Selected items posted on blogs during the week ending February 20, 2026

Local Data Protections in Automated Enforcement Explore how cities protect data privacy while using automated enforcement systems responsibly. READ NOW

Fighting AI with AI: How State and Local Governments Can Stop Fraud This thought leadership paper covers common misconceptions about AI in identity verification and the technology components agencies need to combat to prevent AI-driven fraud. Read more to learn how your agency can enhance its approach to identity verification. DOWNLOAD

Maximizing the Benefits of Low/No-Code Platforms in Government This paper explains how public sector leaders are using LCNC to empower staff, apply automation and simplify legacy tech environments. DOWNLOAD 

Navigating the Next Era of Government Work: A Guide for AI Learning and Development This guide shows public sector leaders how to design and implement AI training programs that equip employees at every level -- from frontline staff to senior leadership -- with the skills and confidence to use AI responsibly and effectively.  DOWNLOAD 

Visibility and Resilience: Embracing Autonomous Technologies in Government State and local agencies face expanding attack surfaces, AI-driven threats and staffing gaps that traditional endpoint tools can’t handle. This guide gives IT and security leaders a clear, step-by-step roadmap to real-time endpoint visibility, faster response and modern automation to protect critical services and boost resilience.  DOWNLOAD 

4 Ways Government Organizations Are Driving Efficiency Government and education organizations are under growing pressure to do more with fewer resources. This thought leadership white paper explores four proven ways SLED organizations are driving efficiency through modernization, from process mapping and AI-powered automation to cloud adoption and improved constituent experiences. DOWNLOAD 

The 2026 State of Online Payments This sixth annual report delivers essential insights into how, when, and why Americans are paying their bills digitally.  DOWNLOAD

Simplifying Service Delivery for All: How to Implement Self-Service Tools in Government This publication explores how self-service solutions can transform interactions with government, making services more accessible while reducing administrative burden behind the scenes. DOWNLOAD 

How Smart Police Stations Are Redefining Public Service Self-service kiosks are helping law enforcement agencies deliver faster, clearer service by digitizing high-impact workflows and reducing front-desk demands. READ NOW

Making Budget Information Easier to Read, Find, and Use Most residents want to understand how public dollars are used, but traditional budget documents make that difficult. This guide breaks down why static PDFs and technical language limit engagement, and how agencies are rethinking budget and ACFR publishing to make information easier to follow, easier to update, and easier to access. DOWNLOAD

Medicaid & SNAP: How Automation Addresses New Legislative Mandates  HHS agencies are facing a perfect storm as they work to improve Medicaid and SNAP program administration. Try UiPath Free 

Local government and school audits issued by the New York State Comptroller posted on the Internet

On February 19, 2026, New York State Comptroller Thomas P. DiNapoli announced the following local government and school audits were issued and posted on the Internet.

Click on the text highlighted in color to access the audit.

Newburgh Enlarged City School District – Financial Management (Orange County)

The board and district officials overestimated certain appropriations, underestimated certain revenues, and made unbudgeted year-end transfers totaling $67 million, which collectively reduced the effectiveness of managing the district’s financial condition. The board and district officials also made it appear they needed more funding to meet operational needs than was needed by appropriating fund balance to balance the budget when the appropriations weren’t needed. Because realistic budgets were not adopted, the board and district officials accumulated significant fund balance. The variances between the budgets district officials presented to taxpayers and the district’s actual operational results during the audit period were approximately $87 million. Of the $67 million in year-end transfers, $50.6 million went to the district’s reserves.

Caneadea Fire District – Treasurer’s Records and Reports (Allegany County)

The treasurer did not record and report all financial transactions in a timely and accurate manner, which increased the risk that improper or unauthorized activity could have occurred without detection or correction. Although auditors did not identify any improper or unauthorized activity, the board did not have sufficient information to effectively oversee the district’s financial operations and make informed decisions because financial records and reports were incomplete and inaccurate. If the board had performed an effective annual audit of the treasurer’s records, the errors and omissions identified by auditors might have been detected and corrected.

Town of Palermo – Transparency of Fiscal Activities (Oswego County)

The board did not conduct or provide for an annual audit of the supervisor’s financial records and reports for fiscal year 2024 in accordance with state law. In addition, the supervisor did not prepare and file the 2021 through 2024 Annual Financial Reports with DiNapoli’s office, as required. The supervisor also did not provide the board with complete, accurate and reliable monthly financial reports. Had the board received complete, accurate and reliable monthly reports and conducted an annual audit of the supervisor’s books, records and documents, it may have identified and potentially helped remedy these issues.

