Burnout has gone from a buzzword to a real workforce crisis. The World Health Organization defines it as a syndrome caused by chronic workplace stress, showing up as exhaustion, cynicism, and feeling less effective at work.
In 2024 and 2025, research shows burnout is touching every industry, every job level, and every demographic. Below, you’ll find the latest numbers – each pulled directly from credible research studies — along with short notes on what they really mean in today’s workplace.
10 most interesting employee burnout statistics
- 52% of employees said they felt burned out in 2024. Over half of all workers report experiencing burnout, which is a clear sign that the issue is widespread.
- Women: 59% vs men: 46% – gender gap in burnout. Female employees report burnout at a much higher rate than male employees, highlighting gendered pressures at work.
- Mid-level employees report the highest burnout 54%. Middle management (caught between senior direction and frontline workers) is bearing disproportionate stress.
- Physicians: 43.2% burnout (2024), down from 48.2% in 2023. Even though there’s a slight decline, nearly half of doctors still experience burnout; it is a critical issue in healthcare quality and safety.
- All health workers reporting “very often” burnout rose from 11.6% to 19% (2018–2022). A steep increase over a few years – burnout is accelerating in healthcare settings.
- 63% of female K–12 teachers reported burnout. Teaching remains among the most burnout-prone professions, especially among women.
- Attorneys: 42% experience burnout on average, associates (mid/senior) at 51%. Legal profession stress is topping out in mid/senior levels, underlining “escalation pressure.”
- Remote employees were more likely to report high stress the previous day: 45%. Remote work is not a panacea – stress levels remain high and sometimes even higher than in on-site roles.
- Burned-out employees are 3× more likely to seek a new job. Burnout is directly tied to turnover risk – it’s not just a wellness issue but a business and retention risk.
- Harassment makes burnout nearly six times more likely. A hostile or toxic environment dramatically exacerbates burnout risk – it underscores that culture, not just workload, is a core driver.
What is burnout?
Definition by ICD-11: Burn-out is an occupational phenomenon resulting from chronic workplace stress that has not been successfully managed, characterized by exhaustion, mental distance/cynicism, and reduced professional efficacy. (Use this canonical definition box.)
Source: World Health Organization
How it differs from depression/anxiety: Typically, burnout is triggered by prolonged overwork, whereas mental health issues can stem from a range of underlying factors.
Source: CDC
U.S. employee burnout prevalence and trends (all workers)
Overall: 52% of employees said they felt burned out in the 2024. Women 59% vs. men 46%; higher under age 50. That means more than half of large-company employees are running on empty – and women are carrying a bigger share of the burden.
Source: NAMI
Compare by work mode: Burnout rates were about the same for remote, hybrid, and in-person staff. Manager quality mattered most.
Source: The International Journal of Indian Psychology
Supplemental snapshot (2023–24): 57% reported moderate burnout. That means more than half of workers are running into serious stress at work.
Source: Aflac
Causes and risk factors of burnout (evidence-based)
Top workplace drivers: Key stressors mentioned included U.S. politics (43%), global events (42%), and personal finances (37%). These factors highlight the interconnectedness of societal issues and individual well-being, illustrating how external circumstances can significantly impact people’s mental health and daily lives.
Source: Mind Share Partners
Psychosocial hazards: Hazard list (workload, low control, harassment, violence, moral injury) and organizational levers. These are workplace conditions, not personal failings – meaning companies can actually fix them if they want to.
Source: CDC Blogs
Statistics on burnout effects on people and companies
Health & functioning: Burnout is linked with more “mentally unhealthy days” and higher odds of anxiety or depression. When burnout sets in, it doesn’t stay at the office – it affects people’s health and lives outside of work too.
Source: CDC
Productivity & retention: Burned-out employees are more likely to take sick days and 3× more likely to seek a new job. If you’re a leader, burnout isn’t just a people issue – it’s also a financial one.
Source: PubMed Central, SHRM
Employee burnout by demographic splits
By gender & age: Burnout female 43% vs male 41%, under-50 higher than 50. Burnout is hitting younger employees hardest, and women are bearing the brunt more than men.
Source: Forbes, Mental Health UK
By role level: Mid-level employees report the highest burnout (54%). Middle managers are caught in the squeeze – pressure from above, pressure from below, and little relief.
Source: NAMI
Physicians by gender: Women physicians 56% vs men 44% burned out. Women in medicine are especially vulnerable, facing both heavy workloads and systemic inequities.
Source: OncLive
Stats on burnout by industry
Healthcare
Physicians:43.2% (2024), down from 48.2% in 2023. Even with a slight improvement, nearly half of doctors are burned out — a crisis that affects patients too.
Source: AMA
All health workers: Burnout “very often” rose from 11.6% to 19% (2018–2022). Harassment made burnout nearly six times more likely. The rise is steep, and hostile work environments make things dramatically worse.
Source: CDC
Education (K-12 teachers)
Female teachers reporting burnout: 63% of female K–12 teachers reported burnout. Teaching is still one of the toughest jobs in America, and the numbers show it’s only getting harder.
Source: RAND Corporation
Legal (2024–2025)
In 2024, attorneys reported experiencing burnout an average of 42% of the time, with mid- and senior-level associates feeling it most acutely at 51%.
Source: Bloomberg Law
Stress stats by work arrangement and scheduling
Remote vs hybrid vs on-site: Fully remote employees were more likely to report high stress on the previous day (45%) compared with on-site workers (39% for remote-capable roles and 38% for non-remote-capable roles), while their stress levels were nearly identical to those of hybrid workers (46%). Remote work doesn’t magically solve burnout, but bad management will cause it anywhere.
Source: Gallup
Conclusion
The numbers from 2024–2025 make it clear: burnout has become a steady presence in the American workforce. It spans industries, job types, and age groups. More than half of full-time employees at large companies report feeling burned out, with women and younger workers impacted the most.
The work setting alone doesn’t explain it. Burnout levels are similar across remote, hybrid, and in-person staff. The real difference lies in the quality of management, support, and workplace culture. Employees dealing with burnout are more likely to take unplanned absences and actively search for new jobs. Health, morale, and business performance all take a hit.
The good news? It’s fixable. With evidence-based strategies – fair treatment, supportive leadership, adequate staffing – employers have the tools to turn the tide. Addressing burnout isn’t just a moral imperative; it’s a business one.
FAQ
What job has the highest rate of burnout?
In 2025, healthcare professionals, especially nurses, doctors, and mental health workers, report the highest burnout rates. Constant emotional strain, long hours, and high patient loads make these roles particularly stressful. Other high-burnout jobs include teachers, customer service representatives, and tech professionals in high-demand roles.
What are the statistics for burnout in 2025?
According to recent 2025 workplace surveys, over 43% of employees globally report feeling burned out at work, up from 38% in 2023. Among Gen Z workers, burnout rates exceed 50%, driven by poor work-life balance, digital fatigue, and job insecurity.
What is the most unhappy job in the world?
Studies consistently show that customer service representatives rank among the most unhappy workers globally due to low pay, emotional exhaustion, and high stress from dealing with dissatisfied customers. Close behind are cashiers, delivery drivers, and telemarketers.
Who is most likely to quit a job due to burnout?
Employees under 35 years old, especially millennials and Gen Z, are the most likely to quit due to burnout. They value mental health, flexibility, and purpose-driven work – and are 2.5 times more likely to leave if these needs aren’t met.
