Occupational Burnout: The Modern Health Crisis

Written By: Simrika Joshi

According to the World Health Organization, burnout is included in the 11th Revision of the International Classification of Diseases (ICD-11) as an occupational phenomenon resulting from extensive workplace stress. Occupational burnout is a well-known phenomenon, yet little is known about its prevalence, origin, and interventions. 

Boston University. Work Burnout Sign: What to Look for and What to Do about It. 

As students, we juggle numerous responsibilities, including classes, work, extracurriculars, and personal duties. Naturally, stress is induced when these responsibilities are important to us. However, chronic stress can lead to “burnout.” Therefore, more than ever, it is critical to understand the causes and prevention of burnout. 

Occupational burnout is a phenomenon resulting from extensive workplace stress. According to the 11th Revision of the International Classification of Diseases (ICD-11), it is characterized by feelings of exhaustion, increased negative emotions or thoughts about work, and reduced work efficiency.[1] It is categorized as a work-related condition that occurs in those who have worked productively and without problems for long periods to attempt to satisfy others or themselves. Evidently, exhaustion and secondary symptoms like depression and stress complaints, are common measurements of burnout.[2]

Scope of the Problem

Occupational burnout is a widespread public health concern. Recent data from 2024-2025 indicates that workplace burnout among Americans escalated, with nearly 3 of 4 U.S. employees experiencing moderate to high work-related stress. The report reveals that only 48% of employees are confident that their employers care about their mental health in 2025, compared to 54% in 2024.[3] These rates were at all-time highs across professions, especially among healthcare workers, during COVID-19. In 2020, healthcare workers across the U.S. experienced heightened rates of burnout, with 79% of employees reporting having work-related stress. Nearly 3 in 5 employees reported negative impacts of work-related stress, including 26% experiencing low motivation and 19% experiencing a lack of work effort.[4] Although research has now found a lower percentage of health workers experiencing burnout, the rates remain high: 45.2% of physicians experienced at least one symptom of burnout in 2023.[5] Unsurprisingly, these rates disproportionately impact minorities, with higher percentages of burnout experienced by underrepresented minorities (30%) compared to overrepresented professionals (18% Whites and 3% Asian) in healthcare.[6] 

Causes and Consequences

While burnout looks different for individuals across professions. A stressful work environment is observed to cause psychological and emotional distress. Toxic leadership systems, including abusive supervision and lack of empathy, play a substantial role in worker disengagement and job dissatisfaction.7 Personal, political, and global events were other causes of burnout reported by employees. About 43% and 37% of employees reported that political division and financial strain were significant contributors to their chronic stress, respectively.[8] 

Occupational burnout is associated with increased risks of mental illnesses, substance abuse, cognitive impairment, and economic consequences. For example, higher rates of burnout are linked with increased depression, anxiety, secondary traumatic stress, and psychological distress. Workers often experience chronic fatigue and a lower quality of life.[9] A study reviewing substance use and burnout found that workers who experience burnout are more likely to engage in substance use, including psychiatric medication and alcohol.[9,10] Several studies linked occupational burnout to financial costs. Physician burnout costs have accumulated to $4.6 billion annually at the national level, driven by reduced clinical hours and turnover rates.[11] For nurses, the burnout cost burden was $16,736 per nurse annually without the implementation of burnout reduction programs.[12] 

Intervention and Prevention

Organizations that offer support in wellness, stress management, and mental health services report decreased turnover and burnout. For example, a study analyzing workplace interventions found that participatory organizational interventions reduced burnout for more than 12 months. While brief workshops had no sustained effects beyond three months, they still showed significant positive impacts (42%). These programs included mindfulness skills, burnout prevention workshops, internet-based stress management, and therapy-based programs.

Among these studies, all showed reduced absenteeism and a significant reduction in burnout.13 Economically, implementing burnout-reduction programs saved $5,000 per nurse annually.[12]

References: 

1. World Health Organization. Burn-out an “occupational phenomenon”: International Classification of Diseases. World Health Organization. Accessed April 4, 2026. https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases 

2. Schaufeli WB. Work engagement in Europe: Relations with national economy, governance and culture. Organ Dyn. 2018;47(2):99-106. doi:10.1016/j.orgdyn.2018.01.003 

3. Aflac. American workforce burnout reaches 7-year high. Aflac Newsroom. 2025. Accessed March 22, 2026. https://newsroom.aflac.com/2025-10-09-American-workforce-burnout-reaches-6-year-high 

4. Ashley Abramson. Burnout and stress are everywhere. American Psychological Association. 2022. Accessed March 22, 2026. https://www.apa.org/monitor/2022/01/special-burnout-stress 

5. American Medical Association. Measuring and addressing physician burnout. American Medical Association. May 15, 2025. Accessed March 22, 2026. https://www.ama-assn.org/practice-management/physician-health/measuring-and-addressing-physician-burnout 

6. Lawrence JA, Davis BA, Corbette T, Hill EV, Williams DR, Reede JY. Racial/Ethnic Differences in Burnout: a Systematic Review. J Racial Ethn Health Disparities. 2022;9(1):257-269. doi:10.1007/s40615-020-00950-0 

7. Singh D, Gupta S, Sarda V. Cascading effect of abusive leadership on employee and organizational outcome- A comprehensive meta analysis. Acta Psychol (Amst). 2026;263:106312. doi:10.1016/j.actpsy.2026.106312 

8. Mind Share Partners. 2025 Mental Health at Work Report. Mind Share Partners. 2025. Accessed April 4, 2026. https://www.mindsharepartners.org/2025-mental-health-at-work-report 

9. Alden Yuanhong Lai, Kenneth Z. Wee, Erin E. Sullivan, Amber L. Stephenson, Mark Linzer. Job Burnout: Consequences for Individuals, Organizations, and Equity. In: Impact of Burnout on the STEMM Workforce: Proceedings of a Workshop. National Academies Press (US); 2025. Accessed April 4, 2026. https://www.ncbi.nlm.nih.gov/books/NBK614516/ 

10. Ryan E, Hore K, Power J, Jackson T. The relationship between physician burnout and depression, anxiety, suicidality and substance abuse: A mixed methods systematic review. Front Public Health. 2023;11:1133484. doi:10.3389/fpubh.2023.1133484 

11. Han S, Shanafelt TD, Sinsky CA, et al. Estimating the Attributable Cost of Physician Burnout in the United States. Ann Intern Med. 2019;170(11):784-790. doi:10.7326/M18-1422 

12. Muir KJ, Sloane DM, Aiken LH, Hovsepian V, McHugh MD. The association of the emergency department work environment on patient care and nurse job outcomes. J Am Coll Emerg Physicians Open. 2023;4(5):e13040. doi:10.1002/emp2.13040 

13. Bagasi A, Al Harbi EK, Alabbasi SM, Alqaedi RO, Alharbi BA, Alhomaid TA. Effectiveness of Workplace Mental Health Programs in Reducing Occupational Burnout: A Systematic Review. Cureus. 17(7):e88715. doi:10.7759/cureus.88715