Beekmantown Fire District No. 1 – Investment Program (Clinton County)

Auditors determined that the district’s investments were legal, safe and liquid. However, officials did not develop and manage a comprehensive investment program. For example, officials did not prepare monthly cash flow forecasts to estimate funds available for investment or solicit interest rate quotes from financial institutions. During the 25-month audit period, the district earned $114 in investment earnings, even though it had an average of $530,000 available to invest each month. Had officials considered alternative legally permissible investment options, the district may have increased the investment earnings by more than $52,000.

Beekmantown Fire District No. 1 – Board Oversight (Clinton County)

The board did not adequately oversee the district’s financial operations related to maintaining accounting records, preparing bank reconciliations, submitting monthly and annual financial reports, auditing and approving claims and performing annual audits. The board did not provide oversight of the secretary-treasurer’s duties related to maintaining the accounting records. Auditors reviewed 257 disbursements for claims paid totaling $222,372 and identified several deficiencies in the records. The inadequately maintained accounting records also prevented the treasurer from being able to properly reconcile the district’s bank accounts during the audit period. The board also did not ensure that the treasurer submitted adequate monthly financial reports or that the treasurer prepared and filed an Annual Financial Report (AFR) each year. As a result, as of Jan. 31, 2025, the district’s AFRs for the 2019 through 2023 fiscal years were between 337 and 1,798 days late.

Village of Churchville – Financial Management (Monroe County)

The board did not effectively manage fund balance in accordance with its fund balance policy, which resulted in the general fund’s unrestricted fund balance exceeding the 30% maximum limit for the past three fiscal years. The board also inappropriately allocated board member and village attorney salaries and benefits totaling $117,709 to the sewer fund instead of the general fund in the 2022-23 through 2024-25 fiscal years. As a result, there is an inaccurate depiction of the actual financial condition of the general and sewer funds. The board also did not adopt or develop comprehensive, written, multiyear financial or capital plans, or a written reserve policy, or receive and review budget status reports, which could have assisted in developing and adopting more accurate budgets and planning for the village’s financial future.

An applicant for disability retirement benefits bears the burden of proving that he or she is permanently incapacitated

Petitioner, a police officer, filed separate applications for accidental and performance of duty disability retirement benefits alleging that he was permanently incapacitated from the performance of his duties as the result of injuries suffered while he was a passenger in a police car that struck a deer. 

Both applications were denied by the New York State and Local Retirement System [System] based upon a finding that Petitioner was not permanently incapacitated from the performance of his duties. Following a hearing and redetermination, a Hearing Officer sustained the denials and, upon administrative review, the System affirmed the Hearing Officer's decision. Petitioner then commenced the instant CPLR Article 78 proceeding challenging the System's determination.

As an initial procedural matter, the Appellate Division, by majority opinion, indicated it was "unpersuaded by [Petitioner's] argument that the [System's] determination is arbitrary and capricious or lacking in substantial evidence insofar as it was based upon the review of an incomplete record that did not include certain outstanding medical records".

The decision, however, noted that "Petitioner's counsel had several opportunities to admit the outstanding medical records into evidence during the administrative hearing and instead relied upon his client's statement that the Retirement System had all of his records" and never moved the medical records into evidence despite ample opportunity to do so, including even after the Retirement System reminded him that such records were not in evidence."

Under the circumstances, the Appellate Division concluded that the Hearing Officer appropriately decided the applications on the record before it, and the System was justified in rendering the final administrative determination based upon such record.

Turning to the merits of the Systems determination, the Appellate Division, citing Matter of Hannon v DiNapoli, 226 AD3d 1122 and other decisions, pointed out that "[i]n connection with any application for accidental or performance of duty disability retirement benefits, the applicant bears the burden of proving that he or she is permanently incapacitated from the performance of his or her job duties".

Further, where, as here, there is conflicting medical evidence, the Appellate Division observed that the System "is vested with the exclusive authority to weigh such evidence and credit the opinion of one medical expert over another", and its review of the System's determination "is limited to ascertaining whether it is supported by substantial evidence".

