Announcement posted by 360PR 25 Feb 2025
Burnout is shaping up to be one of the biggest workplace challenges of 2025, with new polls from people2people Recruitment revealing alarming trends in employee wellbeing. Compared to 2024, two in five Australian workers (close to 40%) expect stress levels and burnout to be harder to manage this year, with only 20% believing it will become easier. Even more concerning, two in five employees are starting the year already burnt out.
The findings highlight a critical gap in how organisations approach burnout. A staggering nine in ten Australian workers believe that burnout is ignored until it's too late—over half say the warning signs are identified too late, and a further 39% believe they are outright ignored.
Suhini Wijayasinghe, Head of Outsourced HR Solutions at people2people Recruitment, warns that failing to address burnout is not just a people problem—it's a business problem. "Burnout has a significant financial impact. When employees reach breaking point, businesses suffer from higher absenteeism, lower productivity, and ultimately, increased turnover. The cost of replacing an employee can range from 30% to 150% of their annual salary. By addressing burnout proactively, employers can minimise the costly cycle of recruiting and onboarding new hires," says Wijayasinghe.
External Pressures Exacerbating Burnout
In addition to workplace demands, external factors are making burnout even harder to manage. Global market uncertainty, the rising cost of living, and increasing pressure for employees to return to the office are all contributing to heightened stress levels. Many workers are finding it difficult to balance financial pressures with workplace expectations, further escalating burnout risks.
The data also reveals how employees are responding to burnout, with many resorting to unsustainable coping mechanisms:
- One in three (37%) simply push through the exhaustion.
- One in five (22%) are prepared to quit if burnout becomes overwhelming.
- 16% are setting better work boundaries.
- One in four (25%) turn to vacations or meditation to reset.
Most revealing is that over half of Australian workers would take burnout leave if it were offered. However, stigma remains a barrier—8% say they wouldn't apply for leave due to fear of judgment, while 7% report that their workplace simply wouldn't allow it.
How Employers Can Prevent Burnout
Sally McGrath, burnout prevention expert, emphasises that businesses must shift from reactive responses to proactive prevention. "Organisations need to move from burnout firefighting to burnout blocking. This means embedding workplace wellbeing into company culture rather than treating it as an afterthought," McGrath explains.
Suhini Wijayasinghe and Sally McGrath offer the following strategies to help businesses burnout block before it escalates:
1. Encourage open conversations: Normalise discussions about workload and mental health to remove stigma.
2. Set clear role expectations: Uncertainty and overwork often lead to burnout. Define roles and responsibilities clearly.
3. Enable flexible work arrangements: Empower employees with autonomy to manage their time effectively.
4. Train managers to spot early signs: Equip leaders with the skills to identify burnout warning signs before they spiral.
Wijayasinghe reinforces the importance of a preventative approach, "Burnout isn't inevitable, but it won't fix itself. Employers who invest in burnout blocking will see better retention, higher engagement, and a more productive workforce. Those who ignore it risk losing top talent," she says.
With stress levels projected to rise and employees increasingly prepared to walk away from unsupportive workplaces, burnout blocking isn't just an HR trend—it's a necessity for business survival in 2025.
About people2people: people2people is an Australasian recruitment company built on an established reputation for providing professional and personalised recruitment services since early 2005. At people2people recruitment, their focus is on identifying potential today to build careers and businesses of tomorrow. Recruitment expertise includes accounting & finance, business support, executive, government, human resources, legal, marketing & digital, property, sales, supply chain management and technology.
For further information or interview requests, please contact: Lisa Solomons @ 360 PR | e: lisa@360pr.com.au | p: 0416 175 518