Global Survey #7: Globally, how are companies addressing workforce benefits and policies for the COVID era?
As the pandemic continues to impact business globally, this survey focuses on workforce benefits and policies, Environment, Social and Governance (ESG) practices, and experienced workers.

Results are automatically updated with each new data submission from the live survey. Data points are from Mercer's Global Survey #7 and are effective starting from August 27, 2020. All responses are kept strictly confidential and only reported in aggregate. To ensure you have the timely and reliable data make sure to visit this page often.  Note: An * is shown where there is insufficient data to report. 

Report Filter: All companies

Access other geography or industry cuts from our COVID-19 survey initiatives. Mercer's Terms of Use apply to materials on this site.  
General
To what extent do companies anticipate business will grow or decline in the next six months compared to pre-COVID-19 state?
 Response percentResponse total
Grow significantly 

3.31%9
Grow 

27.21%74
Similar 

43.38%118
Decline 

22.06%60
Decline significantly 

4.04%11
Which of the following strategies are companies pursuing (or planning to pursue) in the coming months, primarily driven by the COVID-19 crisis? (More than one answer could be selected.)
 Response percentResponse total
Digital/technological transformation 

38.89%105
Organic growth strategy (e.g., new market entry, new product/service, business optimization, resource reallocation) 

37.41%101
Inorganic growth strategy/mergers and acquisitions 

12.96%35
Structural changes (e.g., increase/decrease span of control) 

24.07%65
Major business restructuring (e.g., changes in business model, and organizational redesign) 

17.41%47
Divestment/partial or full sale of business or activity 

2.22%6
No major changes planned 

35.19%95
How are companies approaching your M&A strategy for the next 12 months?
 Response percentResponse total
Decreasing appetite for transactions 

2.24%6
Increasing appetite for transactions 

14.18%38
Not sure, monitoring the situation 

51.49%138
Not applicable, we do not have an M&A strategy 

32.09%86
Which of the following transaction actions are companies considering now? (More than one answer could be selected.)
 Response percentResponse total
Considering divesting some parts of our business 

8.81%23
Evaluating new opportunities through joint ventures or partnerships 

19.54%51
Pursuing opportunistic transactions focused on scale (e.g., buying smaller businesses similar to your own) 

21.46%56
Pursuing opportunistic transactions focused on scope (e.g., expanding into adjacent businesses or acquiring unlike assets) 

13.79%36
Pursuing opportunistic transactions focused on talent (e.g., buying a business for the talent) 

5.36%14
Defining turnaround strategies for distressed company business units 

9.2%24
Accelerating delayed integration of acquired businesses to unlock synergies 

4.6%12
Not considering any of these actions at this time 

36.4%95
Not applicable 

21.07%55
For companies operating in more than one country, prior to COVID-19, how centralized was your global employee benefit management?
 Response percentResponse total
Very centralized 

16.05%26
Centralized 

30.25%49
Somewhat centralized 

34.57%56
Not centralized at all 

19.14%31
For companies operating in more than one country, how has COVID-19 changed the centralization of global employee benefit management?
 Response percentResponse total
Significantly more centralized 

1.85%3
Slightly more centralized 

15.43%25
No change 

76.54%124
Slightly less centralized 

5.56%9
Significantly less centralized 

0.62%1
In light of the changing work and employment environments, are companies planning to review your total rewards and/or global benefits strategy in the near term? (More than one answer could be selected.)
 Response percentResponse total
Yes, total rewards strategy 

41.05%110
Yes, global benefits strategy 

17.54%47
No 

40.3%108
Not applicable, we do not have a total rewards or global benefits strategy 

9.7%26
Are companies planning to make changes to 2020 annual incentive plans?
 Response percentResponse total
Yes, already reset the plan 

16.36%44
Yes, planning to reset the plan 

7.44%20
Yes, completely canceled the plan for 2020 

4.46%12
No changes planned 

37.18%100
Yet to be determined 

28.63%77
Not applicable 

5.95%16
What parts of the incentive plan are companies updating? (More than one answer could be selected.)
 Response percentResponse total
Revised metrics 

