Burned Out

**Breaking News Update**: The competitive landscape in the workplace is undergoing significant shifts as burnout escalates to unprecedented levels. According to recent research, 82% of employees are at risk of burnout, with Gen Z and millennials experiencing peak burnout at just 25 years old, 17 years earlier than the average American[13]. This trend is costing businesses $322 billion annually in lost productivity, emphasizing the need for employers to adapt and prioritize employee well-being to remain competitive[13].

The U.S. government is addressing burnout, especially among federal employees and behavioral health workers, through targeted workforce support and resilience programs. Agencies like the Health Resources and Services Administration have expanded loan forgiveness programs and training grants for behavioral health providers, aiming to retain specialists in underserved areas. Additionally, federal agencies are embedding resilience strategies and peer support programs, such as those by the U.S. Forest Service and Veterans Health Administration, to mitigate stress and burnout effects among public servants[1][11][13].

I've got some breaking news for you regarding workplace burnout. According to the latest Aflac WorkForces Report, nearly 72% of U.S. employees are facing moderate to very high stress at work, with Gen Z surpassing millennials as the most burned-out generation, at 74% experiencing at least moderate levels of burnout[3]. Moreover, a recent study highlighted that employee burnout can cost companies millions annually, with a 1,000-employee company potentially losing about $5 million per year[5].

**Breaking News Update**: As workplace burnout reaches an all-time high, experts are warning of severe consequences. Gen Z is particularly affected, with 74% experiencing moderate to high levels of burnout, surpassing millennials at 66% according to the Aflac WorkForces Report[3]. Bruce Y. Lee from the CUNY Graduate School of Public Health notes that employee burnout can cost companies millions annually, emphasizing the need for employers to prioritize employee well-being[7].

New research reveals that workplace burnout has reached a crisis level in 2025, with **82% of employees at risk**, up from previous years, and Gen Z and millennials experiencing peak burnout at just 25 years old—17 years earlier than the average American[1]. Economic losses are staggering, with burnout costing businesses **$322 billion annually in lost productivity** and healthcare expenses between **$125 billion and $190 billion** each year[1]. Additionally, remote workers face a **20% higher risk of burnout**, and women suffer significantly higher rates than men, highlighting urgent calls for employer intervention[1].

Consumer and public reaction to "Burned Out" reflects widespread acknowledgment of exhaustion and stress, particularly linked to pandemic pressures and workplace demands. One writer on social media noted, "so many of us pushed to continue writing during the early days of the pandemic and we burned out," urging others to take time off to recover[5]. Additionally, discussions around burnout emphasize its uneven impact, with activists highlighting disparities such as "some people are allowed to be tired, and other people just aren't," reflecting broader social and racial dimensions of exhaustion[3]. These reactions underline a growing awareness and call for more supportive measures for mental health and workplace wellness.

The U.S. government has responded to burnout in behavioral health and crisis care with targeted workforce support programs and new national guidelines. The Substance Abuse and Mental Health Services Administration (SAMHSA) launched the 2025 National Guidelines for a Behavioral Health Coordinated System of Crisis Care to improve system coordination and crisis response nationwide, alongside the rollout of the 988 Suicide & Crisis Lifeline[3]. Additionally, federal initiatives such as the Substance Use Disorder Treatment and Recovery Loan Repayment Program, authorized under the SUPPORT Act, provide loan forgiveness to addiction and mental health professionals working in underserved areas, addressing workforce shortages recognized as a national emergency[1].

Consumer and public reaction to the 2025 burnout crisis is marked by growing alarm and disengagement, with nearly half of U.S. employees reporting feeling burned out and emotionally drained by workday's end[5]. Surveys show that 73.65% of American workers exhibit burnout symptoms, driven by heavy workloads and insufficient resources, leading 64.25% of employees to consider quitting[3]. Gen Z and millennials are especially affected, hitting peak burnout at age 25, and many workers are actively searching for new jobs due to burnout, with 45% burned-out employees seeking employment elsewhere compared to 16% of non-burned-out peers[1].

