1. Nearly 8 in 10 Employees Experience Burnout on the Job at least Sometimes.
(Research by Gallup)
A large majority of employees experience workplace burnout, facing emotional exhaustion, energy depletion, and chronic stress. Such high rates show that work-related stress and ilack of support are common challenges, causing a decline in mental well-being across industries.
Why This Matters: Employee burnout impacts job performance and organizations’ productivity. When employees are drained, the whole workforce suffers, resulting in negative effects like absenteeism and lower engagement.
TeamOut Advice: Employers should run regular mental health check-ins to protect well-being. Train managers to spot burnout early, provide access to emotional care, and create flexible schedules to promote work life balance for both in-office and remote workers.
2. Burnout Costs Businesses $322b Annually in Lost Productivity, with Healthcare Costs Reaching $190b.
(Research by Workhuman)
Burnout fuels huge business losses, driven by decreased productivity, more errors, and high healthcare costs. Work related stress and physical fatigue lead to increased doctor visits and mental health claims, draining company and national resources.
Why This Matters: Stress impacts the bottom line. Reducing burnout leads to higher productivity and better financial health for organizations.
TeamOut Advice: Survey your workforce to pinpoint stressors and launch mental well-being initiatives such as stress management workshops. Adjust workloads to ensure employees have the support and energy they need for strong job performance.
3. 69% of Remote Employees Report Increased Levels of Burnout from Digital Communication Tools.
(Research by Forbes)
Nost remote workers now report higher levels of burnout, emotional exhaustion, and cognitive weariness. Always-on communication increases stress, blurring personal time and making it hard for employees to recover.
Why This Matters: Digital overload negatively affects work-life balance and the mental health of remote workers, often leading to stress, anxiety, and lower professional efficacy.
TeamOut Advice: Encourage periods of digital detox and set clear boundaries for messaging. Leaders should monitor energy depletion, focus on outcomes, and promote mental well-being so employees don’t experience burnout.
4. 40% of Remote Work and 38% of Hybrid Work are Associated with an Increased Likelihood of Anxiety and Depression Compared to In-Person Work (35%).
(Research by SHRM)
Remote and hybrid workers are more likely to report mental health issues like anxiety and depression. The isolation and insufficient support that can come with remote work contribute to emotional exhaustion and burnout.
Why This Matters: The negative impacts of stress are amplified when employees feel alone, reducing well-being and job satisfaction.
TeamOut Advice: Launch virtual support groups and schedule regular video check-ins. Educate managers to look for mental health warning signs and create policies that prioritize work-life balance.
(2024 Global Talent Trends report, published by Mercer)
Financial pressure, physical fatigue, and heavy workloads are major root causes of burnout, driving chronic stress and reducing employee well-being. Burnout statistics reveal that both personal and professional stress take a toll on mental health.
Why This Matters: Ignoring these factors deepens negative effects on health and job performance, and increases the risk of reduced professional efficacy.
TeamOut Advice: Ask employees about stressors in regular surveys, offer financial counseling, and adjust workloads to give space for self care. Train managers to notice when workers feel overwhelmed and provide resources for emotional support.
6. The Average American Experiences Peak Burnout at 42, but Gen Z and Millennial Respondents Reported Reaching Their Highest Levels of Stress at the Age of 25.
(Survey by Talker Research, published by Newsweek)
Younger survey respondents, Gen Z and Millennials, now experience feelings of burnout and cognitive weariness much earlier than older generations. This early onset increases the risk of long-term mental health issues and lower professional efficacy throughout their careers.
Why This Matters: Early burnout signals a workforce at risk of ongoing stress, emotional exhaustion, and disengagement, harming productivity.
TeamOut Advice: Launch early-career mentoring and mental well-being programs. Equip leaders to spot burnout early, and provide emotional support.
7. According to Gartner, 58% of Workers Are Stressed and 48% Are Worried About Work; 41% Work 9 Extra Unpaid Hours Weekly.
(Research by Gartner, published by Unleash)
Most employees report stress and work-related anxiety, with many working unpaid overtime. This “always-on” culture leads to stress, energy depletion, and increased risk of burnout.
Why This Matters: When employees work unpaid hours and lack work life balance, organizations face higher turnover and lower job performance.
TeamOut Advice: Track unpaid overtime via regular audits, set boundaries around after-hours work, and encourage managers to support employees’ need for rest and recovery.
(Research by Harvard Business Review)
The health costs of burnout are massive, with many seeking emergency room care or long-term mental health care.
Why This Matters: Addressing burnout can lower health expenditures and shows the employer cares about employees’ well-being.
TeamOut Advice: Integrate physical and mental health programs, offer mindfulness, exercise, and therapy access. Use health claim trends to target high-impact stressors and reduce burnout.
9. Burnout Leads to 68% of Employees Being Less Likely to Stay at Their Organizations.
(Research by Gartner, published by Unleash)
Burnout is a driver of turnover, as employees dealing with workplace burnout and emotional exhaustion are more likely to leave.
