Surprising Remote Work Burnout Statistics in 2026

19 Dec 2024 · 8 MIN READ

Updated: June 2026The shift toward remote work in recent years has transformed work-life balance for many, with both employers and employees re-evaluating the traditional office model.While there’s proponents of both remote and in-person work on both sides , many employees and employers have adapted to a hybrid model — creating a balance between home- and office-based working.For some, the switch to remote working may have been a welcome change. However, in the years following the pandemic, HR managers had to confront the important issue of remote work burnout, and its impact on employee engagement and employee well-being.

Global workplace burnout statistics

Workplace burnout — regardless of working location — has increased around the world, and has been described by McKinsey and Company as “ the great exhaustion .” Take a look at these statistics which demonstrate the state of burnout among many employees today. 
  • In 2025, nearly 3 in 4 (72%) U.S. employees face moderate to very high stress at work, a seven-year high according to the most recent annual report. ( Aflac WorkForces Report )
  • Heavy workloads remain the number one driver of workplace stress, cited by 35% of workers, with financial insecurity and uncertainty about the future also major contributors. ( Aflac WorkForces Report )
  • As of late 2025, more than half of the U.S. workforce (55%) is experiencing burnout — the highest level recorded in six years. ( Eagle Hill Consulting )
  • Burnout disproportionately affects younger workers. In 2025, Gen Z reported the highest burnout rates at 66%, followed by Millennials (58%), Gen X (53%), and Baby Boomers (37%). ( Eagle Hill Consulting )
  • Women continue to experience significantly higher burnout than men. Between 2022 and 2025, an average of 29% of women in leadership reported burnout compared to 19% of men — a persistent 10-point gap. ( Gallup )
  • Burnout is as much a retention crisis as a wellbeing one. In 2025, burned-out employees were nearly three times more likely to say they plan to leave their employer in the coming year. ( Eagle Hill Consulting )

Remote work burnout

Remote work is now a permanent feature of the modern workplace. As of late 2025, around 22% of the U.S. workforce works remotely at least part of the time and hybrid arrangements have become the default for knowledge workers . But flexibility comes with trade-offs, and the data on remote work burnout makes clear that working from home isn't without its own serious pressures. 
  • 67% of workers say they prefer a hybrid work setup with flexibility to work both at home and in the office. ( Gallup )
  • 55% of remote employees say it is hard to feel connected to coworkers, and loneliness affects around 22% of fully remote workers, eroding motivation over time. ( WorkTime )
  • Fully remote employees report higher daily stress (45%) compared to on-site workers (38–39%), and only 36% of fully remote workers say they are thriving in their lives overall, compared to 42% of hybrid workers. ( Gallup via WorkTime )
  • 69% of remote employees say digital communication tools have made their burnout worse. ( FMC Group )
  • 81% of remote workers check email outside of work hours, including 63% on weekends and 34% during vacations. ( Buffer via WorkTime )
  • Fully remote employees report burnout at 61%, compared to 57% for hybrid workers and 55% overall. ( Eagle Hill Consulting )
  • 40% of workers say they would actively seek other job opportunities if required to return to the office full-time. ( Pumble )

How to support burnt-out employees

While one’s work environment can contribute to burnout, it can also help it. At the end of the day, there’s a lot employers can do to support employees' work and home life balance. 
  • 55% of employees rank increased time off as their top choice for addressing burnout, followed by options to work from home (43%) and self-care programs. ( Aflac WorkForces Report )
  • 9 in 10 workers say an employer's approach to mental health will be an important consideration when job hunting. ( American Psychological Association )
  • Employees who work at a company that supports their mental health are twice as likely to report no burnout or depression. ( Mind Share Partners )
  • Fewer than half of employees (48%) believe their employer genuinely cares about their mental health in 2025, down from 54% the previous year. ( Aflac WorkForces Report )
  • According to Spring Health's 2026 Workplace Mental Health Report, 69% of employees say mental health benefits are very or extremely important to their job decisions — rising to 83% among 18 to 34 year olds. ( Spring Health )
  • In 2026, 61% of HR professionals report an increase in mental health leaves of absence in the past year, with 1 in 6 saying those leaves have spiked by 25% or more. ( Spring Health )
  • Lyra Health's 2026 Workforce Mental Health Forecast found that 98% of HR and benefits leaders say comprehensive mental health benefits are essential to attracting and retaining talent, yet 65% report a rise in mental health related leaves. ( Lyra Health )
  • Companies that increased their travel budgets have an employee turnover rate 3.5 points lower than companies that reduced their travel spend. ( Perk )
  • 21% of 25 to 34 year olds say business travel has helped their mental health in their professional life. ( Perk )
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Top causes of home office burnout

Signs of burnout at work include emotional exhaustion, mental exhaustion, lack of productivity, isolation, and reduced performance. These burnout symptoms may or may not be noticeable in your full-time employees, so make sure employees know the warning signs and feel empowered to set boundaries and ask for support to prevent burnout and work-related mental health issues if needed.The three most common causes of employee burnout due to working from home include:
  1. An inability to disconnect from work, and a lack of boundaries between work and personal life
  2. Lacking workplace inspiration
  3. Missing a supportive environment and connection to coworkers
Let’s take a closer look at how companies can support employees in each of these areas. 

An inability to disconnect from work

The number one cause of remote work burnout is an inability to disconnect from work. When your home is your workplace, employees tend to work longer hours, check email more frequently, and skip breaks to take calls, especially when working across multiple time zones.To prevent risk of burnout from overwork, employers should  set clear expectations for meetings and synchronous communication and adopt asynchronous communication methods for the rest.Shifting the emphasis from the number of hours worked to an individual's productivity enables employees to focus and complete set tasks within working hours. Employees don't feel micromanaged and employers get the best results.

Lacking workplace inspiration

Home-based working can be incredibly isolating, and can decrease employee motivation. When people feel burnt out by work, they want to do anything but work.  Scientific studies show that chronic burnout and work-related stress changes the anatomy and functioning of the brain. In a heightened state of stress, our brains switch to “survival mode”, impairing inspiration and a desire to work.There are several ways that employers can help remote employees combat a lack of workplace inspiration. One way is to encourage a sense of belonging. Employers can start by establishing a set of collective team values. Find out what's important to your remote and office based workers, and then identify and create ways for your team to honor those valuesFor example, if fun is a priority for your employees, come up with some fun ways to bring your team together and help them bond.
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Missing a supportive environment

Remote work burnout statistics show that many remote employees feel unsupported and disconnected from their coworkers and their  employers. Without in-person interactions with managers and co-workers, it's difficult for them to know there's anything wrong or that you need support. If you feel burnt out, you need to be able to communicate this to your managers and co-workers.Employers can provide support by showing they care and taking an interest in the well-being of remote employees. Connecting through regular video calls and asking for honest feedback about how remote employees are feeling is a step in the right direction. This helps to build real relationships and trust.Planning in-person meetups, company events, and other team-bonding activities is also a crucial aspect of keeping remote employees engaged, connected, and feeling supported. 
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