Workforce burnout

Burnout among Americans in the workplace has escalated to a six-year high, according to the 15th annual Aflac WorkForces Report. The report tracks the state of the American workplace among employees and employers.

Toll of stress and burnout. Nearly three in four (72%) U.S. employees face moderate to very high stress at work. Gen Z has surpassed millennials as the most burned-out generation, with 74% experiencing at least moderate levels of burnout, compared to 66% of millennials in 2025. The report reveals fewer employees are confident that their employers care about their mental health (48%, compared to 54% in 2024). Heavy workloads (35%) continue to be the top driver of stress. Outside of work, employees across all generations face stress and worry around finances, personal responsibilities and uncertainty about the future.

"New Aflac WorkForces Report data around the prevalence of stress and burnout should raise a red flag and is certainly a matter that requires attention," said Aflac Chief Strategy Officer Matthew Owenby. "Breaking the cycle of stress and burnout may begin with employers carefully analyzing employees' responsibilities both on and off the clock and threading the needle between productivity and home life balance. Developing a broader understanding of what is driving stress can support the creation of programs that alleviate burnout which, in turn, can deliver a higher level of productivity."

Workplace behavioral stress. While the Aflac survey identifies heavy workloads as the top driver, it only accounts for 35% of stress. Behavioral stress is another major source but remains almost invisible in the workplace. This source of stress comes from pressures on employees to behave differently from what is natural for them. For example, pressure to work faster to accomplish more creates distress in employees with a natural rate of motion that is otherwise steady and consistent. Other negative examples include being pressured to work alone when their natural preference is collaborative, being pressured to take charge despite being naturally supportive, or being pressured to focus on details when they naturally focus on the big picture. PDP technology measures these sources of stress and are available from WCI.

Financial fragility. American workers continue to feel financially fragile. More than two in five (44%) employees — and 54% African Americans, 51% Gen Z and 46% U.S. Hispanics — said they could not pay $1,000 in out-of-pocket costs for an unexpected illness or injury. As prescription drug prices and health care costs rise, American workers are experiencing medical cost anxiety. More than half (52%) of employees say they feel anxious about health care costs not covered by their insurance. This is highest for Gen Z (61%, up from 54% in 2024) and is on the rise for baby boomers. Nearly half of employees have delayed treatment or medical care because they could not afford it (45%), and 40% weren't sure if it was covered by their health insurance.

Employers understanding of benefits needs. Nearly three-quarters (72%) of employers believe their employees understand their total health care costs, yet only 54% of employees say they do, according to the report. Only 2 in 5 (42%) employees are confident that they understand everything about their health insurance policies, down from 49% in 2024. More than two-thirds (69%) of employees say they wish their organizations would provide more information about their benefits packages than they currently receive. Employers could help employees by communicating more about benefits, as 54% say they only communicate about it leading up to open enrollment.

Belonging in the workplace. Fostering a sense of belonging is vital to a healthier, more productive workplace. The report underscores that when employees feel they belong and have purpose, satisfaction rises, stress eases, burnout drops and engagement deepens. Employees who feel they belong experience far less workplace stress (30%, compared to 56%) and lower levels of burnout (55%, compared to 78%), compared to employees who don't feel they belong. They also report much higher overall job satisfaction (77%, compared to 28%) — and are more satisfied in their relationships with colleagues (80%, compared to 34%) and superiors (78%, compared to 29%).

"Employees' sense of belonging influences how they feel about their roles, colleagues and organization as a whole," said Owenby. "We should all take note and explore ways to build cultures that genuinely support opportunities for a more engaged workforce — one that is grounded in purpose and value. Belonging is a powerful driver of employee well-being."

SOURCE: excerpts fromAflac.com/AWR as edited and added-to by WCI.