Young workers can burn out too: what employers need to know

When you hear that a worker is experiencing burnout, you most likely picture an older more experienced professional. But age isn’t a determining factor. 

Burnout is a negative consequence of employees feeling overworked, overloaded and overwhelmed; emotions that workers of all ages can feel.

Young people are often overlooked when we discuss burnout, but they are often carrying more than employers realize. Balancing class schedules, assignments, exams, sports, volunteer commitments, social pressures and part-time jobs, all while navigating important life transitions. 

When the demands placed on a worker consistently exceed their time, energy and resources, burnout can develop. 

Under stress, workers are more likely to make mistakes, miss important information or struggle to perform their best on the job. For employers, recognizing the signs of burnout and creating a supportive work environment isn't just good for a workers' well-being, it can also improve engagement, retention and workplace safety. 

Here’s what to watch for and how to help if you see a worker struggling.
Signs of burnout 

Burnout can show up differently from one person to another, but there are common warning signs that supervisors and employers should be on the look out for:

• Appearing unusually tired or low on energy
• Arriving late more frequently or struggling with attendance
• Becoming withdrawn
• Showing less enthusiasm or engagement at work
• Experiencing emotional outbursts or increased irritability
• Complaining about headaches, stomach aches or other physical issues
• Taking more risks or demonstrating poor judgment
• Showing sudden changes in behaviour or attitude

These signs do not necessarily mean a worker is experiencing burnout, but they may indicate that additional support or a conversation is needed.

Creating a safe space for conversation

Many workers—especially those who are young or new to the job—are reluctant to discuss stress, fatigue or personal challenges with their employer. They may worry about appearing unreliable, disappointing their supervisor or losing shifts.

That's why creating a psychologically safe workplace is so important. Young workers are more likely to seek help when they feel respected, valued and supported.

Ways to foster open communication

Checking in regularly with your workers and asking them open-ended questions about how things are going.  Listening to them without immediately trying to solve the problem. Acknowledge their challenges and show empathy.

Let your staff know support is available if they need it.

Sometimes, simply asking how someone is doing and genuinely listening can make a meaningful difference. 

Providing support

If a staff member does not want to talk about how they're feeling, let them know that you respect their decision while expressing your concern. Share the specific changes or behaviours you've noticed and reassure them that support is available whenever they need it.

You can also suggest they reach out to someone they trust, such as a family member, a school counsellor, a counsellor through your workplace health plan or other local free mental health supports in their area.

By recognizing the signs of burnout early and providing support when it's needed, employers can help workers build confidence, stay safe and thrive both on and off the job.