Today’s employees are expected to do more, faster – navigating constant change, new technologies, and complex collaboration across time zones. At the same time, many are carrying significant personal responsibilities, from caregiving to financial stress.
Bright Horizons and The Harris Poll surveyed more than 2,000 U.S. employees to understand what today’s workforce really needs for success – and why surface-level support isn’t enough.
The overload epidemic
The findings paint a clear picture: employees are running on empty. Many are juggling increasing workloads, blurred boundaries between work and home life, and a lack of meaningful support. This chronic strain isn’t just affecting individual well-being — it’s eroding engagement, productivity, and retention across the board.
When caregiving collides with work
Working caregivers are a prime example. Many are juggling full workloads and home responsibilities — often without enough support. Among working parents who have worked remotely while their child(ren) were home, 67% report working outside regular hours, often early mornings or late nights. And instead of using PTO to recharge, many use it to manage caregiving needs; others rely on less-than-ideal solutions, like screen time for their children, just to keep up. These aren’t signs of peak productivity; they’re warning signs of chronic overwork — slowly chipping away at focus, energy, and long-term engagement.
The burnout blind spot
While many employees are feeling the strain, working parents are especially impacted: nearly 6 in 10 (58%) say their work suffers when personal responsibilities become overwhelming. Alarmingly, many younger workers see burnout as proof they’re working hard — a sign of how deeply this stress is ingrained.
Employers may see tasks getting done but miss the slow toll burnout takes — from declining physical health to rising insurance costs. Left unchecked, overload becomes a silent productivity killer. Even when employees are present and meeting deadlines, signs like declining quality, reduced collaboration, and stalled innovation often point to deeper issues.
Sustainable performance comes from more than hard work; it requires thoughtful, adaptable support that meets employees where they are. Redefining employee-centric benefits for the modern workforce
The traditional “one-size-fits-all” approach to benefits is no longer cutting it. Today’s employees face a wide range of personal and professional demands — and they’re asking for support that reflects those realities.
A striking 82% of Millennial and Gen Z employees say employers should provide customized benefits that address different life stages, from raising young children to caring for aging parents or navigating career transitions. They’re looking for real solutions: think child care beyond the early years (e.g., back-up care and school-break coverage), elder care resources, and flexible work options that adapt with life. At the core, employees want to feel valued — not just as workers, but as whole people. Personalized benefits send that message clearly.
When organizations invest in tailored, life-stage-aware support, they build loyalty and help employees stay focused and engaged.
Holistic employee support: A blueprint for future-ready growth
An organization’s employees are its greatest asset, but when they’re stretched too thin and feel overlooked, the ripple effects are hard to ignore. Turnover climbs, productivity dips, and culture starts to crack. Resilient organizations back up their people-first mindset with real action — offering thoughtful, flexible, and inclusive support that adapts to employees’ lives. When teams feel seen and supported, they’re more engaged, more loyal, and better equipped to thrive.
Ready to put these insights to work? Download the full report, Undervalued and Overloaded: Employees Are Running on Empty, for exclusive data insights and practical support strategies.
