U.S. BUREAU OF LABOR STATISTICS COMPENSATION AND WORKING CONDITIONS

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Documenting Benefits Coverage for all Workers

by William J. Wiatrowski

Originally Posted: May 26, 2004

Revision Posted: December 20, 2005

Revision Posted: July 14, 2006

BLS data on employee benefits have, until recently, focused on subsets of the economy. As a result, aggregate data for all

civilian and private industry workers could only be obtained in a piecemeal fashion. This article makes these data available

for the first time in a single place.

Over the period from 1989 to 2003, the percentage of workers participating in many employer-provided benefits plans--from

medical care and life insurance to retirement plans and paid vacation time--slowly declined. BLS data on the availability of

benefits throughout this period provide an overview of trends in this important component of compensation, which constitutes

nearly 30 percent of employer compensation costs.1

Among workers in both private industry and State and local governments--referred to hereafter as civilian workers--the

percent of full-time employees with medical care coverage declined from 83 percent in 1989-90 to 68 percent in 1998-99.2

For full-time workers in the private sector, medical care coverage declined by 15 percentage points over a somewhat longer

period,3 from 80 percent in 1989-90 to 65 percent in 2003. Trends in retirement benefits also show declining coverage since

the late 1980s, although less so than for medical care. Among full-time civilian workers, retirement coverage declined from 68

percent in 1989-90 to 62 percent in 1998-99. For those in the private sector, retirement coverage remained about the same,

with roughly 60 percent of full-time workers participating in such plans. (See tables 1 and 2.)

This article serves two purposes: 1) It documents benefits data on the civilian and private sector economies since 1989, and

2) it explains some of the changes that have occurred in these data. BLS data series on employee benefits were only

recently specifically designed to provide data on the entire private sector economy. These aggregate data--which have

received considerable interest from policymakers, researchers, employers, and employees--were merely byproducts of other

data series designed to highlight subsets of the economy. As a result, they have not been published consistently. This article

provides a repository of these aggregate data series for the transition years of the 1990s. Data on benefits coverage in the

private sector are now published annually and thus provide a continuation of these data series as they become available.4

The Benefits Survey And Its Coverage

BLS has been collecting data on benefits coverage for more than a century, with consistent series going back to the late

1970s. At that time, benefits data were available for full-time workers in large private companies, which represented about a

quarter of all civilian workers. Survey coverage was expanded incrementally beginning in 1987. By 1991, survey coverage

included all full- and part-time workers in private industry and State and local governments. Resource constraints required

that BLS subdivide the economy into three sections--small private establishments, medium and large private establishments,

and State and local government--for data collection and processing over a 2- to 3-year period. The results are data that span

multiple and overlapping time periods. Not until 1999 was the entire private sector economy surveyed at one time, resulting in

expanded data by worker, establishment, and geographic characteristics.5

Changes to the benefits survey over the past quarter century reflect a number of influences, including changes in the

composition of the workforce and the nature of work. For example, the women’s labor force participation rate--the percent of

the female population either working or actively seeking work--grew rapidly during the 1970s and early 1980s.6 This increase

may have contributed to the introduction of such benefits as family and medical leave and child care assistance. In addition,

the trend toward a more transient workforce--with greater numbers of individuals working part-time and temporary jobs or

changing jobs more frequently--may have influenced the increase in benefits such as defined contribution plans, which are

more portable than traditional retirement plans.
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Perhaps the overriding trend in benefits over the past 25 years is toward more employee responsibility for their benefits.

Evidence of this phenomenon includes the availability of choices among medical care plans, the requirement that employees

help to fund the cost of their medical care plans, and the requirement that employees contribute to their retirement plans and

make investment decisions. BLS benefits data help to document all of these trends.

While benefit coverage declined throughout the 1990s, several measures of employer benefits costs reveal different trends.

