Employee Resilience, Financial Preparedness, and Insurance Coverage

A recent study by Zurich Insurance Group reveals that only half of employees worldwide feel prepared to endure a financial setback without income for several months.

The Global People Resilience Study 2026 surveyed 11,175 adults across 16 countries, highlighting a significant link between employee resilience and self-reported job performance and employer endorsement. Among the participants, those who demonstrated higher resilience rated their workplace performance more positively—88% considered their performance good or excellent, compared to just 44% of their less resilient peers. While the research stops short of establishing causation, it indicates that resilience is a crucial determinant of performance, more so than income across various professions.

Resilience and Employee Retention

The study also pointed to resilience as a key factor in employee retention. Highly resilient employees are significantly more likely to recommend their employers, resulting in an employee Net Promoter Score (eNPS) 75 points higher than their less resilient counterparts. This suggests that boosting employee resilience could be instrumental in maintaining workforce stability and satisfaction.

Domains of Resilience

Zurich's analysis considered resilience in psychological, physical, social, financial, and digital domains. Financial resilience emerged as the weakest link, with only 51% of employees confident in managing without income for a few months. Nevertheless, 61% felt their insurance coverage adequately met their needs. This disparity highlights the importance of financial planning as a component of resilience.

Jan-Emmanuel De Neve from the University of Oxford notes resilience as a key indicator of preparedness for future challenges, rather than a reflection of current well-being. For insurance professionals, understanding how various domains of resilience interact with financial planning is crucial in designing policies that support employee longevity and performance.

Challenges in the U.S. Market

In the United States, financial resilience faces significant pressure from rising healthcare costs. More than 75% of American employees encountered increased medical premiums in 2026, according to LIMRA. Consequently, half of these employees adjusted their spending or benefits choices, impacting areas such as retirement contributions. These changes underscore the pressing need for finance-oriented solutions tailored to employee needs.

Implications for Benefits Teams

For benefits teams, the challenge is clear. Lockton’s 2026 survey revealed that reducing costs has become a chief priority for employers, although the effects on employees present a critical concern. Furthermore, ensuring employee awareness and participation in benefits programs remains problematic. Aon's research indicates a significant disconnect between health plan investments and the educational resources provided to employees.

Communication: A Critical Component

The findings stress the importance of discovering vulnerabilities and informing employees, as opposed to merely adding products. Effective communication about existing coverage is critical to fostering employee resilience and retention. Insurance professionals must focus on enhancing the clarity and accessibility of benefits information to maximize employee resilience and overall satisfaction.