Transcript Company Size Insights - Benefits from MetLife

Study of International Employee
Benefits Trends
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L080957192(exp0810)MLIC-LD
The Employee Benefits Advantage:
Leveraging a Global Perspective
Benefits practices vary significantly from country to country based on government social
programs, size and competitiveness of labor markets, and national culture and tradition.
DIVERSE ECONOMIES AND DEMOGRAPHICS
GDP
POPULATION
MEDIAN
AGE (YEARS)
LIFE EXPECTANCY
AT BIRTH (YEARS)
INDIA
$ 4.2 trillion
1.1 billion
23.8
63.5
MEXICO
$ 1.2 trillion
107.0 million
25.6
75.4
AUSTRALIA
$681 billion
20.2 million
36.7
80.6
UNITED
KINGDOM
$ 2.1 trillion
59.7 million
38.9
78.9
UNITED
STATES
$ 13.2 trillion
299.0 million
36.0
77.7
GDP = Purchasing power parity in international dollars, 2006.
All other figures as of 2005.
Source: World Bank (GDP and life expectancy), World Health Organization (population), United Nations (median age).
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
MORE DEVELOPED
The Employee Benefits Advantage:
Leveraging a Global Perspective
•Aging population
•Longevity
•New family dynamics
Using history as a guide, we know that
economic development in individual countries
tends to follow a familiar pattern.
•Pressure on social
security and health
care systems
•Retirement concerns
•Work life balance
•Work force migration
•Spending power
•Healthier lifestyles
•Improved health care
LESS DEVELOPED
•Decline in birthrates
•Business expansion
•Employee opportunities
•New competition
•Rapid growth
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
Overview
L0710119824(exp0711)
The Employee Benefits Advantage:
Leveraging a Global Perspective
In both developing and developed markets, vast populations are underinsured and
unprepared for retirement.
India
 55% of employees surveyed have not assessed income needs in case of disability
 20% have taken any retirement planning steps
Mexico
 62% of employees surveyed have not taken steps to determine their household’s life
insurance needs
 19% have taken retirement planning steps
Australia
 58% have not taken steps determine their household’s life insurance needs
 43% have taken retirement planning steps
U.K.

22% of employees surveyed have not taken steps to determine their household’s life
insurance needs

70% have taken steps to determine their needs for retirement income
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
Overview
L0710119824(exp0711)
The Employee Benefits Advantage:
Leveraging a Global Perspective
Employees surveyed in these countries cite having enough money to live on and paying bills
after a sudden income loss among their top financial concerns. For employees surveyed in
the U.S., India and Mexico, health insurance is also among the top three financial concerns.
TOP THREE FINANCIAL CONCERNS AND WORK/LIFE GOALS OF EMPLOYEES
#1
#2
#3
INDIA
Health insurance
Job security
Enough money to
live on
MEXICO
Job security
Paying bills during
sudden income loss
Health insurance
AUSTRALIA
Enough money to
live on
Paying bills during
sudden income loss
Job security
UNITED
KINGDOM
Job security
Enough money to
live on
More time to spend
with family
UNITED
STATES
Paying bills during
sudden income loss
Enough money to
live on
Health insurance
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
The Employee Benefits Advantage:
Leveraging a Global Perspective
Employers have an opportunity to find better ways of attracting and retaining good workers
in a tight labor market. In the highly developed markets of the U.K. and Australia, “retaining
employees” is named most frequently by employers as a benefits objective.
MOST IMPORTANT BENEFITS OBJECTIVES CITED BY EMPLOYERS OFFERING BENEFITS
#1
#2
#3
INDIA
Controlling health and
welfare benefits costs;
increasing employee
productivity
Helping employees
make better financial
decisions
Addressing more
of employees’
different needs
MEXICO
Increasing employee
productivity
Increasing employee
job satisfaction
Controlling health and
welfare benefit costs
AUSTRALIA
Retaining employees
Increasing employee
productivity
Increasing employee
job satisfaction
UNITED
KINGDOM
Retaining employees
Attracting
employees
Increasing employee
job satisfaction
UNITED
STATES
Retaining employees
Controlling costs
Increasing employee
productivity
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
Overview
L0710119824(exp0711)
The Employee Benefits Advantage:
Leveraging a Global Perspective
A set of common challenges faces employers in
the countries surveyed, including:






Recruiting and retaining the best employees
Increasing productivity of employees
Managing the costs of benefits
Employees’ need for financial planning
Employees’ need for financial protection
The diminishing role of the state in health and social welfare
programs
Overview
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
The Employee Benefits Advantage:
Leveraging a Global Perspective
Solutions to these challenges may be found by
leveraging a more global perspective and applying it
to each country’s unique set of circumstances.



