Burnout is not just a buzzword. It’s the feeling of being drained, disconnected, and unable to keep up no matter how hard someone tries. Many employees are experiencing it, and employers are beginning to see the ripple effects of higher turnover, lower productivity, and rising healthcare costs.
The good news is that health benefits can be part of the solution. With the right mix of support, employers can help their teams recharge and feel cared for. Here are some practical ways to make that happen.
Make Mental Health Support Easy to Use
Employees may hesitate to ask for help, but when support is simple and stigma free, more people will take advantage of it. Employee Assistance Programs (EAPs), for example, can provide confidential counseling and resources for both personal and work-related challenges. According to the American Psychological Association, workers who feel supported in their mental health are more engaged and more likely to stay with their employer.
How to put it into practice: Remind your team regularly that mental health resources are available, confidential, and designed for everyday stress, not only moments of crisis.
Encourage Movement as a Natural Part of the Workday
Burnout is not only mental, but also physical. Long hours of sitting and screen time can make people feel even more exhausted. A study published in the National Library of Medicine, found that moderate exercise, like brisk walking, can lower stress levels and reduce feelings of burnout.
How to put it into practice: Create opportunities for movement during the workday. That could mean organizing walking meetings, hosting short yoga breaks, or encouraging employees to take a real lunch break away from their desks.
Support Balance Through Clear Boundaries
Work often creeps into personal time, and over time that constant connection fuels burnout. The World Health Organization recognizes burnout as an occupational phenomenon linked to chronic workplace stress. A culture that respects boundaries helps employees feel more in control and less overwhelmed.
How to put it into practice: Set expectations that people should take their vacation days and unplug after work. Even simple policies, like discouraging after-hours emails, can signal to employees that rest is not only accepted but encouraged.
Foster Belonging and Connection
One of the most overlooked causes of burnout is loneliness. When employees feel disconnected or unappreciated, the toll is heavy. Gallup research has shown that employees who feel like they are part of a team and valued by their employer are significantly less likely to report burnout.
How to put it into practice: Create spaces for connection, whether that is team lunches, volunteer opportunities, or casual check-ins during meetings. Small moments of genuine connection help people feel like they belong.
Lead by Example
Finally, leaders set the tone. When managers show they take care of their own well-being, employees feel safer doing the same. An article by Truist Leadership Institute, found that leaders who modeled healthy work-life boundaries helped reduce burnout in their teams.
How to put it into practice: Encourage leaders to take time off, to talk openly about stress in a human way, and to ask employees how they are really doing. Leadership behavior sends a message louder than any policy.
Burnout does not solve itself. But when employers use health benefits to support mental health, encourage balance, and create connection, employees not only recover but thrive. That means better engagement, stronger loyalty, and healthier workplaces for everyone.
Showing employees that their well-being matters is more than a nice gesture. It is a business decision that pays off in real, lasting ways.
