Affordability is a major concern for employers, with discussions frequently focusing on healthcare expenses, out-of-pocket costs, and wage pressures. Employees are facing similar financial challenges – and it’s impacting how they use and experience their benefits, including disability and leave.

Recent findings from MetLife’s 2026 U.S. Employee Benefit Trends Study (EBTS) find that half (50%) of employees say they often delay or avoid seeking medical care because of out-of-pocket costs, while 83% cite rising living expenses and medical costs as their top stressors.

These pressures don’t disappear when a health event occurs – they often intensify, influencing when employees step away from work and how smoothly recovery unfolds. This can ultimately impact their recovery time and ability to perform when they return to work. For employers, there are implications for workplace engagement, productivity, and overall resilience.

Financial Strain Doesn’t Stop at Medical Costs

For many employees, financial pressures can force difficult tradeoffs. They may unexpectedly suffer a significant health event and realize that while medical costs are covered, they do not have a way to replace their income while taking a leave of absence. Some may not even realize they lack income protection – only 55% of employees can say definitively whether their employer even offers disability insurance, according to LIMRA.

MetLife’s EBTS data further underscores a growing education and awareness gap – only 57% of employees say they completely understand what is and is not covered by their benefits – down from 63% just two years ago. As benefit programs become more critical safety nets, confusion in a moment of need can add to financial and physical stress and complicate recovery.

Disability as a Workforce Resilience Indicator

Disability and leave programs sit at a critical intersection between employee health and business continuity. When they are clear, coordinated, and supportive, they help employees focus on recovery. When they are fragmented or poorly communicated, they can unintentionally amplify financial and emotional strain.

Disability coverage is more than just income protection – it can be a stabilizing force when financial pressure and health challenges intersect. This is why disability can no longer be viewed solely as a coverage or compliance function. It has become a key component of broader workforce resilience – especially as affordability pressures persist.

Turning Insight Into Action

As affordability realities increasingly shape employee sentiment, employers can take several practical steps to strengthen how their programs support employees and maintain continuity:

• Clarify disability and leave support early – and often: MetLife’s EBTS consistently shows gaps between what employees need and what they understand about their benefits. Providing simple, ongoing education beyond enrollment can help employees understand what’s covered, where to go, and what to expect before a health event occurs.
• Promote earlier engagement to shorten and smooth recoveries: When employees delay care due to cost concerns, recovery often takes longer. Promoting early outreach, guidance, and care navigation so employees don’t wait until issues escalate can reduce avoidable disruption during leave.
• Integrate programs and use claim duration as a business signal: Fragmented systems can leave employees unsure where to turn. Improving coordination across disability, leave, and related benefits can reduce friction during a stressful time. And because longer recovery timelines affect productivity, team capacity, and workforce planning, monitoring claim trends can help employers anticipate risk rather than react to it.

Moving Beyond Coverage

Affordability can shape how employees seek care, experience leave, and return to work. As financial pressures persist, disability and leave programs play an increasingly visible role in determining whether health events become manageable disruptions or prolonged challenges.

Employers who approach disability through a broader affordability and workforce resilience lens will be better prepared to support employees – and protect business stability – in an environment where pressure on both continues to mount.