Google searches for ‘burnout’ and ‘burnout symptoms’ have reached all-time highs in recent years, with data indicating sustained, and increasing interest. Considering the pressures of life and work, ongoing economic uncertainty and what seems like an ‘always on’ world, it’s not surprising.
Perhaps the high number of searches suggest many of us are feeling ‘burnt out’ and are seeking to know more about what the term means for our health and wellbeing. This article seeks to explain what it is, how to spot the signs and offer encouragement that recovery is possible.
What is burnout – and what causes it?
According to the World Health Organisation (WHO), burnout is a “state of physical, mental, and emotional exhaustion”. It can occur when we experience long-term stress and feel under constant pressure. Many people will associate those conditions with work and while burnout is often a workplace issue, it can also be caused by other life pressures. For example, sustained responsibilities as a caregiver, parent, or living with a chronic illness or condition can contribute to burnout.
The conditions that may lead to burnout affect us all differently. Some may worry about their finances or their job security and feel they should work harder to secure their roles. Others have difficult relationships at work and at home that can wear down their resilience and cause anxiety. Some enjoy change in the workplace, others are anxious about having to learn new systems and build new relationships while still maintaining their output – all of which can contribute to burnout.
People working from home may lose the boundaries that office based roles offer. As such, they may feel that working late enables greater productivity, but this comes with risk to sleep patterns and feeling unable to switch off. What’s more, this may be happening out of the sight of line managers or colleagues who may otherwise have been able to help or spot the signs.
The stats that say ‘Burnout Britain’
Research carried out by Mental Health UK in 2025 found that levels of stress remain extremely high among adults in the UK with 91% reporting high or extreme levels of pressure or stress in the past year.
One in five needed to take time off in the last year due to poor mental health caused by pressure or stress. Adults aged 25–34 are now the age group most likely to experience high or extreme levels of stress in the past year (96%), overtaking adults aged 35–44. And young workers aged 18–24 continue to face a great deal of strain in the workplace, with 93% experiencing high or extreme levels of pressure or stress in the past year.
Taken together, it’s clear that such levels of stress will be impacting not just the immediate workplace but the wider economy in terms of reduced productivity that also risks damaging the youngest members of the UK workforce.
Is burnout the same as stress?
This is a common misunderstanding but the two are certainly related. Burnout can be caused by stress, but we can often still function and engage in work, even with the activity or situation causing stress. Yes, we may lose sleep, perhaps our emotions run high, but stress is manageable. Burnout is a far deeper detachment that affects motivation, leaving many feeling hopeless and unable to function.
Another difference is that stress is easier to spot than burnout. We are more likely to recognise stress due to its often short term and specific nature. We may feel under pressure due to a project or deadline, but this pressure may pass. We may feel we can manage stress, but burnout builds over time due to prolonged exposure to the demands that cause it. This often brings a complete loss of hope. And this creates another risk – many aren’t aware this is happening. It’s a gradual build that often presents itself as burnout only when the situation becomes overwhelming.
What are the symptoms of burnout?
Again, when identifying burnout, it’s important to recognise that we may think we are experiencing stress, depression or anxiety and as a result, we might consider this as a ‘normal’ part of the role we are doing or the experiences that life presents. The danger starts when this goes unnoticed, or help isn’t taken.
The symptoms of burnout take this to another more dangerous level and affect us physically, emotionally, and behaviourally. Feelings of extreme exhaustion, a loss of hope and energy and a withdrawal from others are tell-tale signs. In a work context, we may feel a lack of interest in projects that used to feel important and even successes start to feel pointless.
As burnout is a gradual process, spotting the signs can be difficult, but if you are noticing this in yourself or others, they are all pointers to burnout:
- A drop in productivity
- Difficulty concentrating
- Increased negativity and a lack of achievement
- Increased absence
- Feeling irritable or tired
- A lack of sleep
- An increase in reliance on alcohol, and perhaps drugs too
- Emotional symptoms may include feeling helpless, with increased anxiety
How to manage and recover from burnout
Managing and recovering from burnout is a gradual process that requires addressing both the immediate physical exhaustion and the underlying workplace or personal causes.
While rest is vital, true recovery often involves regulating your nervous system and establishing long-term boundaries. Recovery may take months, but burnout doesn’t necessarily mean the end of a career. Here are a few steps to take towards recovery:
Acknowledge the problem: Stop ‘pushing through’ adding ‘just a little’ more to your workload. If others have noticed the signals you’ve been giving, listen and accept the help offered by colleagues and line managers.
Protect your boundaries: When these erode and this routine starts to appear normal, you lose the dividing line needed to create the vital time away. Set times to stop work and disconnect from email. Learn to say “no” to non-essential tasks.
Seek greater clarity: During times of change, try to find out what you need to do that’s new but also what remains the same – which in itself provides a clearer structure and may remove potential anxiety.
Strengthen connections and support: If you’ve been out on a limb – perhaps being remote based and feeling disconnected, your team relationships can be a huge support. Not just in sharing work but from the understanding and empathy of others.
Reconnect with meaning: Reintroduce small activities that bring you joy – this might be hobbies, creative projects, or socialising with people who energise rather than drain you.
Build relaxation into your life: Use deep breathing, meditation, or slow, mindful movement (like yoga or walking in nature) to shift your body from a survival state to a relaxed one.
Burnout tips for line managers
All of the above applies to line managers too. Remember that if you are managing a busy team, overseeing projects and helping those with stress and anxiety issues – all of this can impact on your own relationship with work and may increase the risks of your own burnout. For both you as a line manager, and your team, burnout is preventable.
The following will help you:
Keep workloads manageable: For yourself and your team you will need a healthy work-life balance that respects boundaries. Work with your team to identify which tasks are urgent and which can be paused or reallocated.
Acknowledge the impact of change: Change can be stressful. It may help others to know that you recognise what they are going through and why this may lead to the conditions that might cause burnout. It will help them feel more able to raise concerns without worrying about any negative feedback.
Watch for the signs: Notice changes in behaviour, such as withdrawal, irritability, or falling behind on, or making mistakes in, previously easy tasks. The same applies to drop off in enthusiasm and mood swings.
Open the conversation around mental health: The more your people feel they can raise issues that impact on their mental health, the greater the opportunity to manage the issues that can lead to burnout. We’ve written an article on getting conversations started – and also developing good listening skills. You can read that here
Schedule Check-ins: Follow up regularly to track their progress and make adjustments, rather than treating it as a one-time conversation. And make your remote workers a priority here, probing for the working hours they keep.
Role Model Behaviour: As a manager, avoid sending emails outside of working hours, demonstrating a sustainable work culture. Lead burnout prevention by example.
In conclusion
Burnout is an issue that impacts us as individuals as well as the business and wider economy. The good news is that there are practical ways to prevent it, spot it early, and support recovery. By keeping workloads manageable, respecting boundaries and providing structured support, employers can protect staff, boost productivity, and protect the health and wellbeing of their most important assets – their people.
