Although the rates and costs of workplace burnout vary by industry and workforce composition, burnout appears to be on the rise. Research also shows the very real benefits of preventive measures for employees and employers alike.
Mental Health Research Canada
Mental Health Research Canada conducted an online survey of 5,008 employed adults across Canada in 2025.1 Here are some highlights from the survey report:
- 39% of respondents said they often or always feel burned out, up from 35% in 2023. That number jumps to 42% for women and racialized Canadians and to 58% for those who describe their workplaces as stressful.
- 55% of respondents find their workplace stressful (11% say “very stressful”).
- Percentage of employees who experience burnout:
- In workplaces that prioritize prevention: 27%.
- In workplaces that do not prioritize prevention: 47%.
- 81% of managers say they prioritize preventing burnout but only:
- 36% of employees said their employer offers programs and policies to prevent burnout (often or always);
- 49% feel their employer promotes work/life balance (often or always); and
- 44% think their company offers support for managing stress.
- An employer-led shift from inaction to prevention could save $3,400 per employee per year or $1.7 million annually for a 500-person firm.
Telus Mental Health Index
Stats from the Telus Mental Health Index also convey the importance of prevention:2
- Only 45% of survey respondents said their employer offers an employee assistance program (EAP). Their mental health score was four points higher than those without an EAP and two points higher than the national average.
- Survey respondents who rated their employer’s levels of support as “very good or excellent” had higher mental health scores than the national average, but only:
- 39% of respondents rated support for physical well-being as very good or excellent;
- 38% rated support for mental well-being as very good or excellent; and
- 30% rated support for financial well-being as very good or excellent.
- In addition, non-managers and women were 50% to 60% more likely to rate employer support across all three categories as poor.
Recommendations for employers:3
- Be proactive: It costs more to address a crisis than to prevent one.
- Provide options: Offer a variety of resources that can be personalized and accessed 24/7 by a diverse workforce.
- Integrate offerings: Consolidate physical, mental, and financial health resources into one EAP to make it easier for employees to find what they need.
- Raise awareness: Telus Health data shows that active EAP users are much better able to improve their well-being and productivity. Make sure to highlight your EAP resources!
- Measure what matters: Focus on employee satisfaction, retention, absenteeism, and productivity levels—not on app downloads.
- Give leaders the right tools: Train managers to spot the early warning signs, provide preventive tools, and have supportive conversations.
Michelle McRae is the managing editor of CPABC in Focus magazine.
The original version of this article appeared in the May/June 2026 issue of CPABC in Focus.
Footnotes
1 Mental Health Research Canada (MHRC), Mental Health in the Workplace 2025, June 2025. To read the full report, visit mhrc.ca/workplace-mh-2025. MHRC is a non-governmental, registered national charity committed to mental health research and helping to improve the lives of Canadians.
2 Telus Health, TELUS Mental Health Index, September 2025. To read the full report, visit telushealth.com/telus-mental-health-index. The TELUS Mental Health Index is produced quarterly in Canada.
3 Dr. Kennette Thigpen, “Top Risk Factors HR Leaders Should Know in 2026,” telushealth.com, January 8, 2026.
