Burnout statistics paint a troubling picture of modern work life.

Workplace stress is impacting employees across industries. The ensuing employee burnout has become a prevalent concern, with rising numbers of workers reporting mental health challenges.

While the World Health Organization labels burnout as merely an “occupational phenomenon,” the statistics show it’s still a legitimate concern that can have a significant impact on mental and physical health.

Addressing workplace stress and creating supportive environments requires a proactive approach. Let’s look into burnout statistics that can help you better tackle the root causes and cultivate a healthier workforce.

Try Hubstaff free for 14 days

Get started

Employee burnout statistics to know

Recent data highlights that a significant number of workers have experienced burnout, directly impacting their performance and well-being. Here are some key employee burnout statistics to know.

Statistics from the American Psychological Association (APA)

A 2022 report from the American Psychological Association provides an in-depth look at burnout and stress in the workplace. Here are some key findings from the report:

  • 79% of employees reported chronic workplace stress as a major issue affecting their well-being.
  • Nearly three in five employees reported negative effects of work-related stress, including lack of interest, emotional exhaustion, and physical fatigue.

In addition, the APA’s 2023 Work in America Survey reported some important findings related to mental health and well-being in the workplace.

95% of people feel working for an organization that respects the boundaries between work and personal time is very important to them.
  • 95% stated that working for an organization that respects the boundaries between work and personal time is very important to them.
  • 59% of respondents with low job satisfaction reported their workplace as toxic.
  • 79% of respondents who were satisfied with their work-life balance reported that their mental health was good or excellent.
  • 55% of employees believe that their employer overestimates the mental health of their workplace environment.
  • 57% reported experiencing negative effects due to work-related stress, often linked to workplace burnout.

Improving workplace culture and offering comprehensive mental health benefits are essential for boosting employee engagement. When organizations prioritize mental health, employees feel more valued and supported.

Federal government employee burnout statistics from Gallup

A recent Gallup analysis sheds light on the burnout epidemic within the federal government workforce. Here are some key findings from the report:

  • Within the U.S. federal, state, and municipal government workforce, burnout rates are higher among managers (35%) compared to individual contributors (23%).
  • Gallup estimates that employees with fair or poor mental health will experience nearly 12 days of unplanned absences annually, in contrast to just 2.5 days for other workers, resulting in a cost of approximately $340 per missed workday for full-time employees.
  • Employees who believe their employer cares about their well-being are three times more engaged and 71% less likely to report burnout.

Gallup’s 2020 burnout report, while older, presents data that remains valuable until today.

  • 76% of employees experience burnout at least occasionally.
  • Employees who regularly suffer from work burnout are 63% more likely to take a sick day and 23% more likely to visit the emergency room.
  • Employees who often experience burnout are 2.6 times more likely to be actively looking for a new job.
76% of employees experience burnout at least ocassionally.

Addressing employee mental health helps organizations mitigate mental health issues and support burned out employees more effectively. In turn, this can lead to lower stress levels and stronger employee retention.

Harvard Business Review’s report on manager burnout

Entery-level employees aren’t the only ones who can be afflicted with burnout. A 2023 report by Harvard Business Review offers fascinating data on manager burnout, highlighting burnout symptoms like energy depletion and dissatisfaction.

  • Over 53% of managers report feeling burned out at work.
  • Managers who feel exhausted are 1.8 times more likely to leave the company compared to those who do not feel exhausted.
  • For managers experiencing cynicism, the likelihood of leaving rises to 3.0 times, and those with a lack of professional efficacy are 3.4 times more likely to leave the company.

Since managers play a pivotal role in guiding and supporting their teams, addressing their well-being is essential for the overall health and productivity of the entire workforce.

Indeed’s 2021 Employee Burnout Report

A pandemic-era employee burnout report from Indeed notes the escalating issue of burnout among employees, particularly in the wake of the COVID-19 pandemic. The findings show a significant rise in burnout levels, with notable differences across generations and work environments.

