What 43 Burnout Statistics Tell Us About Work in 2026

67% of full-time workers experience burnout on the job, per Gallup's study of 7,500 employees. In the U.S., 66% reported burnout in 2025 (an all-time high per Forbes and Moodle), while 72% of U.S. employees face moderate-to-very-high stress, a seven-year peak per Aflac. Globally, disengagement costs $10 trillion in lost productivity annually, per Gallup's 2026 State of the Global Workplace report.

In this guide, you'll find 43 current burnout statistics organized by theme, with sources linked inline.

Key Takeaways

• 67% of workers experience burnout at some point: 23% very often or always (Gallup, n=7,500)
• Gen Z has surpassed Millennials as the most burned-out generation: 74% of Gen Z report at least moderate burnout, peaking at age 25
• Burnout costs a 1,000-person company about $5 million annually per a 2025 peer-reviewed CUNY model
• Burned-out employees are 2.6 times more likely to seek another job (Gallup)
• Mental health training cuts productivity loss nearly in half: from 38% to 21% of employees affected (NAMI 2025)

Global Burnout Prevalence Statistics

Global burnout has pushed past 50% in most major surveys. Variation across studies reflects different methodologies and populations, not noise. The 67% figure from Gallup's controlled study and the 55% from Eagle Hill's 2025 U.S. survey measure the same underlying pattern at different thresholds.

1. 67% of full-time workers experience burnout at some point: 23% very often or always and 44% sometimes, per Gallup's survey of 7,500 employees.

2. 55% of the U.S. workforce was experiencing burnout as of November 2025, per Eagle Hill Consulting's workforce survey (Ipsos, n=1,400).

3. 66% of U.S. employees reported burnout in 2025 (an all-time high), according to a Moodle-commissioned study covered by Forbes.

4. 72% of U.S. employees face moderate-to-very-high stress as of 2025, a seven-year high, per Aflac's WorkForces Report (Kantar, n=2,000).

5. 48% of employees globally report feeling burned out, per Gallup's 2024 global data.

6. 40% of employees experienced "a lot of stress" the day before the survey in Gallup's 2026 State of the Global Workplace study (n=263,810).

7. 91% of UK workers experienced high or extreme pressure or stress in the past year, per Mental Health UK's Burnout Report 2025 (YouGov, n=4,418).

Generational Burnout Statistics

Gen Z has overtaken Millennials as the most burned-out generation. Peak burnout is now arriving 17 years earlier than it did for prior generations, and the data comes from the two largest recent workforce surveys on this topic.

8. 74% of Gen Z report at least moderate burnout, compared to 66% of Millennials: the first large-scale data to document this generational inversion, from Aflac's October 2025 report (Kantar, n=2,000).

9. Gen Z workers reach peak burnout at age 25, 17 years earlier than the average American worker, per WorkTime's 2026 analysis of workforce data.

10. 81% of 18–24-year-olds and 83% of 25–34-year-olds report burnout, compared to 49% of workers aged 55 and older, per Moodle's 2025 workforce study.

11. 91% of Gen Z report mental health challenges at work at least sometimes, versus 75% of all workers, per NAMI's 2025 Workplace Mental Health Poll.

12. Only 56% of 18–24-year-olds say they would feel comfortable opening up to a manager about stress, down from 75% the previous year (Mental Health UK 2025).

Gender and Role Statistics

Women and managers carry a disproportionate share. The Gallup 2026 global dataset and Microsoft's Work Trend Index converge on the same finding: stress is not distributed evenly across an organization.

13. Women report 46% burnout versus 37% for men, per WorkTime's 2026 workforce data.

14. 43% of female employees experienced a lot of stress the previous day versus 39% of male employees, per Gallup's 2026 global survey (n=263,810).

15. 53% of managers feel burned out, per Microsoft's September 2022 Work Trend Index.

16. Manager-level and experienced employees report 54% burnout compared to 40% for entry-level workers, per NAMI's 2025 Workplace Mental Health Poll.

17. 50% of parents with children aged 4 and under say difficulties accessing childcare contributed to burnout (Mental Health UK 2025).

Industry Burnout Statistics

Healthcare, legal, and tech lead in burnout prevalence. Physician burnout has declined for three consecutive years, reaching 41.9% in 2025, down from a pandemic peak of 62.8%.

18. 41.9% of physicians reported at least one burnout symptom in 2025, per AMA's Organizational Biopsy (n=19,000 physicians from 106 health systems), the third consecutive year of decline, down from the 62.8% pandemic peak.

19. Physician burnout costs the U.S. healthcare system $4.6 billion per year due to turnover and work-hour reductions (AMA).

20. 82% of tech employees feel close to burnout, per Spill.chat and CharlieHR's industry survey.

21. 73% of lawyers feel burned out, with 27% reporting burnout every single day (Spill.chat).

