More than three-quarters of employees intend to remain with their current employer, the 2026 Employee Benefit Trends Study from MetLife found. However, 56% of them are "job hugging," or staying not because a sense of loyalty but out of necessity in a volatile economy.
"As employees cling to their jobs for security, retention alone can give employers a false sense of stability, even as wellbeing, engagement and productivity quietly erode," said Todd Katz, head of U.S. Group Benefits at MetLife. "This puts renewed pressure on employers to strengthen their cultures, leadership and benefits in ways that foster real connection and true commitment."
One-third of workers said their primary reason for staying is that the uncertain job market makes it too risky to leave, as financial confidence among employees has fallen to its lowest level since 2012. The consequences of this dynamic are significant. Only 18% of employees say they plan to stay with their employer because they truly want to. Employees who stay out of necessity experience much weaker outcomes. Only half are actively engaged in their work, and they are 54% less likely to be holistically healthy, resulting in higher risks of absenteeism and lower productivity.
Connection -- including feeling seen, valued and supported at work -- is now the strongest predictor of employee wellbeing, engagement and commitment. When employees feel connected at work, they are three times more likely to be holistically healthy, twice as likely to be engaged and three times more likely to stay because they want to, not because they have to.
"Together, these findings show that connection is what separates surface-level stability from a workforce that is resilient, productive and built to perform under pressure," the report said. "Without it, outcomes stall and loyalty weakens."
Connection grows when employees feel a sense of belonging at work, are supported in their professional growth and are recognized for their contributions. These experiences often are shaped by leaders, workplace culture and benefits that reinforce support beyond compensation alone, according to the study's qualitative findings.
"Forging genuine commitment begins when employees feel seen, supported and valued, not just retained," Katz added. "Benefits that adapt to employees' need and are clearly communicated reinforce trust, strengthen connection and help organizations move beyond transactional loyalty toward more meaningful, sustainable outcomes."
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