**Breaking News Update**: In the increasingly competitive landscape of 2025, the burnout crisis continues to escalate, with 82% of employees at risk, marking a significant increase from previous years[1]. This trend is particularly pronounced among Gen Z and millennials, who are experiencing peak burnout at just 25 years old[1]. As Aflac's Chief Strategy Officer Matthew Owenby notes, "Breaking the cycle of stress and burnout may begin with employers carefully analyzing employees' responsibilities both on and off the clock," highlighting the need for a balanced approach to productivity and work-life balance[3].

Consumer and public reaction to the "burned out" phenomenon in 2025 reveals widespread concern and alarm, with 82% of employees at risk of burnout and nearly half of U.S. workers feeling emotionally drained by the end of the workday[1][5]. Younger generations, especially Gen Z and millennials, report peak burnout at just 25 years old, with 74% of Gen Z workers burned out, showing unprecedented early career stress[1][9]. With burnout costing businesses $322 billion annually in lost productivity, many workers express frustration and are actively seeking change, as 64% have considered quitting due to burnout and 44% of healthcare workers plan to leave their field next year[1][

The global workplace burnout crisis has intensified sharply in 2025, with 82% of employees worldwide at risk, driven especially by younger generations who experience peak burnout at age 25—17 years earlier than previous averages. Economically, burnout costs businesses $322 billion annually in lost productivity and up to $190 billion in healthcare expenses, prompting urgent calls for international workplace reforms and mental health interventions[1]. In response, organizations and governments worldwide are increasingly focusing on targeted support for vulnerable groups such as Gen Z workers, with initiatives emphasizing mental health training, manager support, and reasonable workplace adjustments to curb this escalating epidemic[11].

Government response to rising burnout among public employees includes strategic workforce planning and mission-centered engagement to reduce turnover and workload stress. Research from Eagle Hill Consulting shows 65% of government workers report burnout, with 48% noting increased work demands post-pandemic; agencies are urged to integrate planning, processes, and data to prevent burnout before it starts[1]. Additionally, countries like France and Portugal have introduced enforceable policies such as the legal "Right to Disconnect" to protect workers' mental health, while Japan enforces overtime caps under Anti-Karoshi laws to combat overwork-induced burnout[5].

A new national survey conducted in April–May 2025 by Kantar for Aflac finds that workplace burnout in the U.S. has surged to a six-year high, with nearly 72% of employees reporting moderate to very high stress—up from 66% in 2024—and Gen Z now leading at 74% burnout rates, overtaking millennials at 66%[3]. “Breaking the cycle of stress and burnout may begin with employers carefully analyzing employees’ responsibilities both on and off the clock,” said Aflac Chief Strategy Officer Matthew Owenby, as only 48% of workers now believe their employers care about their mental health, a notable drop from 54% last year[3]. Sepa

The term "Burned Out" in a technical context often refers to the exhaustion or collapse of momentum seen in trading or operational environments, potentially leading to significant downturns or failures. In trading, burnout manifests through deteriorating trader performance such as overtrading or revenge trading driven by emotional fatigue, which clouds judgment and increases risk exposure, emphasizing the need for strict risk management like stop-loss orders and diversified trades to mitigate damage[5][9][11]. Additionally, in technological or operational settings, burnout can result from prolonged negotiation delays, overwhelming pressure, or unrecognized effort, causing loss of team momentum, project failure, or high turnover[4][7]. These technical burnouts imply critical vulnerabilities in sustained performance and highlight the importance of early detectio

The market showed mixed reactions to the theme "Burned Out," with some cash-burning stocks like U-Haul (NYSE: UHAL) underperforming due to flat sales and liquidity concerns; U-Haul’s stock traded at $55.54 reflecting a cautious investor sentiment[5]. Meanwhile, broader market indices like the S&P 500 ETF (SPY) remained steady around $661.40 despite large volume bursts, indicating investor hesitation amid uncertainty[7]. No significant abrupt stock price moves were specifically tied to the "Burned Out" label in the available data.