Address global trends and best practices
Country-specific data and analysis will demonstrate the types of
local distinctions
Domestic companies can gain a more global perspective
Overview
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
India – Profile
MARKET PROFILE

3rd largest global economy3

GDP over $4.2 trillion4

Annual national income per capita: $8205

Rapidly growing economy, but poverty is pervasive6

Heavily agricultural (18% of GDP), but rapidly industrializing7

Working age population (ages 15-64) expected to jump from 704 million in
2005 to 1.0 billion in 20308

Median age: 23.8 years9

Life expectancy at birth: 63.510
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
India – Profile
BENEFITS AT A GLANCE

Retirement benefits are dominated by a governmentmandated employer benefit called the Gratuity, by which
every employee, upon leaving his or her employer after more
than five years of service, collects 15 days of salary for each
year of service.11

Workers may also save for retirement with a tax-favored
vehicle called a Public Provident Fund, to which some
employers also contribute.

The life insurance market is dominated by the governmentowned Life Insurance Corporation of India (LIC), but private
insurers are entering the Indian market.

A new regulatory body, the Pension Fund Regulatory and
Development Authority, is expected to pave the way for more
modern financial products.
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
India – Employer Perspective
Indian employers surveyed place controlling costs and increasing employee productivity as
more important benefits objectives than attracting and retaining talented workers which is
hardly a surprising finding in a country with a huge labor surplus and an expanding
population.
TOP THREE FINANCIAL CONCERNS AND WORK/LIFE GOALS OF EMPLOYEES
INDIA: MOST IMPORTANT BENEFITS OBJECTIVES CITED BY
EMPLOYERS THAT OFFER BENEFITS
Overview
CONTROLLING HEALTH AND
WELFARE BENEFIT COSTS
96%
INCREASING EMPLOYEE
PRODUCTIVITY
96%
HELPING EMPLOYEES MAKE
BETTER FINANCIAL
DECISIONS
90%
ADDRESSING DIFFERENT
ENEEDS OF EMPLOYEES
89%
INCREASING EMPLOYEE JOB
SATISFACTION
88%
REDUCING HUMAN
RESOURCES
ADMINISTRATIVE COSTS
88%
ATTRACTING EMPLOYEES
87%
RETAINING EMPLOYEES
84%
Percentages have been rounded to the nearest whole number
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
India – Employee Perspective
Employees say that despite their need for retirement products and insurance, such benefits
are not a major factor in their employment decisions. However any current ambivalence
about employer benefits may be more attributable to a lack of employee education about
the value of various benefits products than to a lack of need.


Nearly half (48%) of Indian employees surveyed whose
employers do not offer benefits would be interested in purchasing
retirement planning products through their employer, even if they
had to pay 100% of the cost.
51% of Indian employees currently lacking employer-provided
benefits say they would be interested in purchasing term life
insurance through their employer, even if they had to pay 100% of
the cost.
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
India – Employee Perspective
When it comes to worries about retirement issues, a top financial concern among Indian
workers surveyed is having enough money to take care of elderly parent or in-laws.
TOP THREE FINANCIAL CONCERNS
WORK/LIFE
GOALS
OF EMPLOYEES
INDIA:AND
EMPLOYEES’
TOP
CONCERNS
ABOUT FINANCIAL SECURITY
APPROPRIATE HEALTH
INSURANCE
82%
81%
JOB SECURITY
80%
ENOUGH MONEY TO LIVE ON
ENOUGH MONEY FOR
CHILDREN’S EDUCATION
79%
79%
Australia
BEING ABLE TO AFFORD
QUALITY CHILD CARE
76%
ENOUGH MONEY TO BUY A
HOME
73%
U.K.
MORE TIME TO SPEND WITH
FAMILY
73%
71%
Study
Methodology
Percentages have been rounded to the nearest whole number
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
India
79%
ENOUGH MONEY TO PAY BILLS
DURING SUDDEN INCOME
LOSS
RESOURCES AND TIME TO
CARE FOR AGING PARENTS OR
RELATIVES
ENOUGH MONEY SO ONE
PARENT CAN STAY HOME WITH
CHILDREN
Overview
L0710119824(exp0711)
India - Conclusions
Benefits Strategies for Tomorrow, Today
Indian employers regard controlling costs and increasing employee productivity as more important
benefits objectives than attracting and retaining talented workers. Despite the country’s labor surplus,
benefits are seen by employers in certain service-sector industries – or in areas in which multinational
outsourcing business has intensified demand for labor—as a way to satisfy highly skilled without driving
up wages:




