How to talk to your employer about burnout?
- Magalie AUGER
- May 2
- 5 min read
Do you feel exhausted, overwhelmed, drained of your professional energy?
Are you afraid to talk about your burnout to your manager or HR director?
Not sure how to approach the subject without fear of judgment or consequences?
Then this article is for you!
What is burnout?
Burnout is severe professional exhaustion due to prolonged emotional, cognitive or relational overload, without sufficient recovery.
It is distinguished from depression or acute stress.
It particularly affects people who are invested, conscientious, committed... to the point of forgetting themselves.
Recognized as a work-related phenomenon, but not yet as an automatic occupational disease , it requires recognition, stopping and support.
Why is it essential to talk to your employer about your burnout?
Burnout is not a weakness.
It is a warning signal from the body and mind , an alarm that should not be ignored.
Waiting, minimizing, or “holding it out a little longer” only makes the situation worse.
A 2022 barometer revealed that 34% of employees report being in a situation of burnout, including 13% in severe burnout, or around 2.5 million people in France. ( frm.org )
The effects of burnout are not limited to individual discomfort.
They have a direct impact on performance, health, professional relationships, and sometimes, on the very ability to continue working.
Example: during a support session, I met Céline, a sales manager, who waited too long to speak.
Result: abrupt stop, loss of confidence and slow reconstruction over several months.
What are the risks of not saying you're burned out?
Warning signs:
Chronic fatigue, even after rest
Feeling of permanent failure
Irritability or emotional detachment
Decreased performance despite efforts
Risks if we don't speak:
Sudden deterioration in health
Emergency sick leave without preparation
Professional isolation
Break with employer or forced retraining
Staying silent about burnout is like ignoring a crack in a dam.
One day, the breakup is inevitable and always more violent than a preventive interview.
According to several recent studies, there are an estimated 2.5 to 3.2 million cases of burnout in France.
This range indicates a significant under-reporting or an alarming progression of the phenomenon ( Sénat.fr ).
What are the benefits of daring to tell your employer that you are burned out?
You are taking steps to protect yourself
You open the way to a stop, an arrangement or suitable support
You preserve the relationship with your company, instead of leaving without return
You recognize your limits , which is a sign of maturity, not weakness.
For example: Antoine, a senior executive, told me he was afraid of losing his credibility. By expressing his exhaustion, he instead gained respect from his management, who praised his courage and supported him in a transition to a more suitable role.
How do you tell your employer that you're burned out?
Here are 7 steps to approach the subject correctly
Tip #1: Recognize the reality of your condition
Denial is one of the first defense mechanisms against burnout.
You tell yourself that things will be better after the weekend, that you have to hold on...
Yet, ignoring the signs doesn't make them go away. It's essential to name what you're feeling. Abnormal fatigue, a feeling of constant overwhelm, a loss of meaning, emotional isolation.
Becoming aware of your exhaustion is laying the first stone in the process of rebuilding. It is also recognizing that you are human before you are an employee .
Tip #2: Consult a healthcare professional first
The general practitioner or occupational physician is an objective ally.
He will be able to make a reliable medical diagnosis , assess your level of exhaustion and direct you towards appropriate treatment or treatment.
In addition, the occupational physician can suggest work adjustments , alerts to the company , or pre-return visits , which frame the discussion with your employer.
Tip #3: Prepare your message clearly
Saying “I’m not feeling well” is not enough in a professional environment.
It is more constructive to explain your concrete symptoms .
Sleep disturbances, concentration problems, irritability, physical or mental exhaustion.
You can also mention triggers: overload, lack of recognition, internal tensions, etc., without direct accusation.
The objective is to make a clear and non-confrontational assessment , focused on your condition.
Tip #4: Choose the right time and the right channel
A formal interview, requested in advance, in a calm setting (videoconference if necessary), is preferable to an informal or tense exchange.
You may also choose to write an email to initiate the discussion, especially if the emotions are too strong to verbalize directly.
Anticipate this moment as a professional and prepared act , just like an important meeting.
Tip #5: Make an explicit request, not just a warning.
The goal is not only to “prevent”, but to co-construct a solution .
Work stoppage? Temporary relief? Psychological support? Contact with occupational health? The company can only help you if you express specific needs .
“ What is alive in us are our needs. ” — Marshall B. Rosenberg, American psychologist and founder of Nonviolent Communication (NVC)
Don't hesitate to suggest a temporary plan or ask for time to think.
You are entitled to set your health conditions.
Tip #6: Get support to structure your recovery from burnout or your return to work
Burnout requires a rethinking of internal operating methods .
A professional (coach, therapist, transition support) can help you understand your patterns, redefine your limits, and rebuild a more balanced professional posture.
Getting out of burnout is not done alone, nor is it done by going back to “the way you were before.”
It requires a guided and personalized process .
Tip #7: Initiate a gradual dialogue with your HR manager or your hierarchy
Once awareness and cessation have been established, and you are ready, it is essential to recreate a healthy professional relationship with your employer.
This may involve a pre-resumption visit , a meeting with the HR department, or a repositioning interview.
The goal is not just to come back, but to negotiate new conditions of collaboration , respectful of your limits and your health.
Is it suitable for all professional contexts?
Yes. All environments are affected, even those deemed “protected.”
Burnout is not a taboo subject, but a human health issue.
Are there any prerequisites for talking about it calmly?
A minimum of emotional distance
A clear diagnosis or medical opinion
A trusted space with an HR or management contact
What are the key factors for successfully addressing burnout with your employer?
Choose a calm and structured moment
Be supported in advance by a professional
Setting your limits without aggression
State facts, not blame
Formulate concrete needs
What skills or qualities facilitate this process?
Emotional courage
Clarity in expression
Ability to ask for help
Awareness of one's limits
Sense of individual responsibility
In short: What do you need to know when talking to your employer about your burnout?
✔ You are not alone: 34% of employees say they are affected
✔ Burnout can be prevented and treated if it is expressed early
✔ It's better to talk than to have a brutal breakup
✔ There are solutions: stopping, adjustments, support
✔ Your health is a priority: it's time to put it at the center
Ready to dare to talk about it and get out of exhaustion?
Talking about your burnout isn't about losing face. It's about getting back on your feet, protecting your health, and looking forward to a more peaceful professional future.
Need help addressing your burnout at work?
I will help you put your condition into words, prepare your approach and initiate a restorative and constructive transition.
Book your free Discovery Appointment with me now:
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