24.62%65
Revised metric weighting allocation 

16.67%44
Reduced thresholds 

8.71%23
Adjusted incentive target opportunity 

12.5%33
Calculation methodology, elimination of quarter results from annual results 

4.55%12
Calculation methodology, adjusted financials of the annual plan 

14.39%38
Plan eligibility 

5.3%14
None of the above 

16.29%43
Not applicable 

42.05%111
Have companies reviewed the achievement of goals in relation to the months in your fiscal year prior to COVID-19, rather than the full 12-month period?
 Response percentResponse total
Yes, reviewed and made adjustments to goal achievement 

29.69%76
Yes, reviewed and did not make changes to goal achievement 

24.61%63
No, have not reviewed but intend to review 

12.89%33
No, have not reviewed and do not intend to review  

32.81%84
Given the impact of COVID-19 on health and welfare benefits, which of the following areas are companies expecting to be a key area of focus in 2021? (More than one answer could be selected.)
 Response percentResponse total
Digital health (e.g., telemedicine and smartphone apps) 

54.48%146
Well-being programs (e.g., mental, physical, financial, and social) 

69.78%187
Inclusive benefits (e.g., women’s health, and equity for minority groups) 

28.73%77
Cost management (e.g., higher deductibles, employee contributions, reduced limits, and premiums) 

39.18%105
Yet to be determined 

19.4%52
None of the above 

4.48%12
As a result of COVID-19, how will your global benefit budget change in 2021?
 Response percentResponse total
Increase in line with trend rates 

25.48%67
Larger increase to address the new health risks and a larger spend on wellness 

4.18%11
Decrease due to budget constraints and will be prepared to make cuts to benefits to facilitate reduction 

6.08%16
Decrease due to budget constraints but will not make cuts to benefits to facilitate reduction 

4.56%12
Remain the same, adjustments will be made if needed 

59.7%157
Related to working from home, have companies reviewed benefit plans for risks or limitation in coverage and employer’s obligations such as occupational health?
 Response percentResponse total
Yes, have already reviewed and made adjustments 

12.45%33
Yes, review is in progress 

29.43%78
No, but will review in near term 

25.66%68
No, we do not intend to review 

23.4%62
Not applicable 

9.06%24
Related to working from home, which of the following remote support are companies reimbursing or providing? (More than one answer could be selected.)
 Response percentResponse total
Internet 

17.54%47
Utilities 

5.22%14
Ergonomic office equipment 

23.13%62
Non-ergonomic office equipment 

16.05%43
Laptop 

56.34%151
Printers 

21.27%57
Mobile phones 

36.94%99
None of the above, our company is not assisting with work from home expenses 

29.48%79
In reaction to the pandemic, have companies updated (or planning to update) any of the following policies?

a. Vacation/annual leave usage policy
 Response percentResponse total
Yes, added restrictions/requirements around usage (e.g., usage within a certain time period) 

11.57%31
Yes, removed restrictions/requirements around usage 

9.7%26
No changes made 

72.76%195
Other 

5.97%16
b. Vacation/annual leave cash out/carry over policy (More than one answer could be selected.)
 Response percentResponse total
Yes, reducing the number of days that can be cashed out 

2.62%7
Yes, increasing the number of days that can be cashed out 

4.12%11
Yes, reducing the number of days that can be carried over 

5.62%15
Yes, increasing the number of days that can be carried over 

10.49%28
Yes, moving to unlimited paid-time off 

0.38%1
Yes, allowing cash out for student loan payment 

0%0
No changes made 

74.91%200
Other 

5.24%14
c. Sick leave/medical leave policy (More than one answer could be selected.)
 Response percentResponse total
Yes, added provisions for those diagnosed with COVID-19 

41.83%110
Yes, added provisions for those requiring quarantine 

35.74%94
No changes made 

51.71%136
Other 

4.94%13
d. Dependent/family care policy (More than one answer could be selected.)
 Response percentResponse total
Yes, added provisions for child-care requirements relating to school closures/virtual at-home learning 