Companies offering health and life insurance provide two financial solutions that are in high
demand.
Retirement planning products can provide employers with a long-term strategic option for
meeting benefits goals.
Employers can work with providers of financial products to educate employees on how
benefits can improve their financial security and quality-of-life.
Offering voluntary benefits is a way to increase the value of benefits offerings without
increasing costs.
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
Mexico - Profile
MARKET PROFILE

12rd largest global economy21

GDP of $1.2 trillion22

Annual national income per capita: $7,87023

Rapidly growing economy, the “informal” economy has a sizeable presence

Mix of modern and outmoded industries; GDP: 70% services, 26% industry,
4% agriculture24

Working age population (ages 15-64) expected to jump from 66.1 million in
2005 to 86.4 billion in 203025

Median age: 25.6 years26

Life expectancy at birth: 75.4 years27
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
Mexico - Profile
BENEFITS AT A GLANCE

A mandatory retirement savings system is paid for by employers,
at 2% of wages, and managed in individual investment accounts
by registered organizations known as AFORES.28

To help restore its public employee pension system to solvency,
Congress voted to raise, by 2028, the retirement age for civil
servants to an average of 59 years from 49.5 years and workers’
pension contributions to 6.125% from 3.5% by 2012—echoing
reforms of private-sector pensions approved a decade ago.29

Mexico has a decentralized national health system, but
employees who can afford private care tend to use it and buy
insurance for it.30
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
Mexico – Employer Perspective
Mexican employers view benefits plans more as tools for increasing employee productivity
and job satisfaction than for attracting and retaining workers.
82% of Mexican
employers say
they are having
difficulty finding
suitable talent
to fill jobs despite
the abundance of
general labor.34
TOP THREE FINANCIAL CONCERNS AND WORK/LIFE GOALS OF EMPLOYEES
MEXICO: MOST IMPORTANT BENEFITS OBJECTIVES CITED BY
EMPLOYERS THAT OFFER BENEEFITS
INCREASING EMPLOYEE
PRODUCTIVITY
99%
INCREASING EMPLOYEE JOB
SATISFACTION
91%
CONTROLLING HEALTH AND
WELFARE BENEFITS COSTS
85%
ATTRACTING EMPLOYEES
83%
REDUCING HUMAN
RESOURCES
ADMINISTRATIVE COSTS
83%
ADDRESSING DIVERSE
NEEDS OF EMPLOYEES
79%
HELPING EMPLOYEES MAKE
BETTER BENEFITS
DECISIONS
RETAINING EMPLOYEES
HELPING EMPLOYEES MAKE
BETTER FINANCIAL
DECISIONS
75%
70%
70%
Percentages have been rounded to the nearest whole number
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
Mexico – Employee Perspective
TOP THREE FINANCIAL CONCERNS AND WORK/LIFE GOALS OF EMPLOYEES
MEXICO: EMPLOYEES’ TOP CONCERNS ABOUT FINANCIAL SECURITY
The top three
concerns of
Mexican
employees
surveyed about
financial security
are job security,
having enough
money to pay
bills during
sudden income
loss and having
appropriate
health insurance
JOB SECURITY
79%
ENOUGH MONEY TO PAY BILLS
DURING A SUDDEN INCOME LOSS
77%
APPROPRIATE HEALTH
INSURANCE
75%
ENOUGH MONEY FOR
CHILDREN’S EDUCATION
74%
72%
ENOUGH MONEY TO LIVE ON
MORE TIME TO SPEND WITH
FAMILY
71%
ENOUGH MONEY TO BUY A
HOME
69%
ENOUGH MONEY SO ONE
PARENT CAN STAY HOME WITH
CHILDREN
65%
RESOURCES AND TIME TO
CARE FOR AGING PARENTS OR
RELATIVES
BEING ABLE TO AFFORD
QUALITY CHILD CARE
61%
52%
Percentages have been rounded to the nearest whole number
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
Mexico - Conclusions
Benefits Strategies for Tomorrow, Today
Mexico has long opened its borders to multinational investment, and is one of the leading nations in
facilitating trade agreements worldwide. But these developments, while boosting domestic economic
growth at an enviable rate, can reshape the workplace environment. Mexican employees increasingly
exposed to multinational influences will doubtless be drawn into the very human game of drawing
comparisons. And in such an increasingly competitive landscape, Mexican employers looking to
maintain top-quality workforces will increasingly feel compelled to reassess their own benefits practices:



Offer a greater range of benefits such as health insurance and an employer sponsored
savings fund than is standard practice.
Educating employees on the importance of financial planning, insurance and retirement
savings can deliver significant benefits to both companies and workers for a minimal
investment on the part of Mexican employers.
Voluntary benefits represent a valuable and cost-effective tool for employers.
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
Australia – Profile
MARKET PROFILE

