Burnout in Women at Work: Causes and Solutions

Burnout in women is increasingly common, and understanding women’s burnout is essential for HR and DEI leaders focused on retention and well-being. Studies show that women, particularly working mothers, women of color, and leaders, are more likely to experience work exhaustion than men.

Burnout in Women: Why It Happens

Burnout in Women and the Double Shift

Nearly half of working women report frequent burnout, compared to about one-third of men. For working mothers, the combined responsibilities of childcare and professional roles create high emotional strain.

The constant “double shift” managing home and career drives emotional fatigue and workplace stress among women.

Emotional Labor and Bias Driving Burnout in Women

Women are often tasked with emotional support roles such as mentoring and team morale management. These invisible efforts, especially for women of color, are rarely rewarded, increasing the risk of female burnout.

Even senior leaders are affected. Many women in executive roles ignore early warning signs of exhaustion, leading to long-term mental fatigue.

Flexibility Gaps and Burnout in Women

While flexible work has become more common, fewer women feel empowered to take advantage of it. Only a minority of employees believe their companies fully support flexible arrangements.

Much like Inclusion Fatigue, stress among women often builds quietly and remains unnoticed until performance declines.

Who Is Most at Risk of Burnout?

Working Mothers
Balancing career demands with childcare and household responsibilities forces many mothers to decline promotions or step back from leadership roles.

Women of Color
Systemic bias and limited career sponsorship place additional pressure on women of color, creating higher levels of workplace exhaustion.

Women in Leadership
Over half of female executives report feeling consistently depleted, showing that burnout in women affects even the highest performers.

Solutions for Burnout in the Workplace

1. Track Burnout Patterns
Use surveys and exit interviews to measure burnout in women rates across teams and roles, identifying problem areas early.

2. Recognize Invisible Work
Acknowledge emotional labor, mentoring, and other hidden contributions to ensure women feel valued and supported.

3. Flexible Work Options
Introduce outcomes-based scheduling or pilot four-day workweeks. Trials have shown a 67% drop in burnout and improved well-being.

4. Sponsorship and Mentorship
Structured mentorship, especially for women of color, helps address the challenges that drive burnout among women.

5. Mental Health and Caregiving Support
Provide access to counseling, wellness programs, and family-friendly leave policies that reduce stress.

6. Build Healthy Work Norms
Encourage leaders to model boundaries, reducing after-hours emails and promoting recovery time.

7. Workload Audits
Regularly review workload distribution to ensure fairness and minimize burnout risks.

Burnout in women is rooted in systemic issues, not personal failings. By addressing invisible labor, workplace bias, and flexibility gaps, organizations can reduce stress and create environments where women can thrive. Employers who take proactive steps will not only improve retention but also build stronger, more inclusive workplaces.