Burnout at work: what to do

Updated November 9, 2026

The WHO describes burnout as the result of chronic workplace stress that has not been managed: exhaustion, mental distance or cynicism toward your job, and reduced effectiveness. The fix starts with the work itself: find the cause (workload, unfairness, unclear role, no support), then ask your boss for one specific change, while you protect your sleep and time off. If your symptoms are severe or affect your health, see a doctor.

What to do

1. Check the three signs. The WHO lists exhaustion, feeling distant or cynical about your job, and getting less done. If you recognize all three for weeks, treat it as burnout, not as a bad week.
2. Find the cause at work. Gallup found five main causes: unfair treatment, unmanageable workload, lack of role clarity, lack of support from your manager, and unreasonable time pressure. Circle the one or two that fit you.
3. Ask for one specific change. A vague complaint gets sympathy; a clear ask gets action: drop a project, move a deadline, get help on one task. See how to talk to your boss about burnout.
4. Take real time off. Book days off, turn off work notifications, and set an out-of-office message. Rest helps you recover, but it does not fix the cause on its own.
5. Draw a line on hours. Pick a stop time and keep it for two weeks. Tell your team once, then let your calendar show it. More on setting boundaries at work.
6. Decide your next move in 30 days. If nothing changes after you asked clearly, the problem is the job. Start looking at other teams or employers while you still have the energy.

What to say

To open the conversation with your boss:

I want to flag something early. For the past few months I've been running on empty, and my work is starting to show it. The main driver is the volume: I'm carrying three projects that each need a full person. I'd like to agree on what we pause or move so I can do the rest well. Can we look at it together this week?

Avoid

• Waiting until you break, when you could raise it while you can still explain it calmly.
• Relying only on a vacation or a wellness program, since the cause is still at your desk when you return.
• Sharing more health detail than you want to, when saying the workload is hurting your work is enough.

Questions