Why This Matters: High turnover due to stress disrupts businesses, damages morale, and signals larger issues in employee experience and support.
TeamOut Advice: Review turnover trends and conduct exit interviews focused on burnout. Provide career development, celebrate accomplishments, and invest in programs that directly reduce burnout and improve retention.
10. 81% of Workers Are Worried About Losing Their Jobs in 2025; 43% Say Job Insecurity is a Primary Burnout Driver.
(Research by Forbes)
A vast majority of American workers feel job insecurity, which is now a major source of stress and anxiety. This uncertainty leads to higher rates of burnout as workers feel immense pressure to hold onto their job, affecting their mental well-being and daily employee experience.
Why This Matters: When employees feel insecure about their jobs, workplace stress and emotional exhaustion increase, leading to higher risk of burnout, and productivity loss.
TeamOut Advice: Communicate business outlooks and plans with employees to reduce uncertainty. Offer access to mental health resources, promote skill-building so workers feel more secure, and train leaders to recognize and address rising stress and anxiety at work.
11. 77% of Employees Are Asked to Take on Additional Work Beyond Their Job Description at Least Weekly.
(Research by Hidden Costs and Rewards of Extra Work Report, published by Forbes)
Frequent requests for extra work are fueling burnout and pushing workers toward emotional exhaustion. Feelings of being used up and a lack of support grow, undermining their sense of professionalism and interest in their work.
Why This Matters: Persistent overwork without recognition or additional support raises workplace stress, increases negative impacts on employee well-being, and can lead to disengagement or turnover.
TeamOut Advice: Regularly audit workloads and clarify job expectations. Empower employees to set boundaries around extra work, and reward those who take on additional tasks with recognition or additional compensation.
12. Consulting Firm DDI’s Found that Among the 71% of Stressed Out Leaders Surveyed, Over Half Are Worried About Burnout.
(Research by Global Leadership Forecast 2025, published by Forbes)
Most leaders report high workplace stress, and a significant share are worried about experiencing burnout themselves. Remember: when leaders are emotionally drained, it negatively impacts teams, limiting progress and company culture.
Why This Matters: Burned-out leaders struggle to inspire, support, or retain employees, compounding organizational challenges and fueling further burnout across teams.
TeamOut Advice: Prioritize self-care and mental health for leaders. Encourage regular breaks, offer coaching services, and create peer support groups for management. Develop time-management and delegation skills to maintain lower stress levels.
13. According to SHRM’s Findings, 45% of Burnt Out Workers Are Actively Looking for a New Job.
(Research by SHRM, published by Forbes)
Nearly half of employees who experience burnout are seeking to leave their organizations, which reflects the urgent negative impacts of unchecked workplace stress. Burnout drives workers to consider new opportunities, affecting organizational stability and eroding workforce skills.
Why This Matters: High burnout leads to greater turnover and disrupts business continuity, costing companies time and resources to replace lost employees.
TeamOut Advice: Conduct regular pulse surveys to identify burnout early. Offer flexible work arrangements and prioritize mental well-being programs to improve employee experience.
14. SHRM Found that 34% of Workers Took Lower-Paying Jobs and 22% Quit Without Another Job to Protect Their Mental Health.
(Research by Employee Mental Health in 2024 - SHRM-, published by Forbes)
A significant share of American workers are taking drastic steps to shield themselves from workplace burnout and mental health decline. These decisions reflect how severely workplace stress can hurt employees’ professional lives and well-being.
Why This Matters: When employees feel their only choice is to quit for mental health reasons, you're hurting companies by draining talent and skills.
TeamOut Advice: Make mental health protection a core company value. Ensure leadership openly supports time off for recovery, provides robust access to such services as counseling.
15. Burned-Out Workers Are Nearly Three Times More Likely to be Actively Job Hunting.
(Research by SHRM, published by Forbes)
Employees experiencing burnout are much more likely to look for new jobs, reflecting how burnout undermines job satisfaction and loyalty. This trend signals risks of talent loss and lowered organizational stability.
Why This Matters: High burnout among workers drives turnover, increasing recruitment costs and disrupting team cohesion.
TeamOut Advice: Monitor burnout levels closely and provide targeted mental well-being programs to reduce turnover risk. Communicate career paths and recognize contributions to improve retention.
16. Three in four U.S. Workers Will Experience Burnout at Some Point in Their Careers.
(Research by Gallup, published by Harvard Business Review)
A vast majority of workers face burnout during their careers, showing that workplace stress is a persistent challenge impacting long-term mental health and productivity.
Why This Matters: Burnout is not isolated but part of a systemic issue affecting employee experience and retention across industries.
TeamOut Advice: Build ongoing support systems, including stress management training and access to counseling, to help employees manage and recover from burnout.