The proportion of employer compensation dollars spent on benefits (as opposed to wages), for example, has remained

relatively stable at about 28 percent of compensation costs throughout the decade. This may suggest that the benefits that

are currently provided are more costly than they have been in the past. In fact, benefit cost increases outpaced wage cost

increases during the early 1990s, but moderated in the latter part of the decade. Since 2000, benefit costs have once again

outpaced wage costs. Several factors influence these benefit cost data. For example, employer costs for health care benefits

rose at very high rates in the early 1990s, but moderated substantially in the middle part of the decade. In addition, costs for

defined benefit pensions fluctuated with changes in investment performance. Finally, many benefit costs, such as those for

time off, defined contribution, and life insurance plans, are directly related to wage changes--as wages increase, the cost of

the benefit increases proportionally.7

Trends In Benefit Participation

While the overall trend in the availability of benefits has shown a decline, a number of different trends can be observed in

certain kinds of benefits. For example, the availability of paid leave has remained widespread and little changed since

1989-90. Paid holidays and vacations are available to the majority of all workers, and they are nearly universally available to

full-time workers. The availability of specialized leave plans, such as funeral and jury duty leave, has also remained relatively

stable over the period. Curiously, military leave coverage declined through the 1990s, although these data largely reflect the

period after the Gulf War and before the current war on terrorism. It is not unusual for newer employers to forego establishing

a military leave policy until the need arises. The percent of private industry workers with such coverage was up sharply in

2003.

Employee leave benefits were expanded in 1993 with the passage of the Family and Medical Leave Act; this law requires

many employers to provide employees with unpaid time off for their own medical needs or to care for their family members.8

Data from the early 1990s on the availability of unpaid maternity and paternity leave (beyond the time immediately

surrounding childbirth for new mothers) indicated growing availability of such benefits even before the new law became

effective.

Retirement plans have seen many changes over the decade, as participation in traditional defined benefit pension plans

declined, while participation in defined contribution plans increased. While not shown from these data, the nature of

retirement plans is changing as well, with more defined benefit plans using cash account and pension equity formulas and

nearly all defined contribution plans using the savings and thrift model.9

There is much debate among policymakers and others regarding medical care coverage, or the lack of such coverage. BLS

benefits data document a steady decline in participation in employer-provided medical care plans over the past decade or

so.10 Other data from the same surveys show the trend toward rising employee costs (both premiums and partial payments

for services) among those with employer-provided medical care coverage.

Participation in employee benefits that provide continuation of income while employees are ill or become disabled--such as

sick leave, short-term disability benefits, and long-term disability insurance--has been relatively stable over the period. The

types of plans and their features have changed, however, to coordinate with family leave coverage and changes in retirement

plans.

Finally, BLS tracked the percentage of workers eligible for a number of other benefits that were generally considered new to

the compensation package.11 Many of these benefits were designed to assist employees with family responsibilities. Child

care assistance and long-term care insurance are two examples of the kind of family-friendly benefits that employers have

begun to introduce. While the number of employees to whom these benefits are available is still quite low, the survey has
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documented some growth in employee eligibility. For example, the percent of full-time private industry workers eligible for

long-term care insurance--the cost of which often is paid entirely by the employees but at group rates--has grown from 2

percent in 1991-92 to 11 percent in 2003.12 (See table 3.)

New Benefits Data

BLS began to restructure its benefits data program in the late 1990s so that data for the entire private sector would be

available each year. In future years, data for the entire civilian economy, with separate data for private industry and for State

and local government, will also be available annually. The new private industry estimates also provide data by worker and

establishment characteristics, many of which were not available in the past.13 Tables 4 and 5 provide an overview of the

latest data on benefits participation by these characteristics.

These new data help to illuminate certain contrasts. For example, service workers tend to participate in benefit plans less

frequently than their white-collar and blue-collar counterparts; full-time workers participate much more often than part-time

workers; and union workers have certain benefits--notably defined benefit pensions--substantially more often than do

nonunion workers. New data showing benefits participation for workers with different average salary levels may provide

insight into the debate about the quality of jobs. These data are a first step toward providing comprehensive data that

combine employer costs, employee wages, and benefits participation and provisions.

This article does not attempt to give the reasons behind some of the differences shown in tables 1-5. Instead, it offers a

repository of historic data to be used in future analyses. In fact, BLS currently is examining some of the factors that may have

influenced the changes in medical care and retirement plan participation over the past several years. The availability of new

data linking many aspects of employee compensation will increase the analytical possibilities for the future.

