Canadian workers are being exhausted at rising rates, with 39% saying they feel burnt out, up from 35% last year, according to a new national survey from Mental Health Research Canada (MHRC) and Canada Life.
Behind those numbers is a familiar story: Employees are struggling to keep up with workloads, stress and economic pressures — and many feel their workplaces aren’t doing enough to help.
“Burnout is not just a personal issue — it’s a workplace issue with a price tag,” said Mary Ann Baynton, director of collaboration and strategy at Canada Life’s Workplace Strategies for Mental Health, in a statement. “When organizations invest in prevention, they don’t just protect their people, they protect their bottom line.”
Burnout rising fastest among women and racialized Canadians
The 2025 Workplace Mental Health Survey, conducted by Pollara, found that burnout has become widespread across industries and demographics, but especially among those with mental issues, women and racialized Canadians, who report the highest stress levels.
The research also estimates that burnout is costing Canadian employers. For a mid-sized company of 500 employees, burnout-related losses could add up to more than $3.4 million annually.
However, the survey also found that organizations taking burnout prevention seriously — through policies like flexible scheduling, paid time off and realistic workloads — can save an average of $1.7 million a year, or about $3,400 per employee.
Despite this, only 36% of workers say their employer currently offers them meaningful programs to prevent burnout, and 46% say it’s not a priority in their workplace at all.
The human side of “financial fatigue”
Of course, the rise in burnout reflects more than just long working hours. Economic anxiety, rising costs of living and limited mental health support are all elements that amplify workplace fatigue and burnout.
According to the report, 52% of Canadians say their mental health has affected their job performance, and nearly three in five workers are personally affected by a mental health diagnosis — either their own or a family member’s.
Yet, 57% of employees say they would not disclose a mental health challenge at work due to fear of career harm. That gap between personal struggle and organizational response points to a growing sense of isolation among employees, even as workplaces increasingly promote “awareness.”
"This year’s findings underscore the urgent need for Canadian workplaces to move beyond awareness and into action," said Michael Cooper, vice president, Mental Health Research Canada, in a statement.
"With nearly 40% of employees reporting burnout and over half facing mental health challenges that affect their work, the cost of inaction is too high."
What works and what doesn’t
The report findings suggest employees benefit most from time-based support rather than corporate awareness campaigns. The most effective measures cited were paid time off (69%), co-worker support (65%), manager support (59%), personal days (58%) and flexible schedules (52%).
By contrast, conventional awareness programs and social events ranked far lower, with fewer than a quarter of workers finding them helpful.
According to the survey, only 59% of employees feel their workplace is psychologically safe, while just three in five managers say they have the tools or training to help emotionally distressed employees.
Canada Life’s Workplace Strategies for Mental Health recommends that leaders focus on practical workload management, evidence-based actions for mental health and safety and more transparent mental health policies to build a workplace culture that encourages early support, rather than silent burnout.
This article provides information only and should not be construed as advice. It is provided without warranty of any kind.