By Dr. Stephanie Diana Eubank DBA And David Eubank

In today’s fast-paced, hyper-connected work environments, mental health is no longer a personal issue—it’s a business imperative. One of the most pressing concerns is burnout, a state of emotional, physical, and mental exhaustion caused by prolonged stress. Left unaddressed, burnout can devastate employee well-being and cost companies millions in lost productivity, turnover, and healthcare expenses.

Burnout poses a particularly acute challenge for disabled and neurodivergent individuals, especially those with ADHD and autism, whose cognitive and sensory processing differences often clash with traditional workplace norms. Many in this community live with invisible disabilities and choose not to disclose them due to persistent stigma, fear of discrimination, or lack of trust in organizational support systems. This lack of disclosure can lead to unmet needs, increased masking, and chronic stress—factors that accelerate burnout. For neurodivergent employees, environments that lack flexibility, clarity, and sensory accommodations can be overwhelming and unsustainable. Burnout in this context not only affects mental health but also undermines self-esteem, job security, and long-term career growth. Addressing these challenges requires workplaces to move beyond generic wellness strategies and embrace inclusive, neuro-affirming practices that recognize and support diverse ways of working.

What Causes Burnout?

Burnout is multifaceted, but common workplace-related causes include:

• Unmanageable workloads
• Lack of control or autonomy
• Poor communication or unclear expectations
• Toxic workplace culture
• Insufficient recognition or reward
• Lack of work-life balance
• Isolation or lack of social support

Burnout doesn’t arise in a vacuum—it’s the result of systemic issues within the workplace. When employees face unmanageable workloads, lack autonomy, receive poor communication, or feel unsupported and undervalued, their mental and emotional reserves are quickly depleted. These conditions not only erode individual well-being but also ripple outward, impacting organizational health. The cumulative effect of these stressors leads to disengagement, absenteeism, and ultimately, burnout. For companies, the consequences are tangible and costly. From lost productivity and increased turnover to rising healthcare expenses and presenteeism, burnout becomes a financial liability that undermines performance and profitability. Addressing the root causes is not just a moral imperative—it’s a strategic one.

The Cost of Burnout to Companies

• Burnout contributes to $300 billion annually in lost productivity globally.
• Turnover costs can be up to 150% of an employee’s salary.
• Healthcare costs rise due to stress-related illnesses.
• Presenteeism (working while unwell) leads to poor performance and errors.

How Remote Work Can Help Reduce Burnout

Remote work, when implemented thoughtfully, can be a powerful tool to reduce burnout. It offers flexibility, reduces commuting stress, and allows employees to better manage their personal and professional lives. Remote work can also empower employees with greater autonomy and help foster a more inclusive and balanced work environment.

Remote work has emerged as a powerful strategy for mitigating burnout by offering employees greater flexibility, autonomy, and control over their work environments. By eliminating long commutes and allowing individuals to tailor their schedules to better suit personal and family needs, remote work supports a healthier work-life balance—one of the key factors in preventing burnout. For businesses, embracing remote work can lead to increased employee satisfaction, reduced turnover, and enhanced productivity. It also enables organizations to tap into a broader talent pool, fostering diversity and inclusion. When implemented with thoughtful policies and strong communication practices, remote work can transform workplace culture into one that prioritizes well-being and resilience.

Supporting Disabled and Neurodivergent Employees

Remote work can be especially beneficial for disabled and neurodivergent individuals, offering a customizable environment that accommodates sensory, mobility, and cognitive needs. Flexible scheduling allows employees to work during their most productive hours, while reduced exposure to overstimulating environments can help minimize stress. Companies that prioritize accessibility and inclusive communication practices empower neurodivergent and disabled employees to thrive. Providing assistive technologies, clear expectations, and opportunities for asynchronous collaboration can further reduce barriers and prevent burnout. By embracing remote work and inclusive policies, organizations not only support mental health but also foster equity and innovation.

What Companies Can Do to Prevent Burnout

• Promote psychological safety by encouraging open communication and feedback.
• Design sustainable workloads aligned with employee capacity and strengths.
• Offer flexibility in hours and remote work options.
• Recognize and reward employee efforts regularly.
• Invest in mental health resources such as counseling and wellness programs.
• Train managers in empathetic leadership to recognize and respond to burnout.
• Foster connection through team bonding and peer support.

What Employees Can Do to Protect Their Mental Health

• Set boundaries to define clear work hours and protect personal time.
• Prioritize self-care through exercise, hobbies, sleep, and mindfulness.
• Speak up and communicate needs to managers or HR.
• Seek support from employee assistance programs or therapy.
• Monitor energy levels and take breaks before reaching burnout.
• Practice time management to stay organized and reduce overwhelm.

While organizations play a critical role in shaping workplace culture and mitigating burnout through thoughtful policies and leadership practices, employees also have agency in managing their own well-being. When companies foster psychological safety, offer flexibility, and invest in mental health resources, they create an environment where individuals feel empowered to set boundaries, prioritize self-care, and seek support. This shared responsibility between employers and employees is essential for cultivating a resilient workforce. By aligning organizational strategies with personal wellness practices, businesses and their teams can work together to prevent burnout and promote a healthier, more sustainable way of working.

A Culture of Care Is a Competitive Advantage

Mental health is not a luxury—it’s a necessity. Companies that prioritize well-being foster loyalty, innovation, and resilience. Employees who feel supported are more engaged, productive, and fulfilled. Addressing burnout is not just about avoiding harm; it’s about cultivating a thriving workplace where everyone can do their best work.

Works Cited

World Health Organization. (2019). Burn-out an “occupational phenomenon”: International classification of diseases. https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases

Gallup. (2022). Employee burnout: The causes and cures. https://www.gallup.com/topic/burnout.aspx

Abrams, Z. (2019, October 1). The future of remote work. Monitor on Psychology, 50(9), 54. https://www.apa.org/monitor/2019/10/cover-remote-work

Shifrin, N. V., & Michel, J. S. (2022). Flexible work arrangements and employee health: A meta-analytic review. Work & Stress, 36(1), 60–85. https://doi.org/10.1080/02678373.2021.1936287

American Psychological Association. (2024, March 4). What is psychological safety at work? Here’s how to start creating it. https://www.apa.org/topics/healthy-workplaces/psychological-safety Kelloway, E. K., Dimoff, J. K., & Gilbert, S. (2023). Mental health in the workplace. Annual Review of Organizational Psychology and Organizational Behavior, 10, 363–387. https://doi.org/10.1146/annurev-orgp