As organizations navigate ongoing external challenges, human resource (HR) and communication leaders are identifying “change fatigue” as a significant challenge, according to Gallagher’s 2025 employee communications report.
The report highlighted the pressures faced by HR professionals, which may have implications for employer-provided insurance coverage, particularly in employee assistance programs (EAPs), mental health benefits and liability protection for HR professionals.
The report, which drew insights from more than 2,000 communication and HR leaders across 55 countries, found that 44% of HR leaders view change fatigue as a key battleground for success in 2025, while 39% point to a lack of clear leadership direction within their organizations.
These findings indicate companies may need to assess their insurance coverage to ensure adequate support for employees dealing with workplace stress. Employee benefits plans that include mental health services, stress management programs, and wellness resources can mitigate the impact of prolonged organizational change.
Additionally, as HR and communications professionals manage employee concerns, errors or miscommunication in policy implementation could lead to disputes or legal claims. Organizations may consider reviewing their professional liability insurance to ensure HR teams are protected against claims related to mismanagement, wrongful termination, or employee dissatisfaction.
The report noted that financial constraints are no longer among the top barriers for HR teams, indicating that organizations may be increasing investment in HR and communication functions.
This shift presents an opportunity for companies to reassess their employee benefits programs, including disability insurance, workplace wellness initiatives, and legal expense coverage for HR professionals handling complex workforce issues.
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.
As HR and communications teams take on greater responsibilities in managing employee engagement and change communication, organizations should evaluate whether their 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 HR and communications professionals will continue to play a crucial role in navigating workplace change. Employers can proactively manage associated risks by reviewing and updating their insurance coverage to align with the evolving needs of their workforce.
Addressing change fatigue through enhanced employee benefits, liability protections, and well-being programs can help organizations maintain resilience in an uncertain environment.
