“Just crack on” isn’t cutting it anymore!
Burnout and the Early-Career Workforce
Burnout isn’t new.
But it’s hitting younger workers harder than ever.
Employees aged 18 to 24 are now more likely than any other group to need time off for mental health.
Stress, pressure, and disconnection are shaping the early years of many careers and not in a good way.
This isn’t just about resilience.
It’s about whether our workplaces are actually set up to support early-career staff.
Why are younger workers burning out?
Here’s what we’re hearing:
- Many don’t feel comfortable talking to their manager about stress or mental health.
- Some are working unpaid extra hours to keep up, or working extra hours/jobs just to cover the bills.
- A lot say they struggle to switch off at the end of the day, more than older colleagues.
The result?
Overwhelmed young people who feel unsupported and at risk of burning out early.
That’s not just a wellbeing issue.
It’s a retention problem.
It’s a productivity problem.
It’s a leadership problem.
So what can we do about it?
If you work in HR, you can help shift this.
- Train line managers to have better check-ins and more open conversations.
- Build trust. Create space for younger staff to ask questions and talk honestly.
- Don’t assume people “just know” how to manage workload, emails, and expectations. A bit of guidance goes a long way.
- Look again at your flexibility. Do people feel able to set boundaries?
And most importantly—listen.
Ask early-career employees how they’re doing. Then act on what they tell you.
Let’s make early careers a better experience
Work shouldn’t break people. Especially not at the start of their careers.
Younger employees bring energy, fresh ideas, and huge potential.
But they need the right support to thrive, not just a wellbeing policy on paper.
So here’s a question to take away:
What are you doing right now to support the well-being of your early-career staff?
And, be honest, is it enough?
Thank You
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