William J. Wiatrowski

Assistant Commissioner, Office of Safety, Health and Working Conditions, Bureau of Labor Statistics.

Telephone: (202) 691-6305; E-mail: Wiatrowski.William@bls.gov

REVISION NOTE #1: The revised version of this article, which was originally posted on May 26, 2004, includes revised data

on medical care and dental care for 2003. The 2003 data were recalculated in order to make them comparable with data

tabulated for 2004 and earlier years. The revised 2003 data differ from the originally published data by including imputations

for missing information on the types of health insurance plans. More information on the recalculated data can be found here: 

http://www.bls.gov/ncs/ebs/notice112004.htm. REVISION NOTE #2: Table 2 of this article was revised on July 14, 2006, to reflect the revised data on medical care and

dental care for 2003 described in Revision Note #1 above. (Table 4 had been revised in December 2005, but not table 2.)

Notes

1 Data from the BLS survey of Employer Costs for Employee Compensation indicate that 28.6 percent of employer compensation costs in

December 2003 went toward benefits, with the remaining cost attributed to wages. See Employer Costs for Employee Compensation--

December 2003, USDL: 04-288 (U.S. Department of Labor), February 26, 2004.

2 This article uses the terms "participation" and "coverage" interchangeably to refer to workers currently enrolled in a benefit plan, having met

all eligibility requirements and other conditions of enrollment, such as agreeing to pay any required plan costs.

3 Because survey coverage changed from year to year, private sector data are available from 1989-90 to 2003, while civilian worker data are

available from 1989-90 to 1998-99. As tables 1 to 5 in this article show, data for some years are available only for full-time workers, while for

other years, they are available for all workers but not separately for full-time workers.

4 BLS has not yet determined when benefits data for State and local governments will be collected again. Until that time, data for the entire

civilian economy will not be available.

5 Benefits data were aggregated over the entire civilian or private economy by summing the numerators (number of employees participating in

a benefit plan) and the denominators (number of employees in a particular segment of the economy) and dividing the results to obtain a

percentage of workers participating. Because statistical techniques such as nonresponse adjustment and imputation were done for each set of

data separately and not for all data combined, these aggregated results may differ slightly from data for 1999 forward, which are derived from a

single survey of all private sector workers.
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6 See Women in the Labor Force: A Databook, Report 973 (Bureau of Labor Statistics, February 2004), table 2, pp. 8-10; available on the

Internet at http://www.bls.gov/cps/wlf-databook.htm. 7 For more information on the costs of employee benefits, see Employment Cost Index--March 2004, USDL 04-751 (U.S. Department of

Labor), April 29, 2004; available on the Internet at http://www.bls.gov/ncs/ect/sp/ecnr0049.pdf. 8 The Family and Medical Leave Act of 1993, as amended, generally requires employers with 25 or more workers to provide up to 12 weeks of

unpaid leave in the event of worker illness, for the care of a newborn, or for care of an ill family member.

9 Cash account and pension equity plans are two types of defined benefit plans that specify an employee’s benefit as a lump sum rather than

as a periodic retirement payment. Savings and thrift plans establish for employees individual accounts that consist of employee and employer

contributions plus investment earnings.

10 Data from the Employee Benefits Survey are collected from employers. In contrast, the Current Population Survey collects data on benefits

coverage from households. For a comparison of these data, see Diane E. Herz, Joseph R. Meisenheimer II, and Harriet G. Weinstein, "Health

and Retirement Benefits: Data from Two BLS Surveys," Monthly Labor Review, March 2000, pp. 3-20.

11 For these benefits, BLS captures the percentage of workers who are offered the benefit--regardless of whether they choose to be covered--

and not the percentage actually participating.

12 For more information on long-term care insurance, see Jordan Pfuntner and Elizabeth Dietz, "Long-term Care Insurance Gains

Prominence," Compensation and Working Conditions Online (Bureau of Labor Statistics, January 28, 2004), on the Internet at http://

www.bls.gov/opub/cwc/cm20040123ar01p1.htm. 13 Prior to 1999, the majority of benefits data were presented for full-time workers with limited detail by industry or geographic location.

