Preventing burnout at work: a guide for employers
If burnout comes from unmanaged workplace stress, the most effective prevention happens at work. Here is what the evidence and official guidance recommend.
Why it is worth acting
WHO and the International Labour Organization estimate that 12 billion working days are lost every year to depression and anxiety, costing the global economy nearly US$1 trillion. In the Danish PUMA study, higher burnout predicted more sickness absence over three years.
What WHO recommends
- Organisational interventions that assess and reduce mental health risks such as heavy workloads, negative behaviours and other factors that create distress.
- Manager training to help prevent stressful work environments and respond to workers in distress.
- Accommodations for workers with mental health conditions, and support to return to work.
Singapore: the Tripartite Advisory on Mental Well-being at Workplaces
Issued by the Ministry of Manpower, NTUC and SNEF, the advisory recommends that employers:
- Review employees’ mental well-being regularly as part of workplace risk assessments — through surveys, focus groups and indicators such as absenteeism — and act on stressors found.
- Appoint workplace mental well-being champions.
- Provide access to a confidential Employee Assistance Programme.
- Put in place a flexible work arrangement policy and consider requests fairly.
- Set reasonable expectations for after-hours communication, so non-urgent messages can wait until the next working day.
- Support employees returning to work after mental health treatment.
- Train managers, HR and workplace safety and health staff to spot signs of distress and refer appropriately.
- Build psychological safety and peer support.
For assessment, iWorkHealth is a free tool developed by Singapore agencies to help organisations identify sources of workplace stress.
A manager’s checklist
| Area | Ask | Act |
|---|---|---|
| Workload | Is the team’s workload sustainable outside peak periods? | Prioritise ruthlessly; say no to low-value work; staff for reality |
| Control | Do people have a say in how they work? | Delegate decisions; offer flexible arrangements |
| Reward | Is good work noticed? | Recognise effort specifically and regularly |
| Community | Do people support each other? | Protect team time; address conflict early |
| Fairness | Are workloads and opportunities shared fairly? | Make allocation transparent |
| Values | Are people asked to act against their values? | Explain the why; fix systemic problems |
Using the CBI at work
The Copenhagen Burnout Inventory is free for commercial use with the source cited, which makes it practical for anonymous team surveys. If you use it, keep responses anonymous, report only group results, and be ready to act on what you find — surveys without follow-up erode trust.
Frequently asked questions
What is the employer’s role in preventing burnout?
WHO recommends organisational action on risks such as heavy workloads, plus manager training. Singapore’s tripartite advisory asks employers to assess stressors, provide EAPs, offer flexible work and set after-hours communication norms.
Can we use the burnout test for our team?
The CBI may be used freely, including commercially, provided the source is cited (Borritz et al., 2006). Keep responses anonymous and report group results only.
Is there a free workplace stress assessment in Singapore?
Yes. iWorkHealth is a free tool developed by Singapore agencies to help organisations identify sources of workplace stress.
Need to talk to someone now? If you are thinking about suicide or harming yourself, or someone is in immediate danger, call 995 or go to the nearest A&E.
- Samaritans of Singapore (SOS): call 1767 or WhatsApp CareText 9151 1767 — 24 hours
- National mindline 1771: call 1771, WhatsApp 6669 1771 or webchat at mindline.sg — 24 hours
- Institute of Mental Health (IMH) helpline: 6389 2222 — 24 hours
- Outside Singapore: find a free, confidential helpline in your country at findahelpline.com
More options: get help now.
Please note: This is general information, not medical advice or a diagnosis. Burnout shares symptoms with depression, anxiety and physical conditions such as thyroid problems or anaemia, so persistent symptoms deserve a check with a doctor. Full disclaimer.
Sources
- World Health Organization, "WHO and ILO call for new measures to tackle mental health issues at work" (28 Sep 2022)
- Ministry of Manpower, NTUC and SNEF, "Tripartite Advisory on Mental Well-being at Workplaces"
- Ministry of Manpower, "Flexible work arrangements" and the Tripartite Guidelines on Flexible Work Arrangement Requests (effective 1 Dec 2024)
- Changi General Hospital, "iWorkHealth" workplace stressor assessment tool
- Borritz M, Rugulies R, Christensen KB, Villadsen E, Kristensen TS. "Burnout as a predictor of self-reported sickness absence among human service workers: prospective findings from three year follow up of the PUMA study." Occupational and Environmental Medicine 2006;63(2):98–106
- Maslach C, Leiter MP. "Understanding the burnout experience: recent research and its implications for psychiatry." World Psychiatry 2016
- National Research Centre for the Working Environment (NFA), Denmark, "Copenhagen Burnout Inventory – CBI"