Although the said that in its view, although there was medical evidence that could support a contrary conclusion, the rational testimony and opinion of a witness based upon his examination of Petitioner and review of Petitioner's medical records provides substantial evidence to support the determination that Petitioner was not permanently incapacitated from performing his job duties and the System was free to credit that witnesses' opinion over that of Ppetitioner's treating physician.

Accordingly, the majority said it found "no reason to disturb [the System's] determination denying [Petitioner's] applications for accidental and performance of duty disability retirement benefits".

Garry, P.J., dissenting, Mackey, J. concurring in the dissent, said "We do not disagree that the Hearing Officer acted well within his authority at every stage of these proceedings, nor that [Petitioner's] counsel bears primary responsibility for the state of the record. However, arbitrary and capricious review is not concerned with fault. The inquiry is whether the administrative entity's ultimate determination was rational — that is, whether it was made with a sound basis in reason and with due regard to the relevant facts (see generally Matter of Pell v Board of Educ. of Union Free School Dist. No. 1 of Towns of Scarsdale & Mamaroneck, Westchester County, 34 NY2d 222, 231 [1974]). Here, [the System] rendered a final merits determination while fully aware that extensive, post-application surgical records — directly bearing on several sites of injury — existed, had been repeatedly referenced in this proceeding, were in the possession of the New York State and Local Retirement System and had never been evaluated. Put another way, the determination being upheld here is not arbitrary because the Hearing Officer acted inappropriately; it is arbitrary because the ultimate question of permanent incapacity was resolved on a record that was universally understood to not reflect the facts and underlying medical reality of [Petitioner's] conditions. In light of these foundational concerns as to the substantive reliability of the determination before us, albeit resulting from counsel's abysmal performance with respect to the outstanding records, we respectfully dissent".

Click HERE to access the Appellate Division's majority's decision and the minority's dissent. 

Employee terminated after failing to comply with a vaccine mandate not entitled to a pre-termination hearing as such compliance is a condition of employment

The Commissioner of the New York City Department of Health and Mental Hygiene issued an order [Vaccine Mandate] requiring, among others, employees of the New York City Department of Education [DOE] to be vaccinated against COVID-19 and provide proof of such vaccination. 

Following arbitration between the DOE and the United Federation of Teachers [UFT], the union representing a majority of teachers in New York City public schools, an arbitrator issued an award [the Impact Award] which established a process for the implementation of the vaccine mandate. The Impact Award provided, among other things, that:

1. "Any unvaccinated employee who has not requested an exemption . . . , or who has requested an exemption which has been denied, may be placed by the DOE on leave without pay";

2. That "[Employees] who become vaccinated while on such leave without pay and provide appropriate documentation . . . prior to November 30, 2021, shall have a right of return to the same school,"; and

3. That beginning December 1, 2021, the DOE "shall seek to unilaterally separate such employees who remained on leave without pay".

On October 2, 2021, Petitioner was placed on leave without pay by DOE after failing to submit proof of vaccination by the deadline. Petitioner then commenced the instant proceeding pursuant to CPLR Article 75 to vacate the Impact Award and pursuant to CPLR Article 78, to review the DOE's determination dated October 2, 2021, placing Petitioner "on leave without pay, alleging, inter alia, that the DOE violated Education Law §§3020 and 3020-a by doing so without providing Petitioner hearings under those statutes".

DOE cross-moved to dismiss the Plaintiff's petition. Supreme Court, among other things, granted the DOE's cross-motion, denied Plaintiff's petition, and, in effect, dismissed the proceeding. The Petitioner appealed the Supreme Court's ruling.

The Appellate Division, noting that Petitioner was not a party to the arbitration between the DOE and the UFT, concluded that Petitioner "does not have standing to seek review of the Impact Award". The Appellate Division then explained, "... contrary to the [Petitioner's] contention, she was not entitled to the hearing procedures outlined in Education Law §§3020 and 3020-a before being placed on leave without pay for failure to comply with the vaccine mandate because the mandate is a condition of employment".

Accordingly, the Appellate Division held that "Supreme Court properly granted the [DOE's] cross-motion pursuant to CPLR 3211(a) and 7804(f) to dismiss the petition, denied the petition, and, in effect, dismissed the proceeding.

Click HERE to access the Appellate Division's decision posted on the Internet.

