Signs of Burnout in Employees in the UK

Recognising, Understanding and Responding to Workplace Burnout

Burnout (defined by The World Health Organisation (WHO) as a syndrome resulting from chronic workplace stress that has not been successfully managed),  is increasingly recognised as a significant issue within the workplace.

True burnout can take many months to fully recover from, so recognising the signs of burnout is critical for employers, managers and colleagues.  Not only will this enable affected employees to be supported but also to foster healthier, more productive workplaces.

Burnout isn’t just feeling tired or stressed; it is a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress. Unlike ordinary fatigue, burnout can have lasting consequences, diminishing an employee’s motivation, engagement, and sense of accomplishment.  True burnout can take many months to fully recover from. 

While burnout manifests differently in each individual, common signs that are: 

• Physical Exhaustion – persistent fatigue that does not improve with rest
• Frequent headaches
• Muscle aches or gastrointestinal problems
• Feeling “drained” even after the weekend or a holiday
• Reduced Work Performance – noticeable decline in quality, accuracy and timeliness of work. Burnout often leads to missed deadlines, repeated mistakes, and increased absenteeism
• Feeling emotionally distanced from their work, colleagues, or clients. This can manifest as negative attitudes, loss of enthusiasm, or a sense of meaninglessness about work tasks
• Lack of Motivation, procrastination, avoiding responsibilities, or withdrawing from projects they once enjoyed
• Emotional Exhaustion – frequent feelings of overwhelm, irritability, mood swings, and a reduced ability to cope with everyday stressors
• Difficulty Concentrating – repeated lapses in concentration, forgetfulness and a general “mental fog”
• Social Withdrawal – a tendency to disengage from colleagues, skip meetings, avoid workplace gatherings, or reduce social interactions
• Sleep Disturbances – insomnia or disrupted sleep patterns, including difficulty falling asleep, frequent waking, or non-restorative sleep, can be both a cause and effect of burnout
• Frequent Illness – lowered immunity leads to increased susceptibility to colds, infections and other minor ailments
• Irritability and Impatience – Heightened sensitivity to minor annoyances, temper outbursts, or impatience with colleagues and clients.
• Neglect of Self-Care – employees may abandon healthy habits, such as exercise, balanced eating, and hobbies. Neglecting personal well-being is a red flag for burnout
• Feeling Ineffective – persistent feelings of inadequacy, self-doubt, or inability to make meaningful contributions at work
• Increased Absenteeism
• Loss of Enjoyment – activities that once brought satisfaction or joy become dull, uninteresting, or burdensome.
• Heightened Anxiety – chronic anxiety about job performance, job security, or upcoming projects, often disproportionate to the reality of the situation.
• Feeling of Helplessness – employees may feel trapped in their role, unable to envision solutions and powerless to make positive changes.
• Changes in Appetite – noticeable changes in eating habits, either overeating or undereating, as a response to stress and fatigue.
• Substance Misuse – an increase in the use of alcohol, prescription medication, or other substances as a coping mechanism.

Specific Contexts and Risk Factors in the UK Workplace

Burnout is shaped by the organisational culture, sector, and individual circumstances. In the UK, certain sectors—such as healthcare, education, finance, and social care—report higher rates of burnout due to the emotional demands and workload pressures. Key risk factors include:

• High demands and low control over work
• Lack of support from management or colleagues
• Poor communication and unclear expectations
• Long hours and frequent overtime
• Remote or hybrid working without clear boundaries
• Job insecurity and organisational change
• Lack of recognition or career progression

The Impact of Burnout on Employees and Organisations

Burnout doesn’t only affect the individual employee; it can ripple through teams and organisations, resulting in increased staff turnover, reduced productivity and greater rates of sickness absence. In the UK, workplace burnout is estimated to cost billions of pounds annually due to lost productivity and employee ill health. NHS data shows a rise in stress-related absences, while surveys (such as those conducted by the CIPD and Mind Mental-Health-UK_The-Burnout-Report-2025.pdf  Big Mental Health Report 2024) highlight the correlation between burnout and declining mental health.

Preventing and Addressing Burnout in the UK

Recognising the signs of burnout early is crucial for intervention. Employers can take proactive steps, such as:

• Promoting a healthy work-life balance
• Offering mental health support and counselling
• Ensuring manageable workloads
• Providing regular breaks and annual leave
• Encouraging open conversation about stress and wellbeing
• Providing clear communication and realistic expectations
• Training managers to spot and address burnout
• Supporting flexible work arrangements

Conclusion

Burnout is a pervasive challenge facing UK workplaces, but it is not insurmountable. By understanding the proven signs of burnout and responding with empathy and practical support, organisations can create environments where employees thrive. If you or someone you know is experiencing these signs, it’s important to seek help—whether through workplace initiatives, healthcare professionals, or trusted colleagues. Ultimately, a focus on wellbeing benefits not only employees but the long-term success of organisations across the UK.