National Corporation and its affiliates, including Lincoln Retirement Services Company, LLC, The Lincoln National Life Insurance Company, Fort Wayne, IN, and, in New York, Lincoln Life & Annuity Company of New York, Syracuse, NY. The Lincoln National Life Insurance Company does not solicit business in the state of New York, nor is it authorized to do so. Affiliates are separately responsible for their own financial and contractual obligations.
No insurance purchase is necessary to use the WellnessPATH® Marketplace.
Lincoln is not affiliated with third party providers accessed through the WellnessPATH® Marketplace.
Lincoln may receive a marketing distribution fee for third party products purchased through WellnessPATH® Marketplace. Depending on the arrangement, it may be a flat-dollar fee or a percentage of fees received by the third party ranging from $1 – $600 per purchase transaction.
Lincoln and its affiliates do not provide advice about the products and services offered by third parties. The information provided through WellnessPATH® Marketplace is general and educational in nature and should not be considered professional advice. Everyone’s circumstances are different and before making a financial wellness decision, an appropriate professional should be consulted.
WellnessPATH® Marketplace will offer links to third party websites that are not part of Lincoln’s websites (“Sites”). Lincoln does not own, control, or endorse the content or products and services available through these third party websites. Lincoln does not assume any responsibility for any losses or damages in connection with the security, privacy practices, or content of any third party websites. These third party websites may have privacy and security policies that differ from our Sites.
Privacy | Legal | © 2026 Lincoln National Corporation
9/26 Z01
Order code: GP-EBRI6-IDE001
LCN-8909600-050426
As workplace benefits continue to evolve, supplemental health, dental and vision offerings can play a critical role in supporting employees while helping employers strengthen their overall benefits strategy.
Conducted by the Employee Benefit Research Institute (EBRI) and Lincoln Financial, Benefits in Focus: Supplemental Health, Dental, and Vision Perspectives1,2,3 examines the views of employees, employers and brokers to better understand how these offerings are perceived, valued and delivered. The study surfaces important points of alignment, identifies gaps in understanding and engagement and provides insights employers and brokers can use to enhance the impact of voluntary benefits.
Small companies (<500 employees)
Large companies (500+ employees)
Healthcare-related expenses can create significant financial strain for employees, affecting their well-being, productivity and ability to perform at work. As out-of-pocket costs continue to rise, many employees face difficult trade-offs that can affect both their financial health and their overall sense of security. Our research reveals a strong connection between medical expenses, financial resilience and burnout. This highlights how financial pressures extend beyond personal finances and into the workplace. The findings underscore the important role employers can play in supporting employees through benefits strategies that help reduce financial stress and improve workforce well-being.
Burnout
An occupational phenomenon caused by chronic workplace stress, characterized by feelings of energy depletion or exhaustion, increased mental distance or feelings of negativism or cynicism related to one’s job and reduced professional efficacy4
56%
of employees have experienced at least one symptom of burnout in the past 12 months
40%
of employees have experienced a serious illness, chronic condition, injury or disability requiring extensive medical care, including 31% within the past five years
56%
say they or an immediate family member has experienced an accident or injury requiring medical care, including 45% within the past five years
55%
report that they or an immediate family member has been admitted to a hospital as an adult, including 39% within the past five years
73%
Seventy-three percent of employers agree that healthcare costs are a key issue their benefits programs should address.
53.9
days
is the average number of lost workdays per mental health short-term disability claim5
Discover more in EBRI Fast Facts: Who Feels Stress From Medical Expenses? September 2026
Learn more about employer-specific insights.
The Benefits in Focus study makes one thing clear: Awareness drives action. Employees who understand their options and recognize the value of voluntary benefits are better equipped to make confident enrollment decisions. Explore the interplay between employer, broker and employee perspectives about how voluntary benefits play a key role in workforce engagement and financial resilience.
About Benefits in Focus
The Benefits in Focus study is based on national surveys of 1,130 employees, 408 employers and 170 brokers. The surveys were conducted from March to October 2025, and the analysis was segmented by employer size and broker experience level.
About the Employee Benefit Research Institute
The Employee Benefit Research Institute (EBRI) is a nonprofit, independent and unbiased research organization that provides authoritative, objective information on critical issues in employee benefit programs in the United States. For more information, visit ebri.org.
