A significant portion of Canadian employees are forgoing their allotted vacation time as workplace burnout intensifies, according to a new survey by Robert Half Inc. The study found that 40 percent of workers are skipping their paid time off, with nearly one-third citing concerns about mounting workloads during their absence.
Burnout on the Rise
The survey indicates that 62 percent of Canadian workers are experiencing burnout, a sharp increase from 47 percent in 2024. Additionally, 31 percent of respondents reported feeling more burnt out compared to the previous year. Robert Half's report emphasizes that burnout is not just an individual issue but a significant business concern.
Key Drivers of Burnout
The top three factors contributing to burnout include understaffing, feeling stuck in one's career, and low morale following layoffs. Interestingly, artificial intelligence—intended to streamline work—has paradoxically added to burnout by increasing productivity pressures, raising job security concerns, and requiring workers to learn new skills.
Impact on Businesses
Burnout carries substantial costs for employers. Canada Life Assurance Co. reported in 2025 that burnout prevention measures could save companies with at least 500 employees up to $1.7 million annually. To address this, Robert Half recommends allowing workers to disconnect when needed, fostering a sense of investment in company success, setting reasonable workloads, considering contract workers to ease burdens, and celebrating employee achievements.
Vacation Time and Workload Concerns
While 74 percent of employees are entitled to paid vacation—most commonly two to four weeks—many hesitate to take it. A 2023 Pew Research Center survey of American workers found that some employees feel discouraged by supervisors or colleagues who must cover their duties. In Canada, nearly a third of those skipping vacation worry about the workload piling up in their absence.
The findings underscore a growing crisis in workplace well-being, with experts urging leaders to move beyond wellness initiatives and address fundamental issues like workload alignment with staffing levels.
