Hannah Strawbridge is the CEO and Founder of Han Law. Here, she discusses how to avoid burnout and provides her top tips.
Workplace burnout is often characterised by chronic physical and emotional exhaustion. When it hits, it can impact all areas of life and varies among individuals. As our awareness grows, so does the expectation for support. A good employer should always prioritise employees’ well-being and mental health to prevent both the personal and legal implications of burnout.
Manage Your Workload
Burnout often comes from overwhelming workloads. Break tasks into smaller, manageable pieces and prioritise them based on urgency and importance. Use productivity tools like to-do lists, AI or apps to stay organised. Delegate tasks when possible and avoid perfectionism (easier said than done, I know!), which can lead to unnecessary stress.
Set Boundaries
In our 24/7 world, avoid burnout by setting boundaries and saying no to over-committing. Set work hours and avoid checking emails after hours. This is especially crucial for remote workers who often feel that they must prove their productivity. Outside of work, protect your time for activities that bring you joy and relaxation. Employers should foster a culture of trust, allowing workers to feel they don’t always need to be available.
Make Self-Care a Priority
Self-care is not indulgent; it is essential. Regular exercise, a balanced diet, and sufficient sleep are the foundation of physical and mental well-being. Engage in activities that rejuvenate you, such as reading, exercise, meditation, or spending time outdoors. Even small acts of self-care can recharge your energy. Nowadays, we all have a lot to juggle, and self-care needs to be a priority – as they say, ‘put your own oxygen mask on first’.
Take Breaks
Working without breaks can deplete your energy and focus. Incorporate short breaks into your routine. Stepping away from your desk for a walk and some fresh air can do wonders for your mental clarity and physical health. This is especially relevant to those who work remotely, where the need to be seen to be working can often lead to workers moving less for fear of recrimination.
Don’t Go It Alone
A strong support network is vital in preventing burnout. Share your feelings with friends, family, or colleagues who can provide encouragement and perspective. Don’t hesitate to seek professional support from a counsellor or therapist if everything becomes too much. As an employer – ensure your door is always open so that employees can turn to you for help.
Practice Mindfulness
Mindfulness techniques, such as meditation, deep breathing, and journaling, can help you manage stress and stay present in the moment. These practices reduce anxiety and improve your ability to handle challenges with resilience. Sitting down with closed eyes isn’t for everyone though. It’s OK to do an activity that allows you to be mindful at the same time, for example, yoga.
Recognise the Signs Early
Burnout doesn’t happen suddenly. Pay attention to early warning signs, such as constant fatigue, irritability, or a lack of enthusiasm. Address these issues at an early stage and take some time out.
Remember, if you are struggling to make time for yourself, you can’t be a good employee, partner, parent, friend or leader. Taking daily actions to protect your own well-being will help you to build resilience and could prevent and protect you from overdoing it.
Whilst there are strategies that we can all put in place to help prevent the feeling of burnout. It’s also important to acknowledge and understand the role that employers must play.
Employer’s Duty of Care
Employers have a legal obligation to ensure the health, safety, and well-being of their employees. This includes taking reasonable steps to prevent workplace stress and burnout. If an employer fails to address known risks of burnout, they could be held liable for negligence or breach of duty of care, and some of the implications employers could include;
Claims for Work-Related Stress
Employees experiencing burnout may have grounds to sue their employer for work-related stress if it can be proven that the employer’s actions (or inactions) directly caused harm. This could include excessive workloads, lack of support, or a toxic work environment.
Discrimination and Equality
Burnout can sometimes lead to mental health conditions like depression or anxiety, which may qualify as disabilities under laws like the Equality Act 2010 in the UK. Employers must make reasonable adjustments to accommodate employees with such conditions. Failure to do so could result in discrimination claims.
Constructive Dismissal
If burnout leads an employee to resign because they feel their employer has fundamentally breached their contract (e.g., by creating an intolerable work environment), they might claim constructive dismissal.
Importance of Evidence
Legal cases related to burnout often rely on evidence, such as medical records, workplace communications, and documented complaints. This underscores the importance of clear policies and open communication between employers and employees.
Burnout is not just a personal challenge but a legal and organisational one too. Employers and employees must both navigate it carefully to avoid legal pitfalls and foster a healthier work environment.