  • Over half (52%) of survey respondents reported experiencing burnout in 2021, up from 43% in the pre-COVID survey.
  • Before COVID, 53% of millennials experienced burnout, and this has increased to 59%. Gen Z is now similarly affected, with 58% reporting burnout, up from 47% in 2020.
  • A majority (67%) say their burnout worsened during the pandemic, though 13% feel it has improved.
  • More than half (53%) of remote workers are now working more hours than they did when in the office, highlighting how workplace stress affects their work-life balance.
  • During the pandemic, 16% of workers haven’t taken any time off and 14% have taken less time off compared to before.
  • 36% of employees believe that increased flexibility in scheduling, remote work options, or simply more paid time off (PTO) could help alleviate burnout.
  • Around 70% of respondents have access to work communications on their phones, making them 84% more likely to work after hours.
More than half (53%) of remote workers are now working more hours than they did when in the office, highlights how workplace stress affects their work-life balance.

While the pandemic has ended, remote work is still rising. Companies should prepare accommodations to make work easier for their employees. This helps ensure a sustainable work-life balance and prevents burnout in the long term.

Organizational factors contributing to burnout

Burnout in the modern workplace is often a consequence of various organizational factors. The responsibility of preventing burnout falls upon leadership, as they must recognize and address these elements to develop strategies that reduce burnout and manage stress among employees. 

Workload and job demands

High workload and excessive job demands are primary contributors to employee burnout. When employees are consistently overloaded with tasks and responsibilities, it leads to chronic stress and, eventually, burnout.

This constant pressure not only affects their mental well-being but also their physical health, as prolonged stress can lead to various health issues like hypertension and cardiovascular diseases.

Lack of autonomy and control

Employees who have little say in how they perform their tasks often experience higher levels of stress and reduced professional efficacy. This feeling of helplessness can quickly lead to burnout, as individuals feel they have no power to improve their work situations.

To address this, give team members more control over their work processes and decisions. Encourage a participative management style, where employees are involved in decision-making. This transparency creates a sense of ownership and improves their professional lives.

Hubstaff’s workforce analytics and productivity tools empower teams by eliminating constant back-and-forth updates with managers. It allows employees to focus on their work, knowing their progress is being tracked accurately and transparently.

Inadequate support and resources

When employees feel unsupported, whether due to a lack of training, insufficient resources, or poor communication, their ability to manage stress effectively diminishes. Absence of support can also lead to feelings of isolation and helplessness.

Address this by:

  • Providing regular training and development opportunities
  • Establishing clear team communication channels
  • Offering mental health resources and support programs
  • Creating a supportive and inclusive workplace culture

Improving support systems helps companies significantly reduce levels of burnout and enhance employee well-being.

6 ways to reach better work-life balance

Work-life balance

Employees who struggle to balance their professional and personal lives often experience higher burnout rates. The inability to disconnect from work can lead to chronic stress and physical health problems, further impacting their job performance and satisfaction.

Implement policies that actively promote work-life balance, such as flexible working hours, remote work options, and adequate time off. Support employees in achieving a better balance to effectively manage stress and reduce burnout risk. These measures will lead to a more productive and satisfied workforce.

Unclear job expectations

When employees are unsure about their responsibilities or performance standards, they may feel anxious and overwhelmed. This uncertainty can hurt their productivity and also erode their confidence.

If you’re a leader, you should know that there is no scenario in which it pays off to be ambiguous. Clearly define and communicate job roles and expectations to your employees. Leave no questions hanging. Regular feedback and performance reviews also help employees understand their progress and areas for improvement.

Poor leadership

When employees make mistakes, workflows can get delayed. When leaders make poor decisions, the repercussions can be exponentially more damaging.

Ineffective leadership — characterized by poor communication, lack of appreciation, and insufficient support — can create a toxic work environment riddled with stress and discontent among employees.

To mitigate these risks, leaders must take accountability and steer their teams in the right direction. Managers need to be equipped with the right skills to genuinely support and motivate their teams because, let’s face it, poor leadership can sink the entire ship.

When leaders take accountability and lead with empathy, they create a work environment that’s not only supportive but also engaging.


Burnout may never be fully eradicated, but with the right strategies, you can keep it well within your control.

Leaders need to always stay on their toes — it’s a burden as much as it can be an opportunity for a rewarding experience. By acknowledging the importance of emotional support and actively encouraging conversations about mental health, leaders can help their people achieve the best versions of themselves.

Category: Management