Insurance Industry Maintains Expectations for Revenue, Staffing Growth

The insurance industry is poised for a promising year ahead, with 88% of insurers planning to either maintain or increase their staff levels in 2025, underscoring a positive outlook for the sector, according to the latest U.S. Insurance Labor market Survey by The Jacobson Group and Aon.
Jeffrey Blair, senior vice president of executive search and business development at The Jacobson Group, notes, “Employment expectations remain relatively similar to last year. Despite a slight spike in the industry’s unemployment rate, turnover has slowed since last January and carriers continue to anticipate moderate growth as they move through the next 12 months.”
According to the survey, conducted in January, 55% of insurance carriers intend to increase staff in the next 12 months, marking a three-point rise from previous studies conducted in July and January 2024. This upward trend in hiring intentions is complemented by 33% of insurers aiming to maintain their current staffing levels.
However, the landscape isn’t entirely rosy. The percentage of insurers expecting to decrease their workforce this year has grown to 12%, up from 10% in January 2024. This slight increase in potential job cuts adds a note of caution to the overall positive outlook.
Among property and casualty (P&C) insurers, 55% of companies plan to increase staff, a modest uptick from 53% in January 2024. In the life and health (L&H) insurance sector, 60% of insurers now plan to expand their workforce, marking a substantial jump from 47% a year earlier.
Looking at the U.S. insurance industry as a whole, staffing projections indicate a 1.08% increase in employment over the next 12 months. Leading this growth outlook are P&C commercial insurers, which expect to see a 2.41% expansion in their workforce.
Drivers of Workforce Changes
The primary reason for plans to increase staff, cited by 39% of respondents, is an anticipated increase in business volume. Expansion into new markets or general business growth is the second most common reason for staff increases, mentioned by 34% of insurers. And one-quarter of companies (25%) plan to increase staff due to current understaffing.
While the overall trend is towards growth, some insurers are planning to reduce their workforce. The top reason for decreasing staff, cited by 10% of respondents, is reorganization, followed by automation improvements driving staff reductions and current overstaffing, each of which was cited by 9%.
The overall revenue outlook for the insurance industry remains overwhelmingly positive. Three-quarters of insurers, 74%, expect to grow their revenue over the next 12 months. This figure, while robust, represents a slight decrease of three percentage points compared to the January 2024 study.
Only a small fraction of insurers, 4%, anticipate a decrease in revenue. This low percentage further underscores the industry’s overall optimistic outlook. The remaining companies project flat revenue growth, suggesting stability even if not expansion.
Talent Management Challenges
The insurance industry is grappling with talent management challenges as it adapts to an evolving workplace landscape. Recruitment efforts are intensifying across various roles, with technology positions emerging as the most sought-after. Underwriting and claims roles follow closely behind in demand, the survey finds.
Actuarial, executive, and analytics roles remain the most challenging positions to recruit for, highlighting a potential skills gap in these critical areas. The situation has become more acute, with respondents reporting that recruiting difficulty has increased for six out of 11 job categories compared to the previous year.
As the talent market tightens, insurance companies are also adapting their workplace arrangements to meet employee expectations. A significant majority, 75% of carriers, anticipate implementing a hybrid work model that combines in-office and remote work. This shift is further evidenced by the fact that 22% of companies rarely require in-office presence, while only 3% mandate daily office attendance – a notable decrease from 6% in the previous year.
Jeff Rieder, partner and head of Strategy and Technology Group Performance Benchmarking at Aon, emphasizes the importance of focusing on experienced staff and maintaining robust talent development programs. “It remains critical for organizations to maintain strong career development and competitive compensation programs to retain and develop talent,” Rieder notes.
Obtain the full survey here. &