90% Of Workers Plan To Stay With Their Employer, Yet Many Remain Disengaged

Six in 10 workers report high job satisfaction, yet 59% say they often or always do not care about their job and more than half fantasize about quitting

WASHINGTON, D.C. — New research finds that a majority of American workers say they are satisfied with their jobs and expect to remain with their employers, but there are widespread signs of disengagement beneath that apparent stability.

The seventh annual Workplace Wellness Survey, released by the Employee Benefit Research Institute (EBRI) and Greenwald Research, found that 60% of workers are extremely or very satisfied with their current job and 90% plan to stay with their current employer for the next two years. At the same time, 59% report often or always not caring about their job, 55% fantasize about quitting, 52% say they perform at a level below what they are capable of, and 50% say they do just enough to get by at work.

The findings point to a workforce in which employee retention coexists with disengagement, financial pressures and changing expectations about where and how work gets done. The survey also found growing comfort with artificial intelligence alongside increasing concerns about job loss and AI bias, continued resistance to full-time return-to-office requirements and persistent financial vulnerability. The 2026 Workplace Wellness Survey included 1,238 full- and part-time American workers ages 21-64, with online interviews conducted from June 24-July 17, 2026.

Key findings in the report include:

• Workers are generally satisfied with their jobs, but many are disengaged.While 60% report high job satisfaction, 59% say they often or always do not care about their job, 55% fantasize about quitting, 52% say they perform below their capabilities and 50% say they do just enough to get by. Among disengaged workers, 52% say higher wages would help them feel more engaged, followed by more time off (32%), better work-life balance (29%) and a supportive supervisor (26%).
• Workers whose jobs can be performed remotely generally do not want to return to the office full time, but employers may be able to influence whether workers stay. Among workers whose jobs can be done remotely, 22% say they have already left a job because of a return-to-office requirement and another 26% say they would leave because of such a policy. A four-day workweek (41%), additional paid time off (38%), commuting benefits (33%) and private in-office workspaces (30%) are among the incentives most likely to increase their chances of staying. Only 10% say none of the incentives would change their decision.
• Comfort with AI is rising rapidly, but so are concerns about its impact on work. Sixty-seven percent of workers say they are comfortable using AI tools at work and 65% believe AI can help them work more efficiently. At the same time, 53% report often or always using AI to help produce work without thoroughly checking it for accuracy. Forty-seven percent agree that increased use of AI at work may eliminate their job, while 71% are concerned about potential bias in AI-powered tools used for benefits recommendations.
• Problematic debt remains widespread, and workers who are struggling report broader debt burdens. Seven in 10 workers report having problematic debt. Among workers who say debt is a problem, credit card debt remains the most common source at 78%, while personal loan or line of credit debt (62%), medical debt (61%), student loan debt (52%), buy now, pay later loans (43%) and payday loan debt (41%) were reported as problems more often in 2026. Gas also became a substantially greater monthly stressor, increasing from 14% in 2025 to 25% in 2026.
• Financial well-being remains a significant concern even as overall well-being concerns have eased modestly. Among the four areas of well-being measured — financial, physical, mental and workplace — workers reported the greatest concern about their financial well-being, averaging 6 on a 10-point scale. When asked about issues that could impact their finances, 84% were concerned about rising inflation, 82% about the cost of health care, 79% about the cost of health insurance and 77% about rising housing costs.
• Traditional employee benefits continue to play an important role in workers’ financial security, but workers want greater employer contributions and more choice in benefits. Sixty-four percent say retirement savings plans contribute a lot to their financial security and 63% say the same about health insurance. Meanwhile, 45% identify a greater employer financial contribution as one of the most valuable potential improvements to their benefits program, while 33% want greater flexibility and choice in their benefits.
• GLP-1 coverage is becoming more common. One-quarter of workers with health insurance say their current plan covers GLP-1 medications for weight loss, up from 16% in 2025. Forty-five percent of workers agree employers should cover GLP-1 medications for weight loss as part of their health benefit offerings.

“The 2026 survey provides an interesting picture of today’s workforce. Most workers expect to remain with their current employer, yet many also report signs of disengagement,” said Jake Spiegel, senior research associate, EBRI. “At the same time, workers continue to value financial security, flexibility and employee benefits while navigating changes in where and how they work and the growing use of artificial intelligence in the workplace.”

When asked what they value most from an employer aside from income and compensation, workers most often cited work-life balance (49%), followed by flexibility in work schedules (37%), generous paid time off (35%), quality health care coverage (33%) and quality retirement savings benefits (31%). The findings highlight the importance workers place on both workplace flexibility and traditional employee benefits.

To review the complete 2026 Workplace Wellness Survey report, visit https://www.ebri.org/publications/research-publications/issue-briefs/content/2026-workplace-wellness-survey

About The Employee Benefit Research Institute

The Employee Benefit Research Institute is a nonprofit, nonpartisan research organization that has provided independent, objective and fact-based research on employee benefits and financial security since 1978. EBRI combines large-scale administrative databases, nationally recognized surveys, advanced modeling and collaborative research centers to examine retirement security, health benefits and financial well-being. Its research and educational programs bring together employers, policymakers, benefits professionals, financial services organizations, researchers and other stakeholders seeking objective evidence to support informed policy, benefit design and business decisions. EBRI does not lobby or advocate for specific policy outcomes. For more information, visit www.ebri.org.