Challenging a New York State Workers' Compensation Board ruling that a claimant's death was causally related to exposure to COVID-19 in the course of his or her employment

New York State's Workers' Compensation Law §21(1) provides a presumption that an accident that occurs in the course of employment arises out of that employment. However, the statutory presumption cannot be used "to establish that an accident occurred in the first instance, and it does not wholly relieve a claimant of the burden of demonstrating that the accident occurred in the course of, and arose out of, the claimant's employment".

Claimant's husband [Decedent], began suffering from a fever and flu-like symptoms and  went to a clinic complaining of a high fever and respiratory distress. Transported to a hospital emergency room, Decedent tested positive for COVID-19 and after being discharge, was readmitted to the hospital after experiencing "a syncopal episode and was found to have myoclonus and presumed anoxic brain injury". Decedent later died from cardiac arrest due to or as a consequence of respiratory failure and COVID-19. 

Claimant — Decedent's widow — filed a claim for workers' compensation in a death case. The employer controverted the claim contending, among other things, that Decedent did not sustain a compensable accident. 

A Workers' Compensation Law Judge [WCLJ] established the claim for a work-related injury involving death and made an award of benefits. The Employer sought an administrative review of the WCLJ's ruling.

The New York State Workers' Compensation Board [Board] affirmed the WCLJ's decision establishing the claim, finding that the Decedent had sustained an accident arising out of and in the course of his employment that resulted in a causally related death based upon the medical evidence of a positive COVID-19 test result' and credible testimony about the prevalence of COVID-19 in decedent's workplace when he contracted the virus. The employer appealed.

The Appellate Division affirmed the Board's decision, noting that "The contraction of COVID-19 in the workplace reasonably qualifies as an unusual hazard, not the natural and unavoidable result of employment and, thus, is compensable under the Workers' Compensation Law". 

Citing Matter of Flores v Wellwood Cemetery Assoc., Inc., 232 AD3d 1003, the Appellate Division's decision notes that "Whether a compensable accident has occurred in the first instance is a question of fact to be resolved by the Board, and its determination in this regard will not be disturbed where supported by substantial evidence".

In the words of the Appellate Division, "... the claimant bears the burden of establishing:

1. "That the subject injury arose out of and in the course of his or her employment; and  

2. "Must demonstrate, by competent medical evidence, the existence of a causal connection between his or her injury and his or her employment".

In this instance, Appellate Division noted that a claimant may meet his or her burden to show that an injury arose in the course of employment by demonstrating the claimant:

1. "Suffered a specific exposure to COVID-19 or a prevalence of COVID-19 in the work environment so as to present an elevated risk of exposure constituting an extraordinary event; or 

2. "Had significant contact with the public in communities with high rates of COVID-19 infection; or 

3. "Was employed in a workplace experiencing high rates of COVID-19 infection".

Opining that as the sole arbiter of witness credibility, "the Board has broad authority to resolve factual issues based on credibility of witnesses and draw any reasonable inference from the evidence in the record."

Click HERE to access the Appellate Division's decision posted on the Internet.

Today is Presidents Day, a federal holiday celebrated in the United States of America

Presidents Day, a federal holiday since 1879, was established to honor George Washington's birthday. Presidents Day, a day to honor all Presidents of the United States of America, was observed on Feb. 22, regardless of which day of the week it fell on. However, the Uniform Monday Holiday Law, which was enacted in 1971, implemented a new policy shifting the observation of certain federal holidays to a Monday, thereby creating more three-day weekends for celebration.

Selected items posted on blogs during the week ending February 13, 2026

Building and Evaluating an RFP for Digital Grants Software This guide gives public sector professionals  FP. Learn how to set expectations, streamline responses, and select a solution that fits your mission and your budget. DOWNLOAD

Five Ways Government Leaders Boost Transparency and Trust Learn how public-sector agencies strengthen community confidence through improved transparency and accountability. READ NOW

2026 Public Safety Trends Report The 2026 Public Safety Trends Report delivers five critical insights from frontline voices across the U.S. and U.K. Learn how leading agencies are using AI, cybersecurity, data and unified systems to strengthen response, improve morale, and operate with more clarity and confidence.  DOWNLOAD

Next-Level Permitting Service Starts with Modernization Discover how Citrus County streamlined 20,000 permits annually through a customer-first digital approach. Listen now

How to Implement Self-Service Tools in Government This publication explores how self-service solutions can transform interactions with government, making services more accessible while reducing administrative burden behind the scenes. DOWNLOAD

The 2026 State of Online Payments This sixth annual report delivers essential insights into how, when, and why Americans are paying their bills digitally.  DOWNLOAD

