Employee Benefits Survey Template

Use this questionnaire after employees have had an opportunity to learn about and use the current package. Choose a defined review period, such as the past six months, and make it clear in your invitation.

Focus this version on existing benefits. If you are choosing new offerings, run a separate planning exercise with realistic options and budget constraints rather than combining hypothetical preferences with current experience.

Ask first how well employees understand the package and where to find information. Then ask about access and usefulness. A low use rate could reflect an unclear enrollment process, a lack of need, or an eligibility issue; the rating alone will not tell you which.

The written questions let employees identify a useful benefit and explain a practical improvement without asking them to disclose medical or financial circumstances.

Replace broad references with the names employees see in your benefits information. If you need to compare several offerings, repeat the same usefulness question for each and include options for people who did not use or could not access it.

Do not require employees to explain private circumstances to justify a preference. Tell them who will review answers, and provide a separate route for personal questions about eligibility or claims.

For example, if you offer a learning allowance, ask “How useful was the learning allowance you used in the past six months?” Offer Not at all useful, Slightly useful, Moderately useful, Very useful, Extremely useful, I did not use it, I was not eligible, and Prefer not to answer. Use the same structure for another current benefit only when you need a separate decision about it. Keep requests for new benefits separate from ratings of benefits employees have actually used.

Create an employee benefits survey in SurveyLegend with questions about benefits awareness, access to information, benefit use, and usefulness.

This prompt includes seven questions and their answer choices. Register for a free account to use it in SurveyLegend, then review and customize your survey before sharing it.

Review awareness, access, and usefulness as different findings. If employees do not know how to access a benefit, check the information and enrollment steps before concluding that they do not value it. If people have used it but find it unhelpful, investigate the experience itself.

Summarize written suggestions by the benefit or process mentioned. Agree which issues HR can resolve and which need discussion with a provider. Share what will change and what remains under review.

For example, low awareness of a learning allowance calls for clearer information about eligibility and access. Reports of difficulty using it call for a review of the request process. Low usefulness among people who used it calls for a different conversation about the offering. Keep nonuse separate from dissatisfaction.