New polls from people2people Recruitment reveal alarming trends in employee well-being, and indications are that the workforce is already experiencing burnout, and we have not even reached mid-year.
According to Beyond Blue, burnout “is a combination of feeling exhausted, negative about (or less connected to) the work, job or an activity you’re doing, and/or a feeling of reduced performance.
Compared to 2024, two in five Australian workers (close to 40%) expect stress levels and burnout to be harder to manage this year, with only 20% believing it will become easier. Approximately two in five employees are starting the year already burnt out, while nine in ten Australian workers believe that burnout is ignored until it’s too late – over half say the warning signs are identified too late, and a further 39% believe they are outright ignored.
Suhini Wijayasinghe, Head of Outsourced HR Solutions at people2people Recruitment, warns that failing to address burnout is not just a people problem – it’s a business problem. “Burnout has a significant financial impact. When employees reach breaking point, businesses suffer from higher absenteeism, lower productivity, and ultimately, increased turnover. The cost of replacing an employee can range from 30% to 150% of their annual salary. By addressing burnout proactively, employers can minimise the costly cycle of recruiting and onboarding new hires,” says Wijayasinghe.
The data also reveals how employees are responding to burnout, with many resorting to unsustainable coping mechanisms:
- One in three (37%) simply push through the exhaustion.
- One in five (22%) are prepared to quit if burnout becomes overwhelming.
- 16% are setting better work boundaries.
- One in four (25%) turn to vacations or meditation to reset.
How employers can prevent burnout
Sally McGrath, burnout prevention expert, emphasises that businesses must shift from reactive responses to proactive prevention. “Organisations need to move from burnout firefighting to burnout blocking. This means embedding workplace wellbeing into company culture rather than treating it as an afterthought,” McGrath explains.
Suhini Wijayasinghe and Sally McGrath offer the following strategies to help businesses burnout block before it escalates:
- Encourage open conversations: normalise workload and mental health discussions to remove stigma.
- Set clear role expectations: uncertainty and overwork often lead to burnout. Define roles and responsibilities clearly.
- Enable flexible work arrangements: empower employees with autonomy to manage their time effectively.
- Train managers to spot early signs: equip leaders with the skills to identify burnout warning signs before they spiral.
With stress levels projected to rise and employees increasingly prepared to walk away from unsupportive workplaces, burnout blocking isn’t just an HR trend – it’s a necessity for business survival.
For more info on managing burnout, visit Beyond Blue.