27.99%75
Yes, added provisions for sick dependent care requirements (e.g., spouse, child, and elders) 

21.64%58
No changes made 

64.18%172
Other 

6.34%17
e. Car/transportation policy (More than one answer could be selected.)
 Response percentResponse total
Yes, reduced car or transportation allowances 

3%8
Yes, eliminated car or transportation allowances 

2.62%7
Yes, changed car purchase or leasing policy 

1.5%4
No changes made 

90.26%241
Other 

3.37%9
If changes are made to your policies, generally for how long will the changes remain in place?
 Response percentResponse total
All changes will be temporary  

14.93%40
All changes will be permanent 

4.48%12
Some changes will be temporary, others will be permanent 

44.03%118
Not applicable, no changes were or will be made 

36.57%98
In many locations, it has been announced that schools will not operate in-person, or on a normal schedule in the coming months, creating child-care issues for many parents whether they work at a company site or remotely. For jobs that typically require employees to work during specific hours/shifts, will your company provide any flexibility to parents/caregivers to accommodate the situation? (More than one answer could be selected.)
 Response percentResponse total
Allowing parents to change their schedules 

48.88%131
Allowing parents to perform other work that can be done outside of normal business hours 

28.36%76
Allowing parents to bring children to work 

1.49%4
Allowing parents to switch to part-time status on a temporary/limited basis 

22.76%61
Creating weekend/evening/overnight shifts to provide more flexibility for parents 

10.82%29
Offering an extended leave of absence with reduced pay 

8.58%23
Providing additional dependent care paid leave 

3.73%10
Providing new or enhanced child-care benefits including subsidizing tutors, local learning cohorts, private school 

7.09%19
Providing new or enhanced family care support access, navigation or subsidy (would include not only child care but support for caregivers of elderly and/or disabled family members) 

7.09%19
Providing new or enhanced pet care support access, navigation or subsidy 

1.49%4
Employees who typically work onsite can continue to work remotely until dependent care coverage issues are resolved 

34.7%93
Not considering any special accommodation for parents/caregivers 

3.73%10
Not applicable, all work can be performed on a flexible schedule 

5.22%14
Yet to be determined 

10.08%27
Handled on a case-by-case basis 

25.37%68
Specific to essential workers, have companies provided a subsidy to help pay for child care while they are at work?
 Response percentResponse total
Yes, have been providing subsidy or onsite child care since the beginning of the pandemic 

1.9%5
Yes, plan to implement a subsidy in the near future 

1.14%3
Yes, funding a Section 139 Disaster Relief Payment Fund or considering it 

0.38%1
No, we do not provide any assistance with child care 

64.64%170
Not applicable, we do not have essential workers 

23.19%61
No, we do not provide a subsidy but are helping in other ways 

8.75%23
Explanation of subsidies:
 Response total
 
*
  • Statistics based on 3 respondents;
Have companies experienced any of the following specifically due to school closures? (More han one answer could be selected.)
 Response percentResponse total
Employees have requested a leave of absence 

37.08%99
Full-time employees have requested part-time schedules 

31.84%85
Employees have left/quit the company 

17.98%48
Productivity has been negatively affected 

19.48%52
None of the above 

43.82%117
Other 

4.49%12
Impact on retirement and health benefits

If your company operates in more than one country, complete this section from a global or regional perspective.
In light of the market turmoil, has your company reviewed your investment policies specific to defined benefit pension plans?
 Response percentResponse total
Yes, have already reviewed and made adjustments 

11.45%30
Yes, review is in progress 

12.6%33
No, but will review in near term 

6.87%18
No, we do not intend to review 

20.99%55
Not applicable 

48.09%126
In light of the market turmoil, has your company reviewed the investment options specific to defined contribution pension plans?
 Response percentResponse total
Yes, have already reviewed and made adjustments 

15.21%40
Yes, review is in progress 

20.53%54
No, but will review in near term 

9.13%24
No, we do not intend to review 

31.94%84
Not applicable 

23.19%61
Given the impact of COVID-19, which of the following areas is your company expecting to be a key area of focus specific to retirement plans for 2021? (More than one answer could be selected.)
 Response percentResponse total
Plan design 

