The Reality of Burnout in the UK Workforce and How to Combat It

Reality of Burnout in the UK Workforce and How to Combat It

Burnout has become a pressing issue in the UK workplace, with an alarming 74% of workers reporting significant levels of stress, frustration, and exhaustion. According to O.C. Tanner’s 2025 Global Culture Report, factors such as toxic workplace cultures, excessive workloads, and a lack of growth opportunities are driving employee mental health struggles. These challenges can make it difficult for employees to stay motivated and engaged in their roles.

However, the same report suggests that burnout is 80% less likely in workplaces with modern leadership practices, 83% less likely when employees have access to development opportunities, and 87% less likely in a culture of appreciation. This highlights that organisations have the power to reduce burnout significantly by implementing the right strategies. The key to tackling this issue lies in holistic workplace culture improvements, focusing on empathy, recognition, and employee well-being.

 “Many are struggling to get out of bed for work, feeling overwhelmed by stress and frustration.”

During a recent market update live stream, Hannah Slee, Recruitment Manager at People2People, addressed the burnout epidemic and shared insights into how businesses can take proactive measures to support employees.

“A staggering 74% of UK workers are experiencing significant burnout,” Hannah noted. “Many are struggling to get out of bed for work, feeling overwhelmed by stress and frustration.”

One of the primary reasons behind this widespread burnout is workplace culture. Many employees feel undervalued, unsupported, and overburdened with responsibilities. In contrast, workplaces that prioritise growth, appreciation, and well-being see significantly lower burnout rates. Hannah emphasised the role of leadership in addressing these challenges.

“Burnout is 80% less likely when modern leadership practices are in place,” she explained. “That means managers and leaders need to step up, show empathy, and create an environment where employees feel supported and valued.”

The conversation also touched on employee development as a critical factor in preventing burnout. Lack of career progression can leave workers feeling stuck and demotivated. However, organisations that provide continuous learning and growth opportunities see a notable reduction in workplace stress.

“Giving employees a path to grow makes a huge difference,” Hannah highlighted. “When businesses invest in their people’s careers, they create a workforce that feels engaged and valued.”

Another major contributor to burnout is a lack of recognition. Employees who feel their efforts go unnoticed are more likely to become disengaged. Encouraging a culture of appreciation can make employees feel acknowledged and motivated to perform at their best.

“Recognition shouldn’t be an afterthought,” Hannah stressed. “A simple thank-you or celebrating small wins can go a long way in making employees feel valued.”

Practical Strategies to Combat Burnout in the Workplace

Addressing burnout requires proactive measures from both employers and employees. Here are some effective strategies to reduce workplace stress and enhance well-being:

Encourage Open Communication
Creating a culture where employees feel comfortable discussing their stress levels and workload concerns can help managers address issues before they escalate.

Implement Flexible Work Arrangements
Offering hybrid work options or flexible hours can provide employees with better work-life balance and reduce overall stress.

Promote Employee Growth and Development
Providing training, mentorship, and career progression opportunities can keep employees engaged and motivated in their roles.

Foster a Culture of Appreciation
Recognising employee contributions, whether through verbal praise, awards, or bonuses, can make a significant impact on job satisfaction and motivation.

Encourage Regular Breaks and Time Off
Encouraging employees to take breaks and use their annual leave can prevent exhaustion and improve productivity in the long run.

Lead with Empathy
Managers should prioritise their team’s well-being by being approachable, understanding workloads, and providing emotional support where needed.

Monitor Workloads
Ensuring that no single employee is overburdened can help prevent burnout. Regular check-ins with teams can help redistribute tasks effectively.

Provide Mental Health Support
Offering access to mental health resources, employee assistance programmes, and wellness initiatives can help employees manage stress effectively.

Burnout is a serious issue, but it is not an inevitable part of working life. Organisations that invest in modern leadership, employee development, and a culture of appreciation can significantly reduce stress levels in their workforce. By implementing practical changes and prioritising employee well-being, businesses can create a more engaged, productive, and resilient workforce.

As Hannah Slee concluded in the live stream, “The statistics may seem daunting, but the good news is that there are clear, actionable steps businesses can take to make a difference. Investing in people isn’t just good for employees – it’s essential for business success.”

By taking the right approach, companies can turn the tide on burnout and build workplaces where employees feel valued, motivated, and supported in their careers.