16th largest global economy37

GDP of $681 billion38

Annual national income per capita: $35,99039

Developed economy, capitalist system

Dominated by services sector (70% of GDP)40

Working age population (ages 15-64) expected to grow from 13.7 million in
2005 to 15.5 million in 203041

Median age 36.7 years42

Life expectancy at birth: 80.6 years43
Overview
India
U.K.
Study
Methodology
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
Australia – Profile
BENEFITS AT A GLANCE

Superannuation is a government-regulated, mandatory
retirement savings program for all Australian workers; 9% of
employee salary is contributed annually by employers;
additional contributions are voluntary.44

All superannuation funds have an investment component; many
also have, on either a voluntary or mandatory basis, an
insurance component: term life, disability and income
protection.45

Employees may purchase additional insurance benefits if
offered, and costs are deducted from their investment
account.46

Government covers all Australians, but private health insurance
is common.47
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
Australia – Employer Perspective
Australian employers are feeling pressure to attract and retain talented workers.
TOP THREE FINANCIAL CONCERNS AND WORK/LIFE GOALS OF EMPLOYEES
AUSTRALIA: MOST IMPORTANT BENEFITS OBJECTIVES OF ALL EMPLOYERS
In 2007, 61% of
Australian
employers
surveyed
experienced
difficulty in
finding the right
people to fill jobs,
up from 32% in
2006 and
significantly
above the global
average of 41%53
89%
RETAINING EMPLOYEES
INCREASING EMPLOYEE
PRODUCTIVITY
87%
INCREASING EMPLOYEE JOB
SATISFACTION
82%
ADDRESSING DIVERSE NEEDS
OF EMPLOYEES
71%
HELPING EMPLOYEES MAKE
BETTER BENEFITS DECISIONS
68%
ATTRACTING EMPLOYEES
66%
HELPING EMPLOYEES MAKE
BETTER FINANCIAL DECISIONS
65%
REDUCING HUMAN RESOURCES
ADMINISTRATIVE COSTS
64%
Percentages have been rounded to nearest whole number.
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
Australia – Employee Perspective
41% of Australian employees surveyed hope to retire in their 50s – 45% in their 60s, given
their ambitions plans for retirement and long life expectancy, most Australians are worried
about having enough money to afford it.
AUSTRALIA: EMPLOYEES’ TOP CONCERNS ABOUT RETIREMENT
43% understand
retirement needs
42% planned for
retirement
42% determined
life insurance
needs
35% determined
income
protection needs
49%
OUTLIVING RETIREMENT
MONEY
BEING ABLE TO AFFORD HEALTH
CARE IN RETIREMENT YEARS
44%
HAVING TO WORK FULL-TIME OR
PART-TIME TO LIVE COMFORTABLY
IN RETIREMENT YEARS
43%
PROVIDING FOR YOUR
SPOUSE/PARTNER’S LONGTERM CARE NEEDS
39%
PROVIDING FOR YOUR OWN
LONG-TERM CARE NEEDS
38%
HAVING ENOUGH MONEY TO
29%
TOP THREE
FINANCIAL CONCERNS AND WORK/LIFE GOALS OF EMPLOYEES
TAKE CARE
OF ELDERLY
PARENTS OR IN-LAWS
Percentages have been rounded to nearest whole number .
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
Australia - Conclusions
Benefits Strategies for Tomorrow, Today
Australia’s superannuation funds have succeeded in providing workers with fundamental coverage
for retirement and family protection in case of disablement, but this success appears to have bred a
degree of complacency among workers when it comes to savings and insurance. However, the need
for additional financial advice and education about their value opens a door for growth in employerprovided benefits. As employees become aware that economic and demographic realities could
threaten their visions of financial security and retirement lifestyle, they will increasing look to
augment their current superannuation coverage. This will provide an opportunity for employers
looking to improve employee retention rates, as well as for super funds looking for ways to grow
their asset base:

In creating benefits plans, employers should first focus on educating employees about
financial risks and appropriate coverage.

Financial planning services will likely prove appealing to the large share of Australian
employees that are worried about paying for retirement but have done little to prepare.