18.95%47
Investments 

27.02%67
Administration 

11.69%29
Governance 

11.29%28
Funding/cash contribution 

17.74%44
Financial reporting 

2.02%5
Reducing risk exposure and volatility 

21.77%54
Reducing cost 

16.53%41
Reviewing third-party vendors 

15.32%38
Not applicable, we do not sponsor retirement plans 

18.95%47
Other 

10.89%27
In many countries, claims under company-sponsored health plans have decreased during the pandemic. Have companies reviewed this topic?
 Response percentResponse total
Yes, have already reviewed and made budget adjustments 

28.9%76
Yes, review is in progress 

29.66%78
No, but will review in near term 

14.45%38
No, we do not intend to review 

17.87%47
Not applicable 

9.13%24
If you have reviewed, in self-insured health plans where the insurer doesn’t take the full risk, how are companies planning to use any potential surplus? (More than one answer could be selected.)
 Response percentResponse total
Leave it in the plan for the foreseeable future 

25.29%65
Spend it to improve the benefit offering 

4.67%12
Refund the surplus to the employer and employees 

1.56%4
Yet to be determined 

23.35%60
Not applicable 

47.47%122
Are companies creating internal budgets for COVID-19 treatment outside of the hospital or procedures not covered by the carrier where applicable?
 Response percentResponse total
Yes, as a percentage of payroll 

0%0
Yes, as a limit per employee 

1.15%3
Yes, based on another budget calculation methodology 

7.25%19
No 

76.34%200
Not applicable 

15.27%40
What supplemental COVID-19 coverage are companies offering or considering offering where applicable? (More than one answer could be selected.)
 Response percentResponse total
Cash benefits for hospitalization 

1.92%5
Home care subsidies or reimbursements 

1.15%3
Payment of COVID-19 test 

34.48%90
None of the above 

57.85%151
Other 

9.96%26
Which of the following actions are companies taking to encourage employees to get a flu shot in the upcoming months? (More than one answer could be selected.)
 Response percentResponse total
Will provide onsite flu shots indoors with precautions (e.g., social distancing and mask requirement) 

34.22%90
Will provide onsite flu shots outdoors 

7.61%20
Will provide onsite drive-up flu shots 

8.37%22
Will cover flu shots 100% at physician’s office, pharmacy, or other offsite location 

50.57%133
Will provide special communications on the importance of getting a flu shot this year 

57.8%152
Will require some or all employees to get a flu shot 

5.32%14
Not applicable, our company will not be involved in flu shots 

11.03%29
Not applicable in our geography 

2.66%7
Other actions 

8.37%22
Many believe the indirect impact of COVID-19 will result in an increase in disability claims in the future. Which of the following items are companies considering reviewing to manage the potential for an increased disability risk and cost? (More than one answer could be selected.)
 Response percentResponse total
Design 

3.79%10
Disability management processes 

7.96%21
Financing 

2.27%6
Prevention 

10.23%27
Yet to be determined 

61.36%162
Not applicable, we do not plan to review this topic 

23.11%61
Environment, Social, and  Governance (ESG)
How involved is your global benefit or HR team in the company’s ESG report?
 Response percentResponse total
Has an important role in the delivery of the ESG strategy and provides valuable inputs to the company’s ESG report 

11.79%29
Has a role in the delivery of the ESG strategy and provides some inputs to the company’s ESG report 

17.89%44
Has little to no role in the delivery of the ESG strategy and provides limited to no inputs to the company’s ESG report 

15.85%39
This area is not a priority for the global benefits team 

17.89%44
Not applicable, our company does not have an ESG report and/or strategy 

36.59%90
Given the social justice movement environment of 2020, which of the following apply?

a. Diversity & inclusion policy
 Response percentResponse total
Recently reviewed our existing policy and made adjustments 

33.87%85
Recently reviewed our existing policy but no adjustments were needed or implemented 

11.55%29
Planning to review existing policy in the next 12 months 

14.74%37
Have an existing policy but not planning to review, already comprehensive 

