More than half of workers in the UK are burnt out

Robert Half research found that 55% of UK professionals feel burnt out at work.

The talent solutions and business consulting firm’s survey placed the UK above the 48% average across the nine markets it covered.

Heavier workloads caused by understaffing topped the list of burnout drivers, with 54% of UK workers citing it. Another 39% pointed to lower team morale following restructuring or job cuts, while 39% said they felt stuck in their careers.

The UK recorded the fourth-highest burnout rate in the study, behind Canada at 62% and the United States and Brazil at 59% each.

Robert Half published the findings ahead of World Mental Health Day on Saturday (10 October).

The share of professionals who feel burnt out at work in each market surveyed was:

• Canada – 62%
• United States – 59%
• Brazil – 59%
• United Kingdom – 55%
• Netherlands – 45%
• Germany – 43%
• Belgium – 42%
• Switzerland – 38%
• France – 32%

“Burnout is clearly no longer an issue affecting a small group of employees. When more than half of professionals say they’re experiencing it, employers recognise it as a workforce issue with implications for productivity, retention and long-term business performance,” said Matt Weston, Senior Managing Director, UK & Ireland at Robert Half.

“Employers need to recognise that addressing burnout isn’t simply about offering support when people reach a crisis point, but taking a proactive approach,” Weston said.

“Creating environments where workloads are manageable, career development remains visible, and employees feel equipped to perform at their best over the long term requires regularly assessing resources, expectations and culture, and adjusting when needed,” he added.

“World Mental Health Day provides an opportunity to reflect on whether those foundations are in place, because addressing burnout requires more than wellbeing initiatives alone,” said Weston.

Tips to tackle burnout

Robert Half recommended several steps for employers to tackle burnout, including:

• Regularly assessing whether workforce capacity matches business demands
• Helping employees prioritise workloads and set realistic expectations
• Keeping up ongoing conversations about workload, wellbeing and career development
• Equipping managers to spot and address signs of burnout
• Providing extra support during periods of organisational change
• Using permanent and project-based staff to support teams during busy periods

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