Workers fear burnout as firms battle costs

Businesses risk pushing workers into a well-being firms in their attempt to as they attempt to

manage the extra costs of employment due to the rise in National Insurance Contributions

(NICs) and increases in the National Minimum Wage, warns recruitment specialists, Robert

Half.

According to its latest 2025 Salary Guide, more than a third (39%) of employers are planning to enforce tougher performance metrics to improve productivity in the workforce in order to justify higher employment costs.  However, data already reveals that 62% of workers report that they are already worried about being overworked, Robert Half’s research suggests that companies could be on the brink of a widespread workforce fatigue crisis as pressure intensifies to do more with less.

“We’ve seen a growing trend in worker concerns around mental exhaustion for some time now.  However, we are now in a position where the majority of staff are worried that they will be overworked.  What is perhaps more concerning is that employers are potentially at risk of exacerbating this issue as they attempt to justify the increased costs of hiring,” warns Matt Weston, Senior Managing Director UK & Ireland, Robert Half.

“The risk of staff overload and long-term workforce strain is very real, and employers need to be mindful of the lasting impact this could have.  Aside from the fact that it is the responsibility of businesses to protect the well-being of their people at work, there’s also the potential for productivity to be damaged further down the line as staff absences and attrition rates increase.  Additionally, there is also the possibility for employer brands being impacted as a result of worker dissatisfaction and high levels of staff turnover,” says Weston.

Although some firms are focusing efforts on recruiting fewer and more experienced professionals who can deliver higher output, thereby justifying a higher salary spend, others are choosing instead to optimize their current teams – often through technology investments and internal upskilling.

“Recruiting higher-performing individuals requires greater financial investment, so it perhaps makes sense that firms are considering how they can get more from their people.  In this context, contractors and temporary staff augmentation models could provide a cost-efficient alternative to hiring permanent staff, particularly at a time when hiring costs are on the rise and business critical processes need to be maintained,” says Weston.

With budgetary constraints causing companies revising their workplace perks and well-being initiatives – factors which had previously helped them to attract talent in a competitive market – many could struggle to compete for top talent just at the time that workers are continuing to prioritize company culture and work-life balance in their employment decisions.

“It’s understandable that businesses want to improve productivity – particularly at a time when employment costs are so high – but a careful balance needs to be struck so as not to hinder future growth opportunities and longer-term recruitment prospects,” comments Weston.