The new administration has made it clear that all federal employees must return to the office, no matter where they live or how long they’ve been fully remote, despite the fact that research shows that remote jobs are best for the company’s bottom line. A new study finds that job burnout is at 66%–an all-time high and suggests that return-to-office (RTO) mandates may exacerbate stressors for workers already struggling in today’s demanding workplace.
Two Thirds Of Employees Cite Job Burnout
Many business leaders claim work from anywhere isn’t going anywhere, but corporate America isn’t on board with that sentiment, despite the fact that workplace-related stress is at the forefront of conversations–especially for employees who are caregivers or those with disabilities that benefit from working remotely.
New research from Moodle (conducted by the research consultants at Censuswide) shows that 66% of American employees are experiencing some sort of burnout in 2025. The data reveals that younger generations are facing significantly higher rates of burnout, with 81% of 18 to 24 year olds and 83% of 25 to 34 year olds reporting burnout, compared to just 49% of those aged 55 and older. The top reasons for burnout across all age groups include:
- 24% are stressed because they say they have more work to complete than time to do it.
- Another 24% say they don’t have enough resources or the right tools to do their job properly.
- 20% cite a poor economy that’s impacting their well-being at work .
- 19% have stress because they’re taking on too much work due to labor shortages in their industry.
The data also uncovers employees’ willingness to adopt AI:
- 27% of Gen Z are three times more likely to be concerned that AI tools may replace parts of their role in the future (versus eight percent of employees 55-plus)
- 24% of Gen Z are most open to AI (versus 13% of employees 55 and older), saying they find AI tools very helpful and believe it improves productivity.
How Employers Can Help Curb Job Burnout
As workforce generations shift, it’s clear that employers need to stay up to date on changing employee attitudes and expectations. High rates of burnout among younger generations provide an opportunity for companies to re-prioritize employee well-being, offer meaningful professional development opportunities and enforce healthy work-life balance.
According to Scott Anderberg, CEO of Moodle, American workers across most industries are struggling with stress–especially young employees–and RTO requirements may exacerbate stressors for those already struggling with job stress. Anderberg explains that burnout rates are high and the threat of AI is triggering significant fear about their relevance at work. He argues that the company’s acknowledgement and response to escalating burnout is crucial.
Anderberg further says that workers are broadly saying that the training and development programs they have access to are not helping. ”In fact, in many cases, it’s making things worse,” he insists. “Employers have a unique opportunity to move beyond compliance and regulatory exercises to developing learning experiences that improve employee engagement, reduce their anxiety and create an environment where both team members and the organization can thrive. Moodle’s platform and services offer the flexibility, personalization and accessibility to support organizations in making this happen.”
I also spoke with Jason Gamel, president and CEO of ARDA who agrees. Gamel suggests that taking time off is essential to maintaining a healthy mental and physical well-being, reducing stress and improving overall productivity. Still, more than 60% of Americans left PTO on the table in 2024, despite a correlation between lack of vacation and decreased productivity/job burnout. He believes that employers should encourage employees to maximize their time off for all those reasons, including its positive effects on long-term employee retention and productivity.
“Employees should make a plan to maximize their existing vacation benefits, and the timeshare industry plays a key role in supporting this by encouraging more frequent and extended vacations,” Gamel states. “Timeshare owners typically enjoy longer and more regular trips compared to the average U.S. traveler.”
Kimberly Marshall, chief HR officer, Travel + Leisure Company, told me by email that their mission is to put the world on vacation and that their policy starts with their own employees. “We deliberately take time throughout the year to promote our Exclusive Travel for Associates benefits and promote different ways for our people to use their time off and experience the thousands of travel options we provide at significant discounts,” she points out.
“Taking time off from work helps reduce stress, prevent burnout and improve both mental clarity and physical health, ultimately boosting long-term productivity and well-being,” she adds. “For employers, well-rested employees are more focused, creative and engaged, leading to better performance and a positive work environment.”
Michael Yonker, Executive vice president and chief HR and global communications 0fficer, Marriott Vacations Worldwide, says that his company knows the transformative power of vacations. “Our associates go above and beyond to create exceptional vacation experiences for our customers, and we’ve found that giving them the opportunity to take ample time off and enjoy their own vacations is key to keeping them productive, energized and passionate about our company and brands,” he notes.
To prevent job burnout, Yonker says his company has a policy in force throughout the year. “We intentionally remind associates to make the most of their benefits and seek out ways to help them do that, and we’ve seen a great improvement in their satisfaction as a result.”