4 Ways Government Organizations Are Driving Efficiency Government and education organizations are under growing pressure to do more with fewer resources. This thought leadership white paper explores four proven ways SLED organizations are driving efficiency through modernization, from process mapping and AI-powered automation to cloud adoption and improved constituent experiences. DOWNLOAD

A Roadmap for Modernizing Government from the Inside Out State and Local government CIOs are leading through rapid change. Their remit is expanding as AI, data and cybersecurity reshape government. This paper discusses the four core priorities CIOs must focus on to meet this moment: modernizing legacy systems, advancing data and AI maturity, leading enterprise security and driving operational efficiency. DOWNLOAD

2026 Public Safety Trends Report The 2026 Public Safety Trends Report delivers five critical insights from frontline voices across the U.S. and U.K. Learn how leading agencies are using AI, cybersecurity, data, and unified systems to strengthen response, improve morale, and operate with more clarity and confidence. DOWNLOAD

The New York State Common Retirement Fund was estimated to be $297.8 billion as of December 31, 2025

New York State Comptroller Thomas P. DiNapoli reported that estimated value of the New York State Common Retirement Fund (Fund) was $297.8 billion as of December 31, 2025, end of the third quarter of State Fiscal Year 2025-26. Fund investments returned an estimated 2.44% for the quarter and 12.50% for the first nine months of the fiscal year.

"The state pension fund continued to grow over the third quarter,” DiNapoli said. “Drops in the stock market, inflation, slower job growth and broader economic volatility remain risks, however. Fortunately, my team manages the state pension fund prudently, with a diversified portfolio that can weather economic storms and provide retirement security for the pension fund’s more than 1.2 million working and retired members and their beneficiaries.”

The Fund's audited value was $273.1 billion as of March 31, 2025, the end of the state’s previous fiscal year.

As of Dec. 31, 2025, the Fund had 40.0% of its assets invested in publicly traded equities. The remaining Fund assets by allocation are invested in cash, bonds, and mortgages (23.3%), private equity (13.8%), real estate and real assets (14.0%), and credit, absolute return strategies, and opportunistic alternatives (8.9%).

The Fund’s long-term expected rate of return is 5.9%.

DiNapoli initiated quarterly performance reporting by the Fund in 2009 as part of his ongoing efforts to increase accountability and transparency. A recent independent fiduciary and conflict of interest review recognized the Fund for its exemplary investment oversight, risk management, and ethical governance.

No hearings scheduled for proposed amendments to family sick leave attendance rules available to certain Managerial or Confidential employees within the meaning of Article 14 of the Civil Service Law

On February 11, 2026 a notice was posted in the State Register indicating that will be no hearings held with respect to proposed amendments to rules providing for family sick leave available to certain employees serving in positions designated managerial or confidential [M/C] for the purposes of Article 14 of the New York State Civil Service Law. 

The proposed changes are set out below: 

PROPOSED RULE MAKING -- NO HEARING(S) SCHEDULED

Family Sick Leave I.D. No. CVS-06-26-00007-P 

PURSUANT TO THE PROVISIONS OF THE State Administrative Procedure Act, NOTICE is hereby given of the following proposed rule:

Proposed Action: This is a consensus rule making to amend section 28- 1.3 of Title 4 NYCRR. 

Statutory authority: Civil Service Law, section 6(1) Subject: Family Sick Leave.

Purpose: To increase amount of annual family sick leave from twenty-five (25) to thirty (30) days for eligible M/C employees.

Text of proposed rule: 

Subdivision (f)(1) of Section 28-1.3 of Article 2 of the Attendance Rules for Employees in New York State Departments and Institutions is amended to read as follows:

(f) In addition to personal illness of the employee, the following types of absence, when approved by the appointing authority, may be charged against accumulated sick leave credits:

    (1) illness or death in the employee’s family; provided however the charge for such absence shall not exceed a maximum of [25] 30 days in any one year.

Text of proposed rule and any required statements and analyses: May be obtained from: Jennifer Paul, NYS Department of Civil Service, Empire State Plaza, Agency Building 1, Albany, NY 12239, (518) 473-6598, email: commops@cs.ny.gov

Data, views or arguments: May be submitted to: Eugene Sarfoh, Counsel, NYS Department of Civil Service, Empire State Plaza, Agency Building 1, Albany, NY 12239, (518) 473-2624, email: public.comments@cs.ny.gov

Public comment will be received until: 60 days after publication of this notice.