Table 1. Percent of workers participating in selected employee benefit plans, private industry and State and local

government, 1989-99

Employee benefit program 1989-90 1990-91 1991-92 1992-93 1993-94 1994-95 1994-96 1994-97 1996-98 1998-99

All Workers

Paid:

Holidays - 77 76 76 73 73 72 72 72 74

Vacations - 80 79 79 77 77 76 76 76 77

Personal leave - 18 18 18 18 18 18 17 18 - Funeral leave - 57 57 58 56 56 56 56 57 - Jury duty leave - 67 67 68 67 66 65 66 67 - Military leave - 39 38 37 33 31 31 32 33 - Sick leave - 56 58 56 53 50 50 50 51 - Unpaid maternity leave/family

leave(1) - 28 29 37 54 62 61 66 66 - Short-term disability benefits(2) 30 30 29 29 33 32 30 34 34

Long-term disability insurance 25 26 26 24 25 25 26 27 26

Medical care - 69 68 67 62 61 60 60 61 57

Dental care - 42 43 42 39 37 36 34 39 36

Life insurance - 70 69 67 64 63 62 63 64 59

All retirement - 59 59 58 56 57 58 58 59 54

Defined benefit pension - 43 41 40 37 36 35 35 35 30

Footnotes:

(1) The definition of this benefit was changed from unpaid maternity leave to unpaid family leave in 1993.

(2) The definition of this benefit was changed from sickness and accident insurance to short-term disability benefits in 1995.

(3) Includes plans that offer a choice of two or more benefits.

NOTE: Dashes indicate data were not collected or not tabulated in a given year. In a few cases, data have been revised from those previously

published.
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Employee benefit program 1989-90 1990-91 1991-92 1992-93 1993-94 1994-95 1994-96 1994-97 1996-98 1998-99

Defined contribution - 30 31 31 30 33 35 36 36 33

Plan type:

Savings and thrift - 14 15 15 16 21 23 23 23 - Deferred profit sharing - 12 12 11 10 10 9 10 10 - Money purchase

pension - 6 6 6 6 5 5 5 6 - Employee stock

ownership plan 1 1 1 1 2 2 2 2 - Flexible benefits plan(3) 6 6 6 6 6 6 7 7 7

Full-time Workers

Paid:

Holidays 87 85 85 85 84 84 - - 83 85

Vacations 88 88 88 88 88 88 - - 87 86

Personal leave 20 19 20 20 20 20 - - 20 - Funeral leave 65 63 65 65 64 64 - - 66 - Jury duty leave 76 74 76 77 76 75 - - 76 - Military leave 44 45 44 43 40 37 - - 39 - Sick leave 64 63 65 65 62 59 - - 60 - Unpaid maternity leave/family

leave 31 31 32 41 60 69 - - 74 - Short-term disability

benefits(2) 32 33 33 32 32 38 - - 39 39

Long-term disability insurance 31 29 31 31 30 31 - - 33 32

Medical care 83 79 79 78 75 73 - - 73 68

Dental care 52 48 49 49 46 45 - - 47 42

Life insurance 81 80 80 78 77 76 - - 77 71

All retirement 68 66 66 66 65 66 - - 68 62

Defined benefit pension 50 48 47 45 43 42 - - 41 35

Defined contribution 34 34 35 35 35 39 - - 42 38

Plan type:

Savings and thrift 17 16 18 18 19 24 - - 27 - Deferred profit sharing 12 13 13 12 11 11 - - 11 - Money purchase

pension 6 7 6 7 6 6 - - 6 - Employee stock

ownership plan 2 1 2 2 2 3 - - 2 - Flexible benefits plan (3) 5 5 6 6 6 7 - - 8 8

Footnotes:

(1) The definition of this benefit was changed from unpaid maternity leave to unpaid family leave in 1993.

(2) The definition of this benefit was changed from sickness and accident insurance to short-term disability benefits in 1995.

(3) Includes plans that offer a choice of two or more benefits.

