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CBIZ EMPLOYEE SERVICES ORGANIZATION
― SoFi also states that 81% of job seekers would be more willing to stay with their current company if
leaving meant losing student loan repayment benefits
― 49% of younger workers would prefer to have help paying their student loans rather than contributions
to retirement accounts
• One survey showed that among at least two segments of Millennials, tuition assistance is the fifth most valued
benefit out of a set of 15 benefits surveyed
 Paid Parental Leave and Other Extended Time Off
 40% of Millennial women would select paid parental leave as a premium benefit; and 32% of
Millennial men would select paid sabbaticals after a time of service
• PTO generally is reported as a highly valued benefit to Millennials across multiple
sources
 Life insurance – Though some sources report that Millennials are less likely than other
generations to take employer sponsored group life insuranc , other sources indicate that they believe it to be one of
their most important benefits, unlike other generations.
 Auto insurance – one survey showed that among at least three sub-segments of Millennials, auto insurance was in the
top five most valued employee benefit
 Pet Insurance – where offered, Millennials have substantially higher rates of uptake than
either Boomers or Gen Xers (41% vs. 8% for Boomers and 15% for Gen Xers)
 Wellbeing Programs that Encompass the Whole Perso
• Purchasing Power found that wellness programs were in the top 5 most valued
benefits for at least three sub-segments of the Millennial populatio
• Health Risk Assessments and Biometric Screenings
― Can also help your Millennial population identify potential health difficulties since they are not seeking
regular preventive care
• Massag
• Yoga
• Alternative medicine (i.e. acupuncture, massage)
 Portable Benefits
 “Creative” or Non-Traditional Financial Benefits
• Financial Planning Services
17 Daniel, Jen and O’Connor, Tim: BusinessSolver Vision 20/16 Voluntary Benefits – VICE Style Presentation; see also Peanut
Butter
18 Id.
19 Purchasing Power: Beyond the Generations: Ultimate Customization: Matching Voluntary Benefits to Segments with
Generations, February 2017; hereafter Purchasing Power
20 The Employee Perks Report 2016: Three Generations, One Workforce: What perks do Boomers, Gen X, and Millennials really
want?, hereafter The Employee Perks Report 2016
21 See, e.g., The Employee Perks Report 2016
22 EBRI
23 The Employee Perks Report 2016; see also EBRI
24 Purchasing Power
25 Gallup; see also Deloitte, which states that Millennials are interested in holistic well-being in all aspects of their jobs
26 Purchasing Power
27 See The Employee Perks Report 2016
28 Id.
29 Id.
30 Id.
31 Purchasing Power, see also “The Millennial Benefits Perspective: Turning Stereotypes Around.” Drawn from the 14th Annual
MetLife U.S. Employee Benefit Trends Survey, hereafter MetLife
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