Employers may find good results in constructing benefits packages that provide a high
degree of personalization, with offerings that span insurance, investments and work/life
options.
Study
Methodology
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
United Kingdom - Profile
MARKET PROFILE

6th largest global economy57

GDP of $2.1 trillion58

Annual national income per capita: $40,18059

Developed, wealthy nation

Dominated by services sector (73% of GDP)60

Working age population (ages 15-64) expected to grow from 39.7 million in
2005 to 40.7 million in 203061

Median age 38.9 years62

Life expectancy at birth: 78.9 years63
India
Australia
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
United Kingdom - Profile
BENEFITS AT A GLANCE



The National Health Service provides publicly funded
health care. However, private health insurance is
common.64
The government provides the Basic State Pension, and
provides for tax incentives for workers to fund their own
personal pensions.65
Overview
India
The insurance and financial products markets are highly
developed and competitive.66
Australia
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
United Kingdom – Employer Perspective
Most U.K. employers offers some benefits, which companies see primarily as a means of
retaining and attracting employees.
TOP THREE FINANCIAL CONCERNS AND WORK/LIFE GOALS OF EMPLOYEES
U.K.: MOST IMPORTANT BENEFITS OBJECTIVES OF EMPLOYERS THAT OFFER
BENEFITS
Overview
83%
RETAINING EMPLOYEESS
India
ATTRACTING
EMPLOYERES
78%
INCREASING EMPLOYEE JOB
SATISFACTION
75%
INCREASING EMPLOYEE
PRODUCTIVITY
71%
CONTROLLING HEALTH AND
WELFARE BENEFIT COSTS
54%
U.K.
Percentages have been rounded to the nearest whole number.
Study
Methodology
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
United Kingdom – Employer Perspective
The majority of U.K. companies offer their employees pensions and private medical and life
insurance however few employers have sought to differentiate themselves by expanding
benefits beyond this minimum.
TOP THREE FINANCIAL CONCERNS AND WORK/LIFE GOALS OF EMPLOYEES
U.K.: BENEFITS OFFERED BY EMPLOYERS THAT OFFER BENEFITS
Overview
94%
PENSIONS
PRIVATE MEDICAL
INSURANCE (PMI)
82%
LIFE ASSURANCE
66%
LONG-TERM DISABILITY OR
PERMANENT HEALTH
43%
31%
CRITICAL ILLNESS INSURANCE
TRAVEL INSURANCE
AUTO INSURANCE
India
30%
U.K.
27%
Study
Methodology
Percentages have been rounded to the nearest whole number.
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
United Kingdom – Employee Perspective
For a group that has been relatively pro-active in assessing and planning for their financial
needs, U.K. employees surveyed seem less than fully prepared in many other health-related
issues.
40% of U.K.
employees
surveyed are
extremely
concerned
with having
more time to
spend with
families.

45% of U.K. employees have critical illness insurance.

35% have long-term disability, or permanent health insurance.

26% have dental insurance.

11% have long-term care insurance.
Behind job
security and
having
enough
money to
live on.
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
United Kingdom – Employee Perspective
Among those who do own these products, most purchased them outside the workplace.
TOP THREE FINANCIAL CONCERNS AND WORK/LIFE GOALS OF EMPLOYEES
U.K.: WHERE EMPLOYEES OBTAINED DIFFERENT FINANCIAL PRODUCTS
48%
PENSION
Overview
22%
12%
10%
India
CRITICAL ILLNESS
34%
1%
18%
51%
LIFE ASSURANCE
13%
11%
PERSONAL ACCIDENT
COVERAGE
32%
Australia
3%
28%
PRIVATE MEDICAL INSURANCE
(PMI)
Workplace
14%
1%
Outside Workplace
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
Both
L0710119824(exp0711)
U.K.
United Kingdom - Conclusions
Benefits Strategies for Tomorrow, Today
U.K. companies recognize the potential value of benefits programs in attracting and retaining workers—
a task that looks to become increasingly challenging due to demographic changes occurring the
workforce:



Consider financial education programs to assist employees in making the many important
decisions facing workers forced to shoulder more responsibility for their own financial
security.
Employers can increase the impact of their benefits plans by offering programs that provide
employees with better work/life balance.
When expanding benefits plans, start with insurance.
Overview
India
Australia
U.K.
Study
Methodology
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
Contact your MetLife representative
for more information
India
www.metlife.co.in
Mexico
www.metlife.com.mx
Australia
www.metlife.com.au
United Kingdom www.metlife.co.uk
United States
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
www.whymetlife.com/international5
L0710119824(exp0711)
Study Methodology
The MetLife Study of International Employee Benefits Trends was conducted between November 2006 and March
2007 by GfK Custom Research, one of the top global market research consultants. Results were obtained through
face to face, telephone and online interviews. The targeted sample of each country was designed to appropriately
represent the full-time employee population base. Totals do not always equal 100% due to rounding.
Overview
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)
Study Methodology
Overview
Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166
L0710119824(exp0711)