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The resiliency gap hiding inside well-intentioned employers

Two colleagues talking in hallway

Organizations say they should help employees be resilient, but common barriers are standing in the way.

Employers overwhelmingly believe they have a role in supporting resiliency. In fact, 77% say their company has a responsibility to help employees be more resilient. 

But, in our recent research, when employers were asked where they see the biggest gaps in their own organizations, the answers were remarkably consistent. 

Top employer-identified gaps

  1. Manager empathy + post-stress check-ins (33%) 
  2. Clear communication about available resources (33%) 
  3. Flexible leave during illness or recovery (30%) 

These aren’t “nice-to-haves.” They are the core conditions that enable employees to recover, adapt, and remain productive.   

Why these gaps matter 

1. Manager empathy & check-ins 

Employees need acknowledgment and support after high-stress events. Without it, stress compounds and resiliency collapses. 

2. Communication about resources 

More than half of employees say employer-provided resources help improve resiliency, but only 43% expect their employer to support them. That expectation gap is a missed opportunity. When employees don’t know how to access support, resiliency benefits go unused. 

3. Flexible leave 

Employees told us the top actions that would improve resiliency are: 

  • More paid time off (41%) 
  • Better work/life balance (37%) 
  • More flexibility (31%) 

Rigid, unclear, or difficult-to-access leave policies force employees to “push through” instead of recover, which is the opposite of resiliency.

Key takeaways for employers 

  1. Train managers in empathy, stress debriefs, and supportive check-ins. 
  2. Communicate benefits early, often, and clearly across multiple channels. 
  3. Make leave and recovery policies flexible and accessible for real-world needs. 
  4. Treat resiliency as a cultural priority, not an employee trait. 

Resiliency is built by the systems employees work within. Knowing where the gaps lie is the first step towards working to close them. 

Source: New York Life Group Benefit Solutions survey conducted by Morning Consult between November 21 – December 3, 2025 among a sample of 2002 U.S. employees and 400 employers in the private sector or government. The interviews were conducted online and the data was weighted to approximate a target sample based on gender. Results from the full survey have a margin of error of plus or minus two percentage points.

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