Organizations are grappling with ongoing external challenges, and a recent report from Gallagher identifies “change fatigue” as a key issue for human resource (HR) and communications leaders. The 2025 employee communications report sheds light on the pressures faced by HR professionals, which has implications for employer-provided insurance coverage, specifically in areas like employee assistance programs (EAPs), mental health benefits, and liability protection.
Key Findings from the Gallagher Report
The report, drawing insights from over 2,000 communication and HR leaders across 55 countries, reveals a challenging landscape. Notably, 44% of HR leaders view change fatigue as a major obstacle to success in 2025. Furthermore, 39% point to a lack of clear leadership direction within their organizations. These figures underscore how organizations may need to examine their insurance coverage to ensure it adequately supports employees experiencing workplace stress.
Employee benefit plans that include mental health services, stress management programs, and overall wellness resources can lessen the impact of continuous organizational change. It is important for companies to reassess their employee benefits programs, including disability insurance, workplace wellness initiatives, and even legal expense coverage for HR professionals navigating complex workforce issues.
Implications for Insurance Coverage
As HR and communications professionals manage employee concerns, mistakes or miscommunication in policy implementation could lead to disputes and even legal claims. Because of this, organizations may want to review their professional liability insurance to ensure that HR teams are protected against claims related to mismanagement, wrongful termination, or overall employee dissatisfaction. The study also highlighted HR professionals’ well-being, with 33% reporting a decline due to workload strain, leadership challenges, and ongoing organizational change. Employers that provide comprehensive health and wellness benefits, including mental health coverage and flexible work policies, may improve retention and mitigate risks associated with burnout.
Risk management for HR and communications professionals comes into play here, as well. With HR and communications teams taking on greater responsibilities in managing employee engagement and change communication, organizations ought to evaluate whether their existing insurance policies offer sufficient protection. Key areas for review include employee assistance programs, errors and omissions insurance, workers’ compensation and disability insurance, and directors and officers’ insurance.
Gallagher’s report suggests that continued organizational change will place HR and communications professionals in a critical role. Tackling change fatigue with enhanced employee benefits, liability protections, and well-being programs can help organizations maintain resilience in an era of uncertainty. By proactively reviewing and updating their insurance coverage, aligned with the evolving needs of their workforce, employers can mitigate the risks associated with these changes.