NOTE: Dashes indicate data were not collected or not tabulated in a given year. In a few cases, data have been revised from those previously

published.
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Table 2. Percent of workers participating in selected employee benefit plans, private industry, 1989-2003

Employee benefit program 1989-90 1990-91 1991-92 1992-93 1993-94 1994-95 1995-96 1996-97 1999 2000 2003

All Workers

Paid:

Holidays - 79 77 77 75 74 - 73 75 77 79

Vacations - 83 82 82 80 80 - 79 79 80 79

Personal leave - 14 14 15 14 15 - 15 - - - Funeral leave - 56 57 57 56 55 - 56 - - - Jury duty leave - 62 63 64 63 62 - 63 - - 70

Military leave - 32 31 30 27 25 - 27 - - 50

Sick leave - 50 52 50 47 44 - 44 53 - - Unpaid maternity leave/family

leave(1) - 24 24 34 48 58 - 62 - - - Short-term disability benefits(2) - 31 31 30 30 35 - 36 36 33 37

Long-term disability insurance - 25 26 25 23 25 - 26 25 25 28

Medical care - 66 65 63 59 58 - 57 53 52 53

Dental care - 39 39 39 35 34 - 37 32 29 36

Life insurance - 68 67 64 61 60 - 61 56 54 47

All retirement - 53 54 53 50 51 - 53 48 48 49

Defined benefit pension - 35 34 32 28 28 - 27 21 19 20

Defined contribution - 34 35 35 34 37 - 40 36 36 40

Plan type:

Savings and thrift - 17 18 17 18 24 - 26 - 26 - Deferred profit sharing - 14 14 13 11 11 - 11 - 8 - Money purchase pension - 6 6 6 5 5 - 5 - 4 - Employee stock

ownership plan - 1 2 2 2 3 - 2 - 2 - Flexible benefits plan(3) - 6 6 6 6 - - 7 7 - - Full-time Workers

Paid:

Holidays 90 88 87 - 86 85 84 85 87 87 91

Vacations 93 92 92 - 92 92 91 91 90 91 91

Personal leave 16 16 16 - 16 17 18 17 - - - Funeral leave 65 63 65 - 65 65 64 66 - - - Jury duty leave 72 70 71 - 72 71 71 73 - - 77

Military leave 37 37 37 - 33 30 30 32 - - 56

Sick leave 57 57 60 - 57 52 54 53 63 - - Footnotes:

(1) The definition of this benefit was changed from unpaid maternity leave to unpaid family leave in 1993.

(2) The definition of this benefit was changed from sickness and accident insurance to short-term disability benefits in 1995.

(3) Includes plans that offer a choice of two or more benefits.

NOTE: Dashes indicate data were not collected or not tabulated in a given year. In a few cases, data have been revised from those previously

published.
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Employee benefit program 1989-90 1990-91 1991-92 1992-93 1993-94 1994-95 1995-96 1996-97 1999 2000 2003

Unpaid maternity leave/family

leave(1) 27 27 27 - 53 65 64 70 - - - Short-term disability

benefits(2) 34 35 35 - 34 41 40 42 43 39 45

Long-term disability insurance 32 29 31 - 30 31 31 32 32 31 36

Medical care 80 76 77 - 73 71 70 70 64 61 65

Dental care 50 45 46 - 43 42 40 45 39 35 45

Life insurance 79 79 78 - 74 74 73 74 68 65 59

All retirement 62 60 61 - 58 60 61 62 56 55 58

Defined benefit pension 42 39 39 - 33 33 32 32 25 22 24

Defined contribution 40 39 40 - 40 44 46 47 42 42 48

Plan type:

Savings and thrift 20 19 21 - 22 28 31 31 - 31 - Deferred profit sharing 15 15 16 - 13 13 12 13 - 9 - Money purchase

pension 6 7 6 - 6 6 5 6 - 4 - Employee stock

ownership plan 2 2 2 - 2 3 3 3 - 2 - Flexible benefits plan(3) 5 5 6 - 7 7 8 8 9 - - Footnotes:

(1) The definition of this benefit was changed from unpaid maternity leave to unpaid family leave in 1993.