13.15%33
Have an existing policy but not planning to review 

4.78%12
Do not have a policy but are considering implementing 

13.55%34
Do not have a policy and are not considering implementing 

8.37%21
b. Employee benefit policies
 Response percentResponse total
Recently reviewed our existing policies and made adjustments to ensure they are inclusive and address health disparities 

16.67%42
Recently reviewed our existing policies but no adjustments were needed or implemented 

15.87%40
Planning to review existing policies in the next 12 months 

27.38%69
Not planning to review existing policies, already comprehensive in inclusivity and health disparity coverage 

23.81%60
Not planning to review, not an immediate priority 

16.27%41
c. Health options for underinsured
 Response percentResponse total
Recently reviewed and assessed the access and affordability of health options for those who have been underinsured, and made adjustments 

8.03%20
Recently reviewed and assessed the access and affordability of health options for those who have been underinsured, no adjustments made 

10.44%26
Planning to review in the next 12 months 

14.86%37
Not planning to review, not an immediate priority 

66.67%166
Experienced workers
What additional steps or procedures are companies taking regarding the protection of higher risk older worker populations relative to COVID-19? (More than one answer could be selected.)
 Response percentResponse total
Additional PPE 

31.87%80
Additional support with socially distanced travel to work (e.g., dedicated parking spaces) 

10.36%26
Specific communication and/or briefings to the risk population 

17.93%45
Access to COVID-19 tests 

15.54%39
Access to digital support and training 

20.32%51
Financial advice in case they envisage they cannot return to work in COVID-19 environment 

3.59%9
Early retirement options and access to pensions 

6.38%16
Extended remote working facilities 

47.81%120
Job changes to accommodate remote working  

19.92%50
Career coaching to identify transferable skills and alternative job opportunities 

2.79%7
Not applicable  

26.69%67
Other 

3.98%10
Have companies reviewed benefit policies to ensure older workers have appropriate health insurance coverage for COVID-19 (e.g., age limit)?
 Response percentResponse total
Yes, reviewed and made updates 

3.95%10
Yes, reviewed but no updates were required 

30.04%76
No 

45.06%114
Not applicable 

20.95%53
Have companies considered the option of introducing a flexible retirement policy to enable older workers to phase down gradually to retirement, potentially as part of workforce management or reductions?
 Response percentResponse total
Yes, considered and plan to implement 

8.4%21
Yes, considered but do not plan to implement 

3.6%9
No, have not yet considered but could in the future 

44.8%112
No, will not consider or implement 

43.2%108
From the onset of the pandemic until now, have companies considered the impact of financial shocks to pension accounts for those close to retirement?
 Response percentResponse total
Yes, and providing the opportunity to make up shortfalls 

2.85%7
Yes, but not providing the opportunity to make up shortfalls 

17.07%42
No 

80.08%197
If providing the opportunity to make up shortfalls, which of the following are companies providing as an opportunity? (More than one answer could be selected.)
 Response percentResponse total
Working longer 

1.77%4
Making extra contributions 

3.1%7
Providing financial advice/support to manage debt 

3.98%9
Not applicable, not allowing the opportunity to make up shortfalls 

91.15%206
Other 

0.89%2
Questions applicable only to companies located in the United States
What are current company policy regarding time-off for voting? (More than one answer could be selected.)
 Response percentResponse total
Follow state mandates 

57.59%110
Employees may take a specified amount of unpaid time-off to vote (e.g., two hours at beginning or end of shift) 

8.9%17
Employees may take a specified amount of paid time-off vote (not charged against PTO allowances) 

18.33%35
Employees may take as much paid time-off as needed to vote (not charged against PTO allowances) 

15.18%29
Employees must use paid time-off to vote (charged against PTO allowances) 

9.42%18
Worksites are closed on Election Day 

2.09%4
Other 

6.81%13
Given that COVID-19 may complicate the voting process, will companies make any of the following changes to current policy to provide employees with additional time-off to vote? (More than one answer could be selected.)
 Response percentResponse total
Yes, increasing the number of unpaid hours employees may take for voting (e.g., from two to four hours) 