Consensus Rule Making: Determination Section 6(1) of the Civil Service Law authorizes the State Civil Service Commission to prescribe and amend suitable rules and regulations concerning leaves of absence for employees in the Classified Service of the State. The Office of Employee Relations (OER) has announced an increase in the available number of accrued sick leave days per calendar year that are available for employees serving in managerial or confidential (unrepresented) positions to charge for an illness or death in the family.

Consistent with Commission practice, significant changes to State leave policies are incorporated, as appropriate, as amendments or additions to the Attendance Rules for Employees in New State Departments and Institutions (Attendance Rules). Accordingly, an amendment is proposed to section 28-1.3(f)(1) of the Attendance Rules, applicable to employees serving in unrepresented positions. 

As no person or entity is likely to object to the rule as written, the proposed rule is advanced as a consensus rule pursuant to State Administrative Procedure Act (SAPA) §202(1)(b)(i). Employees in represented New York State positions will be eligible to obtain or have already been granted equivalent benefits through the collective bargaining process.

Job Impact Statement: By amending Title 4 of the NYCRR to provide for an increase in the number of accrued sick leave days that may be accrued by certain New York State employees serving in unrepresented positions for an illness or death in the family, this rule will not negatively impact jobs or employment opportunities for eligible employees, as set forth in section 201- a(2)(a) of the State Administrative Procedure Act (SAPA). Therefore, a Job Impact Statement (JIS) is not required by section 201-a of such Act.

Procedures requiring employees to be tested for COVID-19 and to be vaccinated are subject to mandatory collective bargaining

New York State's Public Employment Relations Board [PERB], after a hearing, held that New York State Unified Court System's [UCS] failure to engage in collective bargaining negotiations with a certified or recognized employee organization over UCS' COVID-19 testing and vaccine policies were in violation of the Public Employees' Fair Employment Act [the "Taylor Law]. 

UCS appealed PERB's determination, challenging its "interpretation or application" of the statutes or regulations it relied upon.  Supreme Court, applying the "arbitrary and capricious standard", granted PERB's motions to dismiss the UCS petition. 

UCS then appealed the Supreme Court's determination but the Appellate Division unanimously affirmed the Supreme Court's ruling, noting that UCS challenged only PERB's "interpretation or application of a statute or regulation". The Appellate Division's decision noted that applying either the arbitrary and capricious standard or the substantial evidence standard PERB had rationally found, based on the record before it, that UCS's procedure implementing its decision to require employees to be tested for COVID-19 and, later, to be vaccinated, "was not excluded from mandatory bargaining with respondent unions". 

Citing Matter of City of Long Beach v New York State Pub. Empl. Relations Bd., 39 NY3d 17, the Appellate Division explained that even if an employer has the undisputed right to make a particular decision that is not subject to mandatory collective bargaining, "the [employer] must negotiate the procedures necessary to effectuate that right".

Observing that PERB "As the agency charged with implementing the fundamental policies of the Taylor Law, PERB is presumed to have developed an expertise and judgment that requires courts to accept its decisions with respect to matters within its competence" and, citing Civil Service Law §205[5][d], opined that the challenged remedy directing UCS to make bargaining unit members whole for any "loss of pay and/or benefits" suffered was authorized by law, and was "reasonably applied under the circumstances".

Click HERE to access the Appellate Division's decision posted on the Internet. 

The Employee Benefit Research Institute's Sixth Annual Workplace Wellness Survey posted on the Internet

The Employee Benefit Research Institute's sixth Annual Workplace Wellness Survey finds workers value balance and benefits, but disengagement persists as inflation and health costs remain top worries.

While American workers report easing concerns about their personal finances compared with recent years, worries about overall well-being are on the rise according to findings from the Sixth Annual Workplace Wellness Survey, released on February 9, 2026, by the Employee Benefit Research Institute (EBRI) and Greenwald Research. Inflation and health care costs continue to be the most significant sources of concern for workers.

The survey finds that although a majority of workers are satisfied with their jobs and value work-life balance, many feel disengaged and uncertain about the economy, health care affordability and long-term security.

The Sixth Annual Workplace Wellness Survey examined worker attitudes toward employment-based benefits in the workplace, as well as a broad spectrum of financial and mental well-being, employment-based health insurance and retirement benefit issues. A total of 1,401 American full-time and part-time workers ages 21–64 were interviewed. Information was gathered through 20-minute online survey interviews conducted from July 18–August 5, 2025.