(2) The definition of this benefit was changed from sickness and accident insurance to short-term disability benefits in 1995.

(3) Includes plans that offer a choice of two or more benefits.

NOTE: Dashes indicate data were not collected or not tabulated in a given year. In a few cases, data have been revised from those previously

published.

Table 3. Percent of workers eligible for selected employee benefit plans, private industry and State and local

government, 1991-2003

Employee benefit program 1991-92 1992-93 1993-94 1994-95 1994-96 1996-98 1999 2000 2003

All Workers

Severance pay 25 24 23 22 21 22 - - - Child care benefits 5 4 4 5 5 5 - - - Long-term care insurance 4 4 3 3 3 5 - - - Wellness programs 19 20 19 19 19 21 - - - Employee assistance programs 36 38 37 36 35 38 - - - Job-related educational assistance 49 48 48 46 46 47 - - - Non-job-related educational assistance 12 12 12 11 11 12 - - - Private Industry

Footnote:

(1) In 2003, the definition of child care benefits was expanded to include resource and referral services in addition to child care centers and

financial support.

NOTE: Dashes indicate data were not collected or not tabulated in a given year.
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Employee benefit program 1991-92 1992-93 1993-94 1994-95 1994-96 1996-98 1999 2000 2003

Severance pay 24 23 23 21 - 21 22 20 - Child care benefits(1) 4 4 3 4 - 5 6 4 18

Long-term care insurance 2 3 2 3 - 4 6 7 11

Wellness programs 18 18 17 16 - 19 17 18 - Employee assistance programs 31 33 31 31 - 33 33 - - Job-related educational assistance 47 46 46 44 - 45 41 38 - Non-job-related educational assistance 12 11 11 10 - 11 10 9 - Footnote:

(1) In 2003, the definition of child care benefits was expanded to include resource and referral services in addition to child care centers and

financial support.

NOTE: Dashes indicate data were not collected or not tabulated in a given year.

Table 4. Percent of workers participating in selected employee benefit plans, by worker and establishment

characteristic, private industry, 2003

Medical

care

Dental

care

Life

insurance

All

retirement

Defined benefit

pension

Defined

contribution

All workers 53 36 47 49 20 40

White-collar occupations 58 42 54 59 22 51

Blue-collar occupations 61 38 50 50 24 38

Service occupations 25 18 25 21 7 16

Full-time 65 45 59 58 24 48

Part-time 13 7 9 18 8 14

Union 82 67 61 83 72 39

Non-union 50 33 46 45 15 40

Average wage less than

$15 per hour 40 25 37 35 11 29

Average wage $15 per hour

or higher 72 54 64 70 33 57

Goods-producing

industries 68 50 58 63 31 49

Service-producing

industries 48 32 44 45 16 37

Establishments with fewer

than 100 workers 42 23 33 35 8 31

Establishments with 100 or

more workers 65 51 64 65 33 51

Metropolitan areas 54 37 48 50 21 41

Nonmetropolitan areas 48 29 45 42 14 36
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Table 5. Percent of workers participating in selected employee benefit plans, by worker and establishment

characteristic, private industry, 2003

Paid

vacations

Paid

holidays

Paid jury

duty leave

Paid military

leave

Short-term disability

benefits

Long-term disability

benefits

All workers 79 79 70 50 37 28

White-collar

occupations 84 86 79 59 40 40

Blue-collar occupations 84 85 69 46 44 20

Service occupations 61 54 46 34 20 10

Full-time 91 91 77 58 45 36

Part-time 40 43 45 33 12 4

Union 90 91 85 56 68 27

Non-union 78 78 68 50 34 29

Average wage less than

$15 per hour 73 72 60 42 27 16

Average wage $15 per

hour or higher 90 91 84 64 52 49

Goods-producing

industries 87 90 76 56 54 29

Service-producing

industries 77 76 68 48 32 28

Establishments with

fewer than 100 workers 73 74 57 38 26 18

Establishments with

100 or more workers 87 86 84 64 50 40

Metropolitan areas 79 79 71 51 38 30

Nonmetropolitan areas 79 80 61 44 31 17

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