31.10.2025

Burnout blocking: The end-of-year work habit no one’s talking about

Notoriously one of the busiest times of the year, the Christmas period - though filled with festive cheer, often brings an increased workload for employees, pushing many towards burnout.

With searches for “signs of burnout” up by 36 per cent, it’s clear the topic is on people’s minds, and according to the Burnout Report 2025, the risk of burnout remains high.

The survey revealed one in three adults (34 per cent) reported experiencing high or extreme levels of stress or pressure “always” or “often” over the past year – showing that this is an ongoing issue.

One particular type of burnout that is very prevalent at this time of year is often referred to as “burnout blocking”. This refers to employees suppressing or pushing through burnout rather than acknowledging it or taking leave.

With many workplaces having a Christmas blackout period where you are not able to book time off, employees may feelthat “burnout blocking” is their only option.

Ben Wright, Head of Global Partnerships at Instant Offices said: “Burnout should never be seen as normal or expected. Many employees stay silent because they don’t want to feel like they’re passing their workload onto someone else. However, this often comes down to how a business is structured and whether it fosters open communication, which can prevent burnout from happening in the first place.

“Burnout is one of the biggest factors contributing to employee dissatisfaction and turnover, so it’s in every business’s best interest to actively support their employees. Yes, Christmas is a busy period, but prevention strategies such as planning ahead, scheduling regular check-ins, and ensuring resources are available if things become overwhelming can make a huge difference.”

Businesses can often spot early signs of burnout in the workplace through patterns such as:

Employee chatter: When people start talking about burnout internally.
Manager feedback gaps: When teams report not feeling heard, or that feedback doesn’t lead to change.
A mismatch between output and energy: When teams are delivering results but seem constantly tired or disengaged.

Instant Offices has shared some of the best ways businesses can respond to these signs.

1. Normalise conversations early

Make space for the small cracks before they become seismic. Encourage check-ins, not just documentation of KPIs, but check-ins about wellbeing and friction.

2. Shift from input to outcome metrics

Measure results, not motion. Reward impact, not busyness. This eases the pressure to over-perform visibly or do ‘fake work’.

3. Embed anonymous feedback systems

If people fear pushback or dismissal, they’ll likely internalise rather than communicate. Anonymous surveys, forums or structured upward feedback can break the silence.

4. Be willing to experiment and course-correct

Treat wellbeing/sustainability initiatives as living experiments. Solicit feedback, iterate, and evolve rather than treating it as a one-off program.

5. Being transparent goes a long way

Share what you’re learning (where you’re failing, where you commit to improve). Vulnerability from leadership diffuses defensiveness and builds trust.

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