Tying the size of the paycheck deduction to the level of pay. In 2022, the use of salary-based contributions rose just slightly among all large employers (from 17% to 18%) but from 29% to 34% of employers with 20,000 or more employees.

Easing financial barriers to seeking care. High deductibles can be hard on those with little savings or chronic health conditions. More than one-third of large employers offer a plan option with no deductible or a very low deductible and minimal out-of-pocket cost when care is needed, such as a copay plan. To make a high-deductible plan more manageable, some employers are providing larger HSA account contributions to employees who earn less.

Employers also are providing other forms of support to address financial wellness:

• Free or subsidized meals at work are offered by 21% of large employers or are planned for 2024, and employer-provided or subsidized transportation (such as a commuter card) is provided by 18%. Both benefits also may encourage employees to work onsite.
• About the same percentage of employers are assisting those working remotely by subsidizing phone and/or internet costs (21%) or providing a stipend for setting up and maintaining a home office (19%).
• Student loans can be a major financial burden. Twelve percent of large employers will contribute to loan repayment, while 14% provide refinancing assistance.
• A small but growing number of organizations offer lifestyle accounts to help employees afford life-enhancing pursuits such as hobbies, wellbeing activities or adventure. The survey found that 13% of large employers offer a lifestyle account or plan to in 2024. Although this benefit is most common among high-tech employers (32%), it also is offered by nearly 1 in 10 employers in wholesale and retail.

Read more: The future of employer-sponsored health care

"Looking ahead to 2024, it seems likely that employers will be challenged to absorb higher health care cost increases," said Beth Umland, director of health research for Mercer. "But budget concerns must be balanced with the need to safeguard health care affordability. And, especially in a time of inflation, employees value benefits that support their financial wellbeing — an important consideration for employers looking to differentiate themselves in a tight labor market."