4.19%8
Yes, increasing the number of paid hours employees may take for voting 

10.47%20
Yes, adding a day to PTO allowances to be used for voting 

1.05%2
Yes, closing worksites for Election Day for the first time 

2.09%4
Yes, other changes 

8.9%17
No, not considering making changes 

75.39%144
Following the November elections, there are a number of possible actions the government could take affecting employer-sponsored health plans and employee leave. How high of a priority would companies like the government to make each of the following items?  1 being “not a priority” and 5 being “top priority.”
1
2
3
4
5
   Response total 
COVID-19 support — e.g., liability protections, cap on vaccination cost, expanded tax deductible expense for childcare
6.52%
(12)
5.98%
(11)
27.17%
(50)
28.26%
(52)
32.07%
(59)
Export184
“Surprise” medical bills — ending the practice for services beyond COVID-related services
9.5%
(17)
10.62%
(19)
32.4%
(58)
26.26%
(47)
21.23%
(38)
Export179
Improving transparency — require more cost and quality information to flow from providers to plans and participants
6.04%
(11)
4.95%
(9)
28.02%
(51)
28.02%
(51)
32.97%
(60)
Export182
Telehealth — minimizing compliance obstacles; addressing payment rates based on level of service provided (not parity with office visit)
3.28%
(6)
4.92%
(9)
18.58%
(34)
32.24%
(59)
40.98%
(75)
Export183
Drug prices — speeding generics to market, PBM reforms to address prices and increase competition
4.35%
(8)
4.35%
(8)
15.76%
(29)
27.17%
(50)
48.37%
(89)
Export184
HSA reforms — pursuing legislative reforms to enhance, expand HSAs
10.5%
(19)
7.74%
(14)
32.04%
(58)
23.76%
(43)
25.97%
(47)
Export181
Relief from ACA ESR requirements — ease employee tracking, reporting
14.21%
(26)
12.02%
(22)
26.78%
(49)
25.14%
(46)
21.86%
(40)
Export183
  • Statistics based on 186 respondents;
Participant demographics
In how many countries does your company operate?
 Response percentResponse total
1 

39.63%107
2-10 

17.78%48
11-49 

24.44%66
More than 50 

18.15%49
Size of workforce worldwide
 Response percentResponse total
Under 500 employees 

23.81%65
500–999 employees 

8.43%23
1,000–4,999 employees 

24.18%66
5,000–49,999 employees 

28.94%79
50,000 or more employees 

14.65%40
Primary line of business
 Response percentResponse total
Aerospace and defense 

0.37%1
Agriculture, animals, forestry, fishing and hunting 

0.73%2
Automotive 

3.29%9
Banking or credit 

2.19%6
Chemicals 

2.19%6
Communications and media 

1.1%3
Construction or engineering 

1.46%4
Education 

1.1%3
Energy 

4.75%13
Financial services, including fintech 

3.29%9
Healthcare providers 

4.02%11
High technology or other technology 

8.76%24
Hospitality and entertainment, including restaurants 

2.19%6
Insurance and reinsurance 

5.84%16
Life sciences including medical devices, pharmaceuticals and health-related industries 

7.3%20
Logistics 

1.1%3
Manufacturing, consumer goods, including food and beverage 

8.76%24
Manufacturing, durables 

2.19%6
Manufacturing, general 

1.1%3
Manufacturing, industrial 

6.57%18
Manufacturing, nondurables 

1.1%3
Manufacturing, other 

1.83%5
Mining and metals 

0.73%2
Multi-industry 

0.37%1
Not-for-profit or public sector 

6.2%17
Professional services including consulting, legal, and real estate 

6.2%17
Retail or wholesale 

5.11%14
Services, including outsourcing 

1.83%5
Sports 

0%0
Telecommunications 

2.19%6
Transportation including airlines and rail 

1.46%4
Utilities 

1.83%5
Other 

2.92%8
 Response total
Other, please specify: 
*
  • Statistics based on 7 respondents;