WFH is increasing incidence of employee burnout

Working from home is intensifying work-related stress and aggravating motivation issues for UK workers, according to a new report.


Research from software company Capterra found 62% of workers have felt a higher level of stress since the transition to work from home began in March 2020. 

In addition, almost three in four workers (71%) said they were experiencing burnout and 75% said they were suffering from more than one burnout symptom.

Symptoms of burnout can include not being able to sleep and becoming physically ill.

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Blurred boundaries between work and home life were identified as the most significant contributing factors to burnout.   

Over half (56%) of respondents said they answer work emails on the weekend (sometimes or often) and 35% often use personal devices for work.

A further 66% said that they work more outside of regular work hours than they did before coronavirus.

Benjamin Osler, lead recruiter at Capterra, said that employees have brought the stresses of last year into 2021.

Speaking to HR magazine he said: “The events of last year increased levels of stress, depression, anxiety and other mental health concerns in the workplace.

“HR leaders should seize the opportunity of this moment to advance their organisation’s commitment to employees’ psychological and emotional wellbeing.”

Osler recommended HR ensure employees have sufficient resources to support their mental health, such as an EAP (employee assistance programme) and encouraging more positive work habits.

He said: “HR can minimise burnout by creating company guidelines for working from home, ensuring employees have scheduled breaks, and encourage managers to utilise flex time to help their workers adjust to their new remote environment."

Osler added that HR teams should also encourage employees to stay active and connected.

“HR can encourage employees to exercise once a day by running or even just walking. They could also encourage them to meet on video so they can continue to feel connected to their co-workers.

“Perhaps even create a channel or intranet page where employees can share ways they are successfully adapting to working remotely, work/life balance and mental health.”