A growing number of Belgian workers are teetering on the edge of burnout, with manual laborers facing the highest risk, according to a recent study by HR service provider Securex in collaboration with KU Leuven.
The study, based on KU Leuven’s Burnout Assessment Tool, has revealed alarming statistics, indicating that nearly one in three manual workers (32.9%) and one in four office workers (25.5%) are at significant risk of burnout.
More than half a million workers in Belgium, equivalent to 13.6% of the workforce, are now classified as being in the “red zone,” indicating severe burnout symptoms and an imminent collapse.
Another 14.7% are identified as being in the “orange zone,” signaling an increased risk of developing burnout symptoms in the near future. These findings underscore a persistent and pressing issue in the Belgian workforce, with certain demographic groups and job types more vulnerable to burnout than others.
The Four Symptoms of Burnout
Burnout is a complex condition, characterized by four core symptoms: exhaustion, mental distancing, cognitive dysregulation, and emotional dysregulation. These symptoms manifest in different ways, from chronic fatigue and detachment from work to concentration difficulties and emotional instability.
“Burnout is more than just feeling tired; it is a complete depletion of emotional and physical resources,” said Heidi Verlinden, research project manager at Securex.
“Burnout sufferers find themselves mentally distancing from their work, often experiencing memory and concentration problems, while also being prone to intense emotional reactions like tantrums or tears.”
The Growing Risk for Manual Laborers
In the last few years, manual laborers have emerged as a particularly vulnerable group. The study found that in 2024, nearly one in three manual laborers are at risk of burnout, a sharp increase of 23.7% since 2021.
This risk now affects some 442,798 workers. Blue-collar workers have consistently been more susceptible to burnout than their office-based counterparts, with factors such as job monotony, physical strain, and limited control over work conditions contributing to the heightened risk.
“Blue-collar workers have consistently reported higher levels of burnout symptoms,” said Professor Hans De Witte of KU Leuven, one of the lead researchers of the study.
“This trend has been documented for years, but the rapid increase since 2021 is concerning and deserves more attention from both policy makers and the academic community.”
The Decreasing Risk for Office Workers
While the burnout risk among manual laborers has spiked, the opposite trend has been observed among office workers.
Between 2021 and 2024, the percentage of office workers at risk of burnout decreased by 10.2%, dropping from 29.5% to 26.5%. Nevertheless, the absolute number of office workers at risk remains substantial, affecting approximately 592,143 employees.
Several factors may explain this decline in burnout risk among office workers. One possible explanation is the improvement in the private tax rate for this group, which could have eased financial pressures and improved job satisfaction. In contrast, the tax rate for manual laborers has remained unchanged, potentially exacerbating their burnout risk.
Job insecurity has also played a role in the differing burnout rates. According to the study, job insecurity fell more significantly for office workers (-19.2%) than for manual laborers (-14.5%). Additionally, the rise in automation and the repetitive nature of many blue-collar jobs may have contributed to increased burnout risk in this group.
Age and Burnout Risk
The study also revealed significant differences in burnout risk across various age groups, with workers in their thirties (30 to 39 years old) facing the highest risk. In 2024, 35.8% of workers in this age group are at risk of burnout, the highest of any demographic.
This can be partly attributed to the role conflicts many workers in their thirties face, as they balance work demands with caring for young children and managing increasing responsibilities both at work and at home.
“This age group often finds itself in a phase of life where the pressures of career advancement and family responsibilities are at their peak,” explained Verlinden. “They face high private and professional burdens, and they frequently report feeling micromanaged, which increases their risk of burnout.”
Another at-risk age group is workers in their early fifties (50 to 54 years old), who have also seen a marked increase in burnout risk since 2021. This demographic is often tasked with caring for aging parents while also managing the challenges of an evolving work environment, contributing to their heightened vulnerability.
Addressing Burnout: A Call to Action
The findings from the Securex and KU Leuven study highlight the need for urgent and targeted measures to address burnout in the Belgian workforce.
While the overall number of employees at risk of burnout has remained relatively stable since 2021, the disparity between manual laborers and office workers, as well as the differences across age groups, indicate that a one-size-fits-all approach is insufficient.
Verlinden emphasized the importance of a comprehensive and integrated approach to tackling burnout in the workplace, starting with a risk analysis tailored to the specific needs of each organization and sector.
“It is crucial for companies to implement targeted measures that consider the demographics and job types of their employees. For manual laborers, this might involve addressing job monotony and providing greater job security. For office workers, on the other hand, flexibility and autonomy could be key factors.”
Preventing Burnout: Practical Solutions
There are several practical solutions that employers can implement to prevent burnout and support workers who are at risk.
One approach is offering flexible work arrangements, such as working from home or adjusting job responsibilities to match the employee’s needs and capacity. “Allowing employees to work from home or providing them with more control over their schedules can go a long way in reducing burnout risk,” said Verlinden.
Training programs in the efficient use of technology can also help reduce burnout, particularly among office workers who may feel overwhelmed by the digital demands of their job.
Employers can provide support through Employee Assistance Programs (EAP), offering workers 24/7 access to counseling services for personal and work-related problems.
“Employee Assistance Programs have been highly effective in helping employees manage stress and burnout,” said De Witte. “By offering employees access to trained psychologists and targeted solutions, employers can proactively address the triggers of burnout and improve overall well-being.”
The Societal Impact of Burnout
Burnout is not just a personal or organizational issue; it has far-reaching societal implications. “The better we succeed in identifying the biggest triggers of burnout, the more targeted our prevention efforts can be,” said De Witte.
“By focusing on burnout prevention at the level of government, employers, and individual workers, we can reduce the overall burden on society.”
The study’s findings serve as a critical reminder that burnout is a multifaceted problem that requires coordinated efforts from all stakeholders.
From policy makers to employers and employees themselves, addressing burnout requires a collective commitment to creating healthier, more sustainable work environments for all Belgian workers.
