The data: Health insurance outranks all other factors when people consider their next career move, according to a recent survey of 2,000 Americans from Talker Research and Oscar Health.

Digging into the data: More than half of respondents (53%) said health insurance is their top priority when seeking a new job, even above having a passion for the role.

• (57%) would change careers if they were guaranteed healthcare coverage that met their needs—yet most don’t have that today.
• Among those with employer-provided benefits, 60% say their coverage falls short.

Why it matters: Employers that offer generous healthcare coverage (e.g., comprehensive medical, dental, and vision plans, mental health, and family planning support) typically gain a recruiting advantage.

However, many companies are facing their own cost surges, pushing many firms—particularly those with fewer resources—to scale back benefits and shift more costs onto workers.

• The average cost of employer-sponsored health insurance is projected to be more than $18,500 per US worker in 2026, according to a November 2025 Mercer survey. That would represent a 6.7% jump from 2025—the largest increase in 15 years.
• Among firms with 10 or more workers, 61% offered health benefits this year, down from 65% in 2024 and 68% five years ago, per an October 2055 KFF report.

Nearly all companies with 200+ workers offer health benefits, per KFF, but these firms are increasingly steering workers into high-deductible plans, which shifts more risk onto employees.

• In 2025, 62% of employees at large employers had a deductible of at least $1,000 for single coverage—up from 58% last year and 39% a decade ago, per KFF.
• About 28% of workers at large companies now face deductibles over $2,000—more than double the share (12%) from a decade ago.
• Those who are not on high-deductible plans will likely see insurance premium increases next year.

Implications for employers: Fewer people in the US are switching companies on their own accord, thanks to the state of the job market. But employers shouldn’t see this trend as a signal that workers are happy with their health benefits—many workers could again become new job seekers once the labor market improves.

While employers are unlikely to take on more healthcare costs soon due to their own financial strain, they must prioritize worker retention and use open enrollment for transparent communication on cost increases and plan adjustments.

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