Insurance Workforce at a Crossroads: 2026 Labor Study Opens

CHICAGO, IL – January 13, 2026 – As the insurance industry braces for a year of economic recalibration and accelerating technological change, The Jacobson Group and Aon plc have officially opened participation for their Q1 2026 Semi-Annual U.S. Insurance Labor Market Study. The influential survey, now in its 16th year, aims to provide a critical roadmap for industry leaders navigating an increasingly complex talent landscape.

The study, which runs through February 1, is widely regarded as an accurate predictor of staffing trends and workforce dynamics. Its findings will arrive at a pivotal moment for an industry that, despite a strong financial performance in 2025, faces headwinds from potential market softening and persistent skills gaps.

"The insurance industry has remained relatively solid throughout the past few years,” said Jeffrey Blair, senior vice president of executive search and business development at The Jacobson Group. “As the industry continues to navigate economic uncertainty and ongoing technological transformation, the results of this study will offer leaders insights on what to expect in the year ahead and help inform their 2026 talent initiatives.”

This sentiment is echoed by Aon, a leading global professional services firm, which points to shifting market conditions as a key factor influencing future talent strategies.

“Financial performance in the industry was strong in 2025,” noted Jeff Rieder, partner and head of performance benchmarking for Aon’s Strategy and Technology Group. “However, many analysts predict softening market conditions, which may impact talent strategies for carriers depending on their product and geographic footprint. This study helps provide perspective on industry labor expectations amid these changing conditions.”

Navigating Economic Headwinds and a Shifting Market

After a period of robust growth, the insurance sector is entering a phase of moderation. While global primary insurance markets are expected to maintain above-trend growth through 2026, the pace is slowing. The non-life sector, in particular, is seeing increased competition and less favorable pricing conditions, especially in property lines where capacity has grown. Though underwriting results are projected to remain healthy due to recent repricing, the overall slowdown requires careful strategic planning.

In contrast, the life insurance sector remains buoyant, fueled by higher interest rates and strong demand for savings and annuity products. This divergence highlights the varied challenges carriers face. A company specializing in property and casualty may need to focus on efficiency and cost control in its talent strategy, while a life insurer might be aggressively hiring to meet surging demand. The study’s granular data will be essential for companies to benchmark their plans against the broader industry and their specific sector.

Persistent inflation also continues to exert pressure, influencing claims costs and operational expenses. These macroeconomic factors create an environment where optimizing human capital is not just a competitive advantage but a necessity for maintaining profitability and stability.

The Dual Challenge of Technology and an Aging Workforce

Beyond economic cycles, two powerful, long-term forces are reshaping the insurance workforce: technological transformation and a looming demographic cliff. The rise of artificial intelligence, automation, and advanced data analytics is fundamentally altering job roles. Routine tasks in underwriting, claims processing, and customer service are increasingly being automated, leading to significant gains in efficiency.

However, this shift is not about replacing humans but augmenting their capabilities. The industry is moving toward a model of “augmented intelligence,” where technology empowers employees to focus on complex problem-solving, strategic decision-making, and high-touch customer relationships. This evolution creates an urgent demand for new skills, including data science, AI literacy, machine learning, and cybersecurity expertise. The challenge lies in finding or developing talent with this new hybrid skill set.

Compounding this skills gap is a demographic crisis. The U.S. Bureau of Labor Statistics has estimated that the insurance industry could see as many as 400,000 professionals retire by 2026, creating a massive loss of institutional knowledge and experience. With less than a quarter of the current workforce under the age of 35, the industry struggles with an outdated image that makes it difficult to attract younger generations who are more drawn to the tech and finance sectors. To bridge this gap, insurers must not only reskill their existing employees but also successfully compete for new talent by showcasing a modern, tech-driven, and purpose-led career path.

A Barometer for the Future: What the Study Aims to Reveal

This is where the Semi-Annual U.S. Insurance Labor Market Study provides its greatest value. By gathering confidential data from carriers across all sectors, the study creates a comprehensive and forward-looking snapshot of the industry's collective response to these pressures. For over 15 years, its results have helped organizations anticipate change rather than just react to it.

Participation is open to all insurance carriers, who in turn receive the detailed results at no cost. This provides them with invaluable benchmarks to measure their own staffing plans, compensation strategies, and recruitment difficulties against industry-wide trends. The findings are expected to shed light on several critical areas:

• Hiring Intentions: Will carriers be adding staff, reducing headcount, or holding steady in 2026?
• Recruitment Difficulty: Which roles are the most challenging to fill, and how has this changed?
• Technology's Impact: How are companies adjusting their workforce composition in response to AI and automation?
• Workplace Models: What are the prevailing trends in remote, hybrid, and in-office work?
• Retention Strategies: What initiatives are being implemented to retain top talent amidst a competitive market?

By contributing to and analyzing this data, insurance leaders can make more informed decisions, ensuring their talent strategies are aligned with both market realities and future needs. The study serves as a vital tool for building a resilient and competitive workforce capable of thriving through the industry's ongoing evolution.

All carriers are invited to complete the confidential survey before the February 1 deadline. The results and analysis will be shared in a complimentary webinar open to all insurance professionals on February 19, 2026, offering a first look at the trends that will shape the industry for the year to come.