Gen Z’s approach to work has been widely debated, with their boundaries on time off and out-of-hours emails often seen as either a sign of laziness or a smart work-life balance. But the reality is much darker—many young employees are struggling at work, mainly the burnt out Gen Z, and it’s taking a serious toll on their careers.
Ola Opoosun, Head of Support Services at caba, sheds light on the specific challenges facing Gen Z and urges employers to act. She stresses the need for a supportive work environment that encourages balanced lifestyles, flexible workloads, and a culture where taking time off is the norm—not the exception.
caba’s latest research shows that over half (55%) of workers under 30 have had their ability to work affected by burnout—compared to just 17% of workers over 65.
This isn’t just a generational issue—it’s a workplace crisis that requires immediate attention.
Gen Z are already burnt out at work despite for setting firmer boundaries
Gen Z’s approach to work has faced its fair share of criticism and praise. From taking time off to avoiding looking at emails out of hours, Gen Z is known for setting firmer boundaries.
But there’s a stark reality behind what’s driving Gen Z’s habits – many young employees are struggling with burnout.
Despite being newer to the world of work, new data shows that Gen Z are more likely to report a higher frequency of burnout-related symptoms than their older co-workers.
While some people decide to push through it, our most recent research discovered over half (55%) of those under 30 said their experience of burnout had affected their ability to work or caused them to take time off – compared to just 17% of those over 65.
Age is also a factor in our susceptibility to feelings of burnout-related symptoms with nearly two-fifths (39%) of accountants under 30 having been diagnosed or self-identified with depression.
So, with so many young people already reporting feelings of burnout in the earliest stages of their careers, what can be done to help those in the thick of it?
It’s a challenging workplace for Gen Z
Burnout doesn’t emerge in a vacuum. It develops over time when overwhelming pressures lead to severe physical, emotional and behavioural symptoms we often associate with burnout.
Take the accountancy industry, for example. Accountants face long hours, tight deadlines, and high expectations meaning many accountants have first-hand experience of chronic strain. Although all generations might be juggling high volumes of work, Gen Z faces stressors that can make them more susceptible to burnout.
From financial instability, the normalisation of hustle culture and an inability to unwind, Gen Z has entered the workforce facing unique pressure putting them at higher risk of burnout.
However, Gen Z are known to be more in tune with their mental health needs, making them more likely to recognise the signs of burnout and take time off when needed – something older generations were less inclined, or able, to do.
Here’s how you can support Gen Z employees experiencing burnout:
For young people in the workplace who may be experiencing feelings of burnout or symptoms related to burnout, here are a few suggestions for how to help them:
1. Encourage a balanced lifestyle
Managing burnout isn’t about doing it all; it’s about finding what works best for you. For the burnt-out Gen Z, physical activity is just one suggestion that can help manage burnout symptoms. This doesn’t need to involve intense workouts – activities like taking a short walk, practising yoga, or even a brief stretch break during the workday can make a difference.
2. Taking time off
Our own research has shown that 42% of accountants reported that taking time off helped them manage burnout symptoms. Whether through annual leave or dedicating a few days for a mental reset, taking breaks allows for recovery from workplace demands.
3. Reducing workload or hours
Employers and businesses have a role to play in preventing burnout along with supporting employees that are experiencing it. Line managers play a crucial role in supporting the workforce. Open conversations about overwhelming workloads can result in in collaborative solutions, such as adjusted schedules or redistributed responsibilities, which make workloads more manageable.
4. Engaging in a culture of support
Burnout often leads to feelings of isolation. Connecting with trusted colleagues or peers can counteract this. Sharing concerns, such as heavy workloads or student loan debts, and receiving support creates a sense of understanding and camaraderie. This mutual support fosters emotional resilience, which are needed to manage stress and combat exhaustion.
5. Reaching out for further support
While burnout isn’t classified as a mental health condition, its effects can cause significant emotional strain. Speaking with your manager or a mental health professional can provide effective strategies, tools, and resilience-building techniques to manage symptoms and prevent further challenges.
Fear of stigma and embarrassment of getting help means many people face barriers to accessing support. At caba, we’re dedicated to providing proactive resources and tailored interventions to help every generation manage their wellbeing and build resilience.
To conclude
Gen Z’s approach to work-life balance, often misunderstood as indifference, may stem from a pressing reality—burnout. With unique stressors such as financial instability, hustle culture, and a relentless work environment, young professionals face disproportionate challenges early in their careers. However, addressing burnout requires a collective effort. Fostering a supportive environment by promoting balanced lifestyles, encouraging time off, reducing workloads, and normalising mental health conversations can empower them to thrive, not just survive, in the workplace.
Where can EAs, PAs and other busy support professionals turn to wellness tips? Check out our regular wellness column published in the quarterly PA Life magazine.