22. 62.9% of full-time workers in Malaysia, Singapore, Indonesia, and the Philippines experienced burnout in a 2025 PMC study, with the Philippines recording the highest rate at 70.71%.

Remote, Hybrid, and In-Office Work Statistics

Fully remote workers show the highest burnout rate of any work model yet the highest engagement and lowest daily stress. Eagle Hill and Gallup are measuring different constructs, and both findings are accurate.

23. Remote workers show 61% burnout, the highest of any work arrangement, followed by hybrid at 57%, against the overall 55% average, per Eagle Hill Consulting's November 2025 survey (Ipsos, n=1,400).

24. Remote workers are simultaneously the most engaged (30%) versus hybrid at 25%, on-site remote-capable at 24%, and on-site non-remote-capable at 17%, per Gallup's 2026 global study (n=263,810).

25. Remote workers report the lowest daily stress (41%) compared to hybrid workers at 46%, both from the same Gallup 2026 dataset.

26. 61% of hybrid employees cite less burnout or fatigue as a top advantage of their work arrangement, per Gallup's Hybrid Work Indicator.

27. Employees with a strong work ally are 40% less likely to experience burnout, per Eagle Hill's workforce research.

The Business Cost of Burnout Statistics

Burnout is not primarily an absenteeism problem. A 2025 peer-reviewed analysis from CUNY School of Public Health finds that 89% of burnout's cost comes from presenteeism: employees present but not functioning. That changes where you target the intervention.

28. Annual burnout costs range from $3,999 per hourly nonmanagerial employee to $4,257 for salaried nonmanagerial workers, $10,824 for managers, and $20,683 for executives, per the 2025 AJPM peer-reviewed model (CUNY School of Public Health).

29. For a 1,000-person company, burnout costs approximately $5 million annually, with 89% of that cost coming from presenteeism rather than absenteeism.

30. Workplace burnout contributes $125–190 billion per year to U.S. healthcare costs, per Harvard Business Review's analysis of workforce and healthcare spending data.

31. 12 billion working days are lost globally each year to depression and anxiety, per the WHO.

32. Burned-out employees are 2.6 times more likely to seek another job and 63% more likely to take a sick day, per Gallup.

33. Burned-out employees are nearly three times more likely to plan to leave in the coming year, per Eagle Hill 2025.

34. Mental health-related leaves of absence rose 300% from 2017 to 2023, per Spring Health's 2026 Workplace Mental Health Report.

Prevention and Intervention Statistics

Prevention data is the most underrepresented category in burnout coverage. Fewer than 1 in 20 SERP results address prevention with hard numbers, yet the data on what works is both robust and specific.

35. Every $1 invested in evidence-based mental health support returns $4 in productivity, per WHO analysis.

36. Workplaces with mental health training report 21% of employees experiencing impaired productivity, compared to 38% at workplaces without training (NAMI 2025). The same training produced a 10-point drop in stigma around disclosure.

37. Workers with strong belonging are 2.5 times less likely to experience burnout, per SHRM's 2024 research.

38. Employees whose managers actively help with workload management are 32% less likely to feel burned out, per Eagle Hill 2025.

Disclosure and Workplace Culture Statistics

Burnout stays invisible to managers. Workers aren't disclosing; when they do, managers aren't acting; and employers overestimate how healthy their workplaces are.

39. Only 42% of burned-out workers have told their manager about their burnout. Of those who spoke up, 42% say their manager took no action (Eagle Hill 2025).

40. Only 13% of employees told their manager their mental health was suffering due to work demands, per NAMI's 2025 Workplace Mental Health Poll.

41. 42% of employees worry their career would be negatively impacted if they disclosed a mental health concern at work (NAMI 2025).

42. Only 32% of working adults say their workplace has concrete plans to recognize signs of chronic stress and prevent burnout, up from 29% in 2024 but still a minority (Mental Health UK 2025).

43. 59% of workers say their employer believes the workplace is mentally healthier than it actually is, per WorkTime research.

What These Burnout Statistics Mean for Remote Professionals

The data points in one direction: burnout is a structural problem, not an individual one. Dr. Christina Maslach, creator of the Maslach Burnout Inventory, describes the standard organizational response: "trying to make the canary stronger and tougher and resilient." The correct fix is making the environment less toxic.

For remote professionals in particular, three structural factors surface consistently across Eagle Hill, Gallup, and community discussions. The three: boundary collapse (no commute to create a mental transition), role clarity erosion over async channels, and compounded pressure from managing remote-engagement expectations alongside AI displacement anxiety. Wellness apps don't solve any of those.

What the statistics support: belonging reduces burnout 2.5-fold, manager training nearly halves productivity losses, and the WHO puts the return at $4 per $1 invested in evidence-based mental health support. The interventions with the clearest evidence: workload clarity, manager training, and belonging infrastructure.