AI is already embedded in the majority of corporate America’s day-to-day work as adoption continues to accelerate, according to MetLife‘s annual US Employee Benefit Trends Study (EBTS).
According to the report, eight in 10 employers said AI tools are now part of everyday tasks, and 83% said AI is helping employees work faster and more efficiently. However, the report also highlighted rising concern among workers about how quickly technology is changing the nature of work and what that means for their long-term stability.
Employees see benefits – but feel exposed
Even as employers reported efficiency gains, employee unease about AI is intensifying.
According to the study, 61% of employees are worried about ethical and safety risks, including bias, misinformation and lack of accountability, up five percentage points from last year. Another 59% fear that AI will make jobs or skills obsolete faster than new opportunities are created, and 24% said they feel they need to “compete with AI” at work.
Employers acknowledge the strain. Two-thirds (67%) said AI is creating new points of friction or mistrust between employees and management, while 54% said they are struggling to adapt to new ways of working they believe employees expect.
“As AI is rapidly becoming a more significant part of everyday work, many employers are still working through what the integration means for employees and the future of their organizations,” said Shurawl Sibblies, chief human resources at MetLife. “As technology reshapes how work gets done and how performance is measured, providing clarity around expectations and development is critical to driving the best outcomes for employees and businesses.”
Labor market pressures and declining holistic health
The latest findings also showed holistic well-being continues to decline, reinforcing the need for connection at work and benefits that extend beyond core medical coverage and retirement plans. Employers are increasingly looking at expanded voluntary benefits, supplemental health products, financial wellness tools, and social or community-building initiatives as part of their retention and risk-management strategies.
“Employers are being pushed to rethink what employees need to thrive in an AI-enabled workplace,” said Todd Katz, head of group benefits at MetLife. “Supportive benefits play a critical role in helping people manage change, build resilience and stay healthy – while skill development ensures employees can continue to grow and succeed alongside new technology.”
Meanwhile, despite fears about automation, employers do not see AI as a replacement for human capability.
According to the study, 94% of employers believe human-centered skills such as judgment, creativity, collaboration, and problem solving will be highly valuable over the next three years. At the same time, 71% said the ability to work with AI and a willingness to learn new skills are critical for the future.
Learning and development support – including tuition assistance, professional development stipends, or access to online training – is increasingly being discussed alongside traditional health, life, and disability products, particularly in sectors where roles are being redefined by technology.
However, MetLife’s data pointed to a disconnect between how employers think they reward performance and how employees experience it. While 91% of employers say employee contributions are valued and fairly rewarded, only 65% of workers agree. A majority of employees (55%) said success is judged primarily by output, suggesting that many still feel performance is measured on volume and speed rather than on the broader set of skills employers say they value.
Regulatory and risk considerations for benefits providers
Although MetLife’s study focuses on sentiment and workplace experience, its findings sit against a regulatory backdrop that is becoming more attentive to AI’s role in employment and benefits. US regulators have begun issuing guidance on the use of automated decision tools in hiring and HR, while state privacy laws are tightening expectations around the use of health and financial data.
This adds another dimension to how AI is deployed in pricing, eligibility, fraud detection, and engagement. Systems will need to be auditable and explainable, with clear governance to demonstrate that algorithms do not unfairly disadvantage protected groups or undermine promised value under employer plans.