“Even as workers tell us their personal financial stress has eased compared with a few years ago, inflation and health care costs remain persistent pressure points—and that strain is showing up in rising concerns about overall well-being. The results suggest employers have an opportunity to strengthen engagement by pairing competitive benefits with greater flexibility and support that helps people feel more secure,” said Jake Spiegel, senior research associate, EBRI.

Key findings in the new research report include:

• Concerns about physical, mental and workplace well-being have climbed slightly, but financial well-being concerns have eased since 2022. Concern about physical, mental and workplace well-being was slightly higher in 2025, with workers rating their level of concern an average of 5.8 out of 10. Additionally, there was a general trend of concern about financial well-being decreasing, with financial well-being concerns dropping from 6.9 to 6.3 between 2022 and 2025. Concerns about the economy going into a recession impacting finances in the next 12 months was the same as 2024 (80%), but 40% said the U.S. economy is currently in a recession. Inflation (89%), the cost of health care (87%) and the cost of health insurance (86%) are other top concerns for American workers.
 
• Fifty-six percent of workers were very or extremely satisfied with their current job, with only 13% expressing dissatisfaction. About 66% of the workers reported that their employers’ efforts to help employees manage their overall well-being has stayed the same, with 23% saying efforts have increased. Just over one-third rated their employer highly in improving their financial well-being. Work-life balance (53%) and doing meaningful work (42%) contributed most to workers’ sense of workplace well-being. 

• Work-life balance continues to be valued by American workers. Over half (53%) of the workers indicated that work-life balance is one of the top three benefits valued most, outside of income and compensation. Eight in 10 workers were at least somewhat satisfied with the PTO benefits they get at work. While paid vacation and paid sick time were still the PTO benefits offered most frequently, paid volunteer time (24%), paid sabbatical (20%), child care (20%) and elder care assistance (14%) all increased in 2025.

• Workers reported similar satisfaction with their benefits package as in prior years, with top suggestions for improvement being a greater employer contribution and more flexibility of benefits to choose from. Over four in 10 workers were extremely/very satisfied with their benefits package, in line with prior years. Top improvements suggested were greater financial contributions from their employer (48%), more flexibility of choice (34%), more resources/benefits to help with financial well-being (33%) and PTO conversion (31%). Health insurance was most often mentioned as a top benefit when deciding whether to stay at a current job or leave (72%), followed by a retirement savings plan (62%).

• Workers were somewhat open to using artificial intelligence (AI) as a tool to help navigate benefits and finances, but significant shares were skeptical. Half of the workers are comfortable using AI-powered tools or resources to help manage their finances and a similar share is comfortable using AI tools for customized employee benefit plan recommendations. Generally, workers are comfortable using AI tools to do their own work (61% agree) and over half say that AI tools can help them do their job more efficiently. Yet more than a third are concerned that increased use of AI may eliminate their job, which is an increase from 2024.

“Work-life balance continues to be a defining priority for workers, and this year’s findings suggest they’re looking for benefits that don’t just exist on paper but make day-to-day life easier—whether that’s more flexible work schedules, time off or benefit options they can tailor to their needs. At the same time, we’re seeing cautious interest in using AI to help people navigate benefits and finances, paired with real skepticism and worry about what expanded AI use could mean for jobs. The takeaway from this research is that employers have an opportunity: pair stronger flexibility and modern, understandable benefits with responsible, transparent use of AI that builds trust and helps employees feel more supported,” said Greg Hershberger, managing director, Health and Benefits, Greenwald Research.

To review the complete 6th Annual Workplace Wellness Survey report, visit  https://www.ebri.org/health/Workplace-Wellness-Survey.

The survey was made possible with support from AARP, Evernorth, Fidelity Investments, Mercer, Morgan Stanley, Mutual of Omaha, National Rural Electric Cooperative Association, Unum Group and Voya Financial.

The Employee Benefit Research Institute is a non-profit, independent and unbiased resource organization that provides the most authoritative and objective information about critical issues relating to employee benefit programs in the United States. The organization also coordinates activities for the Center for Research on Health Benefits Innovation, Financial Wellbeing Research Center, Retirement Security Research Center and produces a variety of leading industry surveys during the year. 

For more information, visit www.ebri.org.

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