Why summer PTO isn't always enough to help employees recharge

Every summer, many employers encourage their people to unplug. They promote vacation days, potentially offer Summer Fridays, and remind employees to step away from work when they can.

Those efforts matter. Time away from work is an important part of recovery. But for many employees, a long weekend or a week away from the office is not enough to address the stress they are carrying.

Earlier this year, a research survey from New York Life Group Benefit Solutions found that employees rated their well-being a 7.5 out of 10, yet only one-third said they are consistently resilient. The survey highlighted a growing disconnect between well-being — how employees feel day-to-day — and resiliency, defined as the ability to bounce back, adapt and sustain performance over time. While overall well-being remains stable, resiliency is emerging as a critical vulnerability in today's workforce and employers are wise to support both fronts.

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Behind these findings are employees trying to balance demanding jobs with family responsibilities, financial pressures, health concerns, caregiving needs, and the everyday complexity of modern life.

That reality does not pause when summer begins. In fact, for many employees, summer can introduce new challenges. Parents may be navigating childcare gaps and camp schedules. Caregivers may be coordinating disrupted support for aging parents or loved ones with health needs. Employees facing financial strain may feel added pressure from seasonal expenses and back-to-school planning.

This is why employers need to think beyond time off. The question is not simply whether employees have enough PTO. It is whether they have the resources, flexibility, and confidence to access support before stress becomes overwhelming.

For HR leaders, benefits should be considered in terms of connection: linking employees to the right resources, at the right time, in a way that feels understandable and accessible. That connection is increasingly important because benefits cannot take a one-size-fits-all approach. Employees are at different life stages, balancing different responsibilities, and looking for different kinds of support. HR leaders must understand what different segments of employees need and care about, then allocate resources in ways that create a meaningful impact. 

That also means recognizing that enrollment is not the same as engagement.

My colleague Orla Nixon recently described what she calls the "benefits activation gap": the disconnect between enrolling in benefits and confidently using them when life happens. From a claims perspective, she sees employees who discover too late that they do not fully understand their coverage, have forgotten about benefits they elected, or simply do not know where to turn when they need support most. 

That lesson applies directly to burnout prevention. Employees may have access to well-being programs, employee assistance resources, disability support, leave benefits, or financial wellness tools. But if those resources are only discussed during open enrollment, they may not be top of mind when employees face real-life challenges.

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Preventing burnout requires a benefits experience that is visible, practical, and ongoing. To support, employers should:

• Make well-being resources part of the year-round employee experience. Summer is a natural opportunity to remind employees about support for stress management, healthy work habits, caregiving, and overall well-being. New York Life Group Benefit Solutions' Work Wellness resources help employees understand how health conditions can affect their ability to work and connect them to services designed to support productivity, recovery, and long-term well-being. Available resources include employee assistance and wellness support, as well as financial, legal, and estate support services that can help employees address challenges beyond the workplace. 
• Deliver more easily-accessible support. Employees are more likely to seek help when resources are easy to find, understand and use. Whether someone is managing workplace discomfort, navigating caregiving responsibilities, or addressing financial concerns, simple access to guidance can make a meaningful difference before challenges become crises. 
• Normalize the use of available resources. Employees are far more likely to seek support when managers and HR teams regularly discuss benefits as part of everyday well-being, not just during enrollment season or moments of crisis. Consistent communication helps employees understand what is available and builds confidence that support will be there when they need it.
  

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PTO and Summer Fridays remain valuable tools. But they are only part of the solution.

Real recharge happens when employees feel supported before, during, and after time away from work. It happens when they understand their benefits, know where to find help, and trust that their employer is invested in their well-being beyond a single season.

The employers that get this right will not simply help employees take a break. They will help them build well-being and resilience, navigate life's demands, and thrive both at work and at home. That is the real opportunity for benefits today: not just offering support, but ensuring employees can access and use it when it matters most.