1 Spiegel, Jake and Bearden, Bridget. “Expanding the Benefits horizon: How Employers View Voluntary Offerings”. Employee Benefit Research Institute Issue Brief, No. 646. November 13, 2025
2 Bearden, Bridget; Spiegel, Jake; Bradbury, Kelsey; et al. “Expanding the Benefits horizon: How Brokers View Voluntary Offerings”. Employee Benefit Research Institute Issue Brief, No. 654. March 24, 2026
3 Bearden, Bridget; Spiegel, Jake; Bradbury, Kelsey, et al. “Expanding the Benefits horizon: Employee Understanding, Enrollment and Financial Vulnerability”. Employee Benefit Research Institute Issue Brief, No. 663. August 20, 2026
4 “Burn-out an ‘Occupational Phenomenon’”. World Health Organization. 2025. https://www.who.int/standards/classifications/frequently-asked-questions/burn-out-an-occupational-phenomenon
5 “Mental Health Disability Duration and Pathways to Well-being at Work”. Integrated Benefits Institute. February 2026. Drawing on “IBI Health and Productivity Benchmarking: Short-Term and Long-Term Disability Programs, Calendar-Year 2024.” 2025
6 In the employee survey, critical illness insurance and cancer insurance were listed as separate options. In the employer survey, they were combined into one answer option.
Lincoln Financial (“Lincoln”) is the marketing name for Lincoln National Corporation and its affiliates, including Lincoln Retirement Services Company, LLC, The Lincoln National Life Insurance Company, Fort Wayne, IN, and, in New York, Lincoln Life & Annuity Company of New York, Syracuse, NY. The Lincoln National Life Insurance Company does not solicit business in the state of New York, nor is it authorized to do so. Affiliates are separately responsible for their own financial and contractual obligations.
No insurance purchase is necessary to use the WellnessPATH® Marketplace.
Lincoln is not affiliated with third party providers accessed through the WellnessPATH® Marketplace.
Lincoln may receive a marketing distribution fee for third party products purchased through WellnessPATH® Marketplace. Depending on the arrangement, it may be a flat-dollar fee or a percentage of fees received by the third party ranging from $1 – $600 per purchase transaction.
Lincoln and its affiliates do not provide advice about the products and services offered by third parties. The information provided through WellnessPATH® Marketplace is general and educational in nature and should not be considered professional advice. Everyone’s circumstances are different and before making a financial wellness decision, an appropriate professional should be consulted.
WellnessPATH® Marketplace will offer links to third party websites that are not part of Lincoln’s websites (“Sites”). Lincoln does not own, control, or endorse the content or products and services available through these third party websites. Lincoln does not assume any responsibility for any losses or damages in connection with the security, privacy practices, or content of any third party websites. These third party websites may have privacy and security policies that differ from our Sites.
Privacy | Legal | © 2026 Lincoln National Corporation
9/26 Z01
Order code: GP-EBRI6-IDE001
LCN-8909600-050426
Filter by benefit.
As workplace benefits continue to evolve, supplemental health, dental and vision offerings can play a critical role in supporting employees while helping employers strengthen their overall benefits strategy.
Conducted by the Employee Benefit Research Institute (EBRI) and Lincoln Financial, Benefits in Focus: Supplemental Health, Dental, and Vision Perspectives1,2,3 examines the views of employees, employers and brokers to better understand how these offerings are perceived, valued and delivered. The study surfaces important points of alignment, identifies gaps in understanding and engagement and provides insights employers and brokers can use to enhance the impact of voluntary benefits.
Filter by benefit.
Small companies (<500 employees)
Large companies (500+ employees)
Healthcare-related expenses can create significant financial strain for employees, affecting their well-being, productivity and ability to perform at work. As out-of-pocket costs continue to rise, many employees face difficult trade-offs that can affect both their financial health and their overall sense of security. Our research reveals a strong connection between medical expenses, financial resilience and burnout. This highlights how financial pressures extend beyond personal finances and into the workplace. The findings underscore the important role employers can play in supporting employees through benefits strategies that help reduce financial stress and improve workforce well-being.
