Burnout isn’t always about long hours or tight deadlines. Increasingly, it’s about a deeper mismatch—between what today’s workplace expects and what people can realistically sustain.

From return-to-office mandates to resource-stretched teams, today’s workplace demands more—without always offering more support. The result is a workforce that feels like it’s constantly falling short despite best efforts.

And this pressure doesn’t just fall on employees and managers. HR leaders are feeling it, too—tasked with addressing workforce well-being while navigating tighter budgets, smaller teams, and greater scrutiny.

This is the burnout trap. And it’s pulling your people in.

According to new data from Modern Health:

• 62% of employees say they’ve been pressured to work through burnout or mental health struggles.
• 61% believe their employer encourages productivity at the expense of personal well-being.
• 48% say the “do more with less” mentality has actively harmed their mental health.

The Disconnect That’s Fueling Burnout

Economic pressures have forced tough decisions—but they’ve also created a gap between what’s expected and what’s sustainable. Employees feel like the bar keeps rising, even as support systems shrink.

Among employees dissatisfied with their role:

• 49% feel trapped due to a lack of opportunity elsewhere.
• 25% say they don’t even have the mental capacity to look for a new job.

It’s not just fatigue. It’s a crisis of energy, motivation, and mental bandwidth—and it’s putting long-term retention at risk.

Understand how disconnection levels can be hidden by strong retention metrics →

Managers—and HR—Are Under Strain

Managers are increasingly seen as frontline mental health support—but without the training or tools to succeed. And HR teams are often the ones trying to hold it all together.

• 77% of managers say their role is harder than ever.
• 60% feel pressure to provide mental health support.
• Only 23% say they feel equipped to do so.

And while HR leaders are being asked to lead the charge on well-being, they’re often operating with fewer resources, smaller teams, and bigger expectations than ever before. It’s not just the people they support who are burned out—they’re feeling it, too.

Explore five strategies for nurturing empathetic leadership in the workplace →

What Employers Can Do Now

HR leaders aren’t the problem—they’re often the ones holding the tension between business goals and people needs.

The opportunity ahead isn’t about asking HR to work harder. It’s about building systems that:

• Align expectations with real capacity.
• Support managers and HR teams, not just hold them accountable.
• Embed well-being into the culture—not just talk about it.

But it also means investing in preventive care and providing accessible support for employees already struggling—not waiting until people reach a breaking point.

This is where scalable, multi-modal solutions like Modern Health play a critical role. From one-on-one care to coaching, digital tools, and culturally responsive support, organizations need flexible options to meet a wide range of needs—before burnout takes hold.

In a time of uncertainty and change, organizations that thrive will be those that treat care, capacity, and sustainability as strategic advantages.

Read the Full Report

Want more insight into how employees are really feeling—and what HR leaders can do about it?

Modern Health’s recent research report includes:

• Exclusive data from full-time employees on their mental health and workplace perceptions
• Insights into what’s driving stress, burnout, and disengagement
• Actionable ideas for employers to respond with care and clarity