17. On Average, 1 in 4 Employees Surveyed Across Various Demographics and All Over the World Reported Experiencing Symptoms of Burnout.
(Research by McKinsey)
Globally, 25% of employees report burnout symptoms, meaning that burnout as a widespread problem across cultures and roles.
Why This Matters: Burnout crosses all boundaries and can lead to reduced efficacy and higher healthcare costs worldwide.
TeamOut Advice: Use regular global employee surveys to spot trends early and tailor interventions that address root causes of stress in diverse teams.
18. Burned-Out Workers Report 13% Lower Confidence in Performance.
(Research by Gartner)
Burnout erodes workers’ confidence in their abilities, further lowering productivity and engagement.
Why This Matters: Reduced confidence undermines employees’ motivation and professional growth, compounding negative effects on organizations.
TeamOut Advice: Foster a culture of feedback and development, helping employees rebuild confidence through support, training, and recognition.
19. Burnout Leads to High Levels of Absenteeism, as Employees are 63% More Likely to Take Sick Leave
(Research by Gartner)
Burnt-out employees have significantly higher absenteeism, often due to stress-related illness or mental health issues.
Why This Matters: Absenteeism disrupts work continuity and increases costs for organizations.
TeamOut Advice: Implement proactive rest policies and wellness programs to reduce burnout-related absences. Encourage open communication about health struggles without stigma. Remember: employee well-being is one of the main corporate trends in 2025.
20. The Burnout Gap Between Women and Men Nearly Doubled From the Year Before: 42% of Women Report Feeling Burned Out, Even as Productivity in Corporate America Hits an All-Time High.
(Research by McKinsey’s annual Women in the Workplace report)
Women experience burnout at much higher rates than men, highlighting gender-related workplace stress disparities despite high productivity levels.
Why This Matters: Addressing this gap is crucial for improving equity, retention, and overall employee experience.
TeamOut Advice: Create targeted support programs for women, promote flexible work arrangements, and address systemic workload and emotional labor imbalances.
21. Burned-Out Employees are 2.6 Times as Likely to Seek New Jobs.
(Research by Gartner)
Employees suffering burnout have a much higher intent to leave, threatening organizational knowledge and stability.
Why This Matters: High turnover driven by burnout costs significant resources and disrupts talent pipelines.
TeamOut Advice: Invest in early burnout detection and retention strategies, including mentoring, workload management, and mental health benefits.
(Research by Modern Health, published by Forbes)
Two-thirds of employees now report burnout, marking a critical peak with wide-reaching negative effects on work life balance and productivity.
Why This Matters: This crisis requires urgent employer focus to safeguard workforce well-being and organizational success.
TeamOut Advice: Scale mental health support, ensure reasonable workloads, and foster a culture prioritizing employee self care and recovery.
(Research by Modern Health, published by Forbes)
A large portion of workers experience intense emotional distress at work, reflecting high workplace stress and emotional exhaustion.
Why This Matters: Emotional outbursts signal deep-rooted burnout and mental health challenges needing attention.
TeamOut Advice: Train managers in emotional intelligence, normalize conversations about mental health, and offer timely emotional support resources.
24. Disengaged Employees Cost Employers up to 34% of Budgeted Annual Salary Due to Burnout Effects.
(Research by Gartner)
Burnout-related disengagement leads to substantial financial losses, affecting overall business performance.
Why This Matters: Employee disengagement reduces productivity and increases turnover costs.
TeamOut Advice: Enhance engagement through recognition programs and regular feedback. Link workload management with engagement initiatives to reduce burnout.
25. 22% of Employees Without “Proactive Rest” Are Burnt Out, Compared to 2% with Proactive Rest Programs.
(Research by Gartner)
Proactive rest programs dramatically reduce burnout rates, showing rest is a critical preventive tool.
Why This Matters: Encouraging employees to take breaks and recharge leads to lower stress and improved productivity.
TeamOut Advice: Implement structured rest policies, encourage breaks during workdays, and educate leaders on supporting rest as a strategic resource.
Wrapping Up
The alarming rise in employee burnout, now at an all-time high of 66% in 2025 according to a Modern Health study published by Forbes, highlights the urgency for organizations to prioritize well-being and sustainable work practices. The Society for Human Resource Management (SHRM) further reveals that 34% of workers have accepted lower-paying jobs and 22% have quit without another job to protect their mental health, highlighting burnout’s negative impact on workforce stability and productivity.
At TeamOut, with our track record of organizing over 1,000 corporate events and retreats and a 95% satisfaction rate, we understand the power of tailored experiences to inspire your team, reduce burnout, and promtoe collaboration. Investing in your employees’ mental health and resilience must become a business strategy that helps retain talent, boost morale, and drive long-term success.
As burnout reaches unprecedented levels across industries, the time to act is now. Empower your workforce with connection and restorative experiences. Schedule a free call with us today and learn how we can make a change and build a healthier, more productive team.
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