Employees rate their well-being a 7.5 out of 10, yet only one-third say they are consistently resilient — highlighting why employers must address both

American employees report struggling to recover when faced with stress, disruption, or unexpected life events, according to a new survey from New York Life Group Benefit Solutions (NYL GBS).

The national survey highlights a growing disconnect between well-being — how employees feel day-to-day — and resiliency, defined as the ability to bounce back, adapt and sustain performance over time. While overall well-being remains stable, resiliency is emerging as a critical vulnerability in today’s workforce.

There’s positive news when it comes to well-being. The survey finds that employees rate their overall well-being as 7.5 out of 10, and 60 percent say their employer’s support for well-being is good or excellent.

While more can be done to improve employee well-being, it is currently stable compared to resiliency. The study finds that only 35 percent of employees say they consistently feel resilient. Taken together, the results suggest that while employers have made meaningful progress supporting employee well-being, many are still working to strengthen the support employees need to recover from stress and navigate ongoing challenges.

“Resiliency is a critical aspect of workplace well-being,” said Scott Berlin, head of New York Life Group Insurance. “Employers have an opportunity to move beyond traditional wellness programs and take a more holistic approach — one that helps employees recover from challenges, adapt to change and stay engaged over the long term.”

Financial well-being plays a critical role in workforce resiliency

The research also underscores the central role financial well-being plays in employees’ ability to remain resilient. Across industries and demographics, employees identified financial pressures (48 percent) and economic uncertainty (39 percent) as the top challenges impacting their well-being and resiliency — ranking ahead of burnout (29 percent). Financial strain doesn’t stay confined to personal life; employees report it contributes to increased stress and fatigue at home, as well as difficulty concentrating and lower job satisfaction at work.

For employers, these findings highlight the value of offering accessible financial education, guidance and resources as part of a broader well-being and resiliency strategy.

Employers face opportunity to be proactive in supporting resiliency

Seventy-five percent of employers say they have a responsibility to support employee resiliency, yet only 43 percent of employees expect their employer to do so, signaling a meaningful opportunity for organizations to be proactive in better understanding employee needs and aligning proper support accordingly.

When asked where they see the biggest gaps, employers cited:

• Manager empathy and post-stress check-ins (33 percent)
• Clear communication about available resources (33 percent)
• Flexible leave during illness or recovery (29 percent)

What employees need to remain resilient

For many employers, taking on resiliency as a focus area can feel daunting. Supporting employees’ ability to recover and bounce back requires more than a single program or policy change — it requires giving employees the time, space and support to navigate life’s challenges. The research shows employees themselves offer a clear place to begin.

More than half of employees (55 percent) say employer-provided resources already help improve their resiliency. When asked what would make the biggest difference, employees most often pointed to support like paid time off, better work-life balance policies and flexible work arrangements, that create room for recovery.

The findings suggest a broader opportunity for employers to take intentional steps across benefits, wellness programs, policies and workplace support — creating a balanced approach that helps employees feel well day to day while also strengthening their ability to recover and adapt over time.

“Building a resilient workforce doesn’t happen overnight,” said Berlin. “It starts by understanding what employees need to recover and then thoughtfully aligning benefits, programs, policies and support systems in ways that work together. The goal is to create an environment that gives employees the time, flexibility and protection they need to bounce back — particularly in the moments that matter most.”

Read more of the key findings here.

Survey Methodology: This poll was conducted between November 21 – December 3, 2025, among a sample of 2002 employees defined as those who work in the private sector or in the government and 400 employers defined as those who work in the private sector or in the government and have a role of Director or above. The interviews were conducted online and the data were weighted to approximate a target sample based on gender. Results from the full survey have a margin of error of plus or minus 2 percentage points.

ABOUT NEW YORK LIFE

New York Life Insurance Company (www.newyorklife.com), a Fortune 100 company founded in 1845, is the largest¹ mutual life insurance company in the United States and one of the largest life insurers in the world. Headquartered in New York City, New York Life’s family of companies offers life insurance, disability income insurance, retirement income, investments and long-term care insurance. New York Life has the highest financial strength ratings currently awarded to any U.S. life insurer from all four of the major credit rating agencies.² Groups Benefits Solutions is a business group within New York Life.

¹ Based on revenue as reported by "Fortune 500 ranked within Industries, Insurance: Life, Health (Mutual)," Fortune magazine, 6/2/2025. For methodology, see https://fortune.com/company/new-york-life-insurance/.

² Individual independent rating agency commentary as of 10/28/2025: A.M. Best (A++), Fitch (AAA), Moody’s Investors Service (Aa1) Standard & Poor’s (AA+).

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