Burnout
An occupational phenomenon caused by chronic workplace stress, characterized by feelings of energy depletion or exhaustion, increased mental distance or feelings of negativism or cynicism related to one’s job and reduced professional efficacy4
56%
of employees have experienced at least one symptom of burnout in the past 12 months
40%
of employees have experienced a serious illness, chronic condition, injury or disability requiring extensive medical care, including 31% within the past five years
56%
say they or an immediate family member has experienced an accident or injury requiring medical care, including 45% within the past five years
55%
report that they or an immediate family member has been admitted to a hospital as an adult, including 39% within the past five years
73%
Seventy-three percent of employers agree that healthcare costs are a key issue their benefits programs should address.
53.9
days
is the average number of lost workdays per mental health short-term disability claim5
Discover more in EBRI Fast Facts: Who Feels Stress From Medical Expenses? September 2026
Learn more about employer-specific insights.
The Benefits in Focus study makes one thing clear: Awareness drives action. Employees who understand their options and recognize the value of voluntary benefits are better equipped to make confident enrollment decisions. Explore the interplay between employer, broker and employee perspectives about how voluntary benefits play a key role in workforce engagement and financial resilience.
About Benefits in Focus
The Benefits in Focus study is based on national surveys of 1,130 employees, 408 employers and 170 brokers. The surveys were conducted from March to October 2025, and the analysis was segmented by employer size and broker experience level.
About the Employee Benefit Research Institute
The Employee Benefit Research Institute (EBRI) is a nonprofit, independent and unbiased research organization that provides authoritative, objective information on critical issues in employee benefit programs in the United States. For more information, visit ebri.org.
1 Spiegel, Jake and Bearden, Bridget. “Expanding the Benefits horizon: How Employers View Voluntary Offerings”. Employee Benefit Research Institute Issue Brief, No. 646. November 13, 2025
2 Bearden, Bridget; Spiegel, Jake; Bradbury, Kelsey; et al. “Expanding the Benefits horizon: How Brokers View Voluntary Offerings”. Employee Benefit Research Institute Issue Brief, No. 654. March 24, 2026
3 Bearden, Bridget; Spiegel, Jake; Bradbury, Kelsey, et al. “Expanding the Benefits horizon: Employee Understanding, Enrollment and Financial Vulnerability”. Employee Benefit Research Institute Issue Brief, No. 663. August 20, 2026
4 “Burn-out an ‘Occupational Phenomenon’”. World Health Organization. 2025. https://www.who.int/standards/classifications/frequently-asked-questions/burn-out-an-occupational-phenomenon
5 “Mental Health Disability Duration and Pathways to Well-being at Work”. Integrated Benefits Institute. February 2026. Drawing on “IBI Health and Productivity Benchmarking: Short-Term and Long-Term Disability Programs, Calendar-Year 2024.” 2025
Lincoln Financial (“Lincoln”) is the marketing name for Lincoln National Corporation and its affiliates, including Lincoln Retirement Services Company, LLC, The Lincoln National Life Insurance Company, Fort Wayne, IN, and, in New York, Lincoln Life & Annuity Company of New York, Syracuse, NY. The Lincoln National Life Insurance Company does not solicit business in the state of New York, nor is it authorized to do so. Affiliates are separately responsible for their own financial and contractual obligations.
No insurance purchase is necessary to use the WellnessPATH® Marketplace.
Lincoln is not affiliated with third party providers accessed through the WellnessPATH® Marketplace.
Lincoln may receive a marketing distribution fee for third party products purchased through WellnessPATH® Marketplace. Depending on the arrangement, it may be a flat-dollar fee or a percentage of fees received by the third party ranging from $1 – $600 per purchase transaction.
Lincoln and its affiliates do not provide advice about the products and services offered by third parties. The information provided through WellnessPATH® Marketplace is general and educational in nature and should not be considered professional advice. Everyone’s circumstances are different and before making a financial wellness decision, an appropriate professional should be consulted.
WellnessPATH® Marketplace will offer links to third party websites that are not part of Lincoln’s websites (“Sites”). Lincoln does not own, control, or endorse the content or products and services available through these third party websites. Lincoln does not assume any responsibility for any losses or damages in connection with the security, privacy practices, or content of any third party websites. These third party websites may have privacy and security policies that differ from our Sites.
Privacy | Legal | © 2026 Lincoln National Corporation
9/26 Z01
Order code: GP-EBRI6-IDE001
LCN-8909600-050426
![Garnet Line [Benefits Differ By Size : Medical insurance]](assets/images/item_431275.png)
