Amid growing economic uncertainty and rapid advancements in artificial intelligence, U.S. employees are choosing to stay with their current employers, according to Mercer’s 2026 Inside Employees’ Minds report. The findings reveal a workforce that remains engaged and recommitted, but with clear expectations for employers. Stephanie Penner, Mercer’s US & Canada Career Practice Leader, noted that employees are seeking stability in an unpredictable environment. While economic pressures persist—especially around covering monthly expenses, job security, and retirement readiness—many are placing greater trust in their employers than in the broader economy. Seventy percent of employees report increased financial stress due to inflation and market volatility, and 76% are concerned about the economic impact of tariffs, with 56% fearing job-related consequences. Despite some easing of short-term financial strain—fewer employees are cutting discretionary spending (38%, down from 51% in 2023) or dipping into savings (32%, down from 37%)—unexpected costs, particularly rising healthcare expenses expected to increase by 6.7% this year—the highest in 15 years—continue to hit lower-wage workers hardest. Pay remains the top factor influencing both job attraction (37%) and retention (32%), with healthcare benefits ranking second. Employees now expect pay transparency and fairness, with over 40% saying they would not apply to a job if pay ranges were not disclosed—highlighting how informal pay comparisons among peers have become commonplace. AI anxiety remains widespread. Although many recognize AI’s potential to improve efficiency, 53% of employees believe new technology will negatively affect their job security. Adoption is uneven: only about a quarter of workers regularly use AI tools, while another quarter have not started using them. This gap is especially notable in retail and healthcare, where around 40% of workers aren’t using AI at work or personally. Adam Pressman, Mercer’s US & Canada Employee Research Leader, emphasized that AI should be a catalyst for growth, not fear. Employees want clarity on their employer’s AI strategy, including how workloads will be managed, which skills will be prioritized, and how development opportunities will be supported. Employee sentiment varies by industry and demographic. Lower-income workers and hourly employees report higher levels of financial and mental health stress. Women and experienced professionals express concerns about schedule predictability and fairness in pay and career progression—issues particularly acute in healthcare and retail. In contrast, employees in high-tech and financial services, especially on-site workers, managers, and those with five to ten years of tenure, report stronger engagement. Flexible work arrangements continue to play a key role in retention. Nearly 78% of employees can fully use their paid vacation time, and 74% can take time off when needed. Seventy percent say paid time off supports their mental health and family care needs. Employers that combine flexibility with clear expectations are building stronger trust and resilience. While 73% of employees say they are not seriously considering leaving their organization—up from 68% in 2023—and nearly three-quarters believe they can achieve their career goals in their current role, this loyalty comes with conditions. Employees are watching closely to see if internal job postings lead to real movement, if development is possible alongside daily responsibilities, and if leadership follows through on promises. The report is based on a survey of over 4,500 U.S. employees conducted between September 3 and October 4, 2025. It explores concerns around economic instability, AI’s impact on jobs, financial well-being, mental health, flexibility, and career development.