Burnout among American workers has reached its highest level in six years, according to the 15th annual Aflac WorkForces Report released by Aflac.
The report, which examines trends and experiences in health care and benefits administration, highlights increasing stress and financial fragility among employees.
The data shows that 72% of US employees report moderate to very high stress at work. Gen Z has overtaken millennials as the most burned-out generation, with 74% experiencing at least moderate burnout, compared to 66% of millennials in 2025.
Confidence in employer support for mental health has declined, with only 48% of employees believing their employers care about their mental well-being, down from 54% in 2024. Heavy workloads remain the leading cause of workplace stress, cited by 35% of respondents. Employees also report stress related to finances, personal responsibilities, and uncertainty about the future.
Aflac chief strategy officer Matthew Owenby commented on the findings, saying, “New Aflac WorkForces Report data around the prevalence of stress and burnout should raise a red flag and is certainly a matter that requires attention.”
Owenby suggested that employers review employee responsibilities and consider the balance between productivity and home life to address burnout. “Developing a broader understanding of what is driving stress can support the creation of programs that alleviate burnout which, in turn, can deliver a higher level of productivity.”
Although many employers have expanded mental health benefits in response to rising stress, a substantial portion of employees are not utilizing these resources. According to a report from Prudential Financial, barriers such as lack of awareness, stigma, and uncertainty about how to access services persist.
Industry observers note that improving communication about available mental health support and actively working to reduce stigma could help more employees take advantage of these benefits and support overall well-being
Financial concerns remain prominent. Aflac found that 44% of employees, including 54% of African Americans, 51% of Gen Z, and 46% of US Hispanics, said they could not pay $1,000 in out-of-pocket costs for an unexpected illness or injury.
More than half (52%) of employees feel anxious about health care costs not covered by insurance, a trend Aflac refers to as “medanxiety.” This concern is highest among Gen Z at 61%, up from 54% in 2024, and is also rising among baby boomers. Nearly half of employees (45%) have delayed treatment due to cost, and 40% were unsure if care was covered by their insurance.
The report also found declining confidence in health care coverage, with 58% of employees feeling prepared for a major health event, down from 64% in 2024. Most employees underestimate the financial impact of serious illness, with 72% believing a year of cancer treatment would cost less than $2,000 out of pocket.
However, a recent JAMA Network study found that privately insured cancer patients faced average out-of-pocket costs of nearly $600 per month in the first six months after diagnosis, with higher costs for advanced stages and ongoing care.
Supplemental insurance is seen as increasingly important, with 90% of employees indicating a need for it, especially among US Hispanics, African Americans, and Gen Z. However, only 34% of employers offer supplemental insurance options.
“Supplemental insurance – something that 90% of employees believe is needed but only 34% of companies offer – can help ease financial stress and bring added peace of mind to their workforces, improving well-being that can lead to increased productivity and retention,” Owenby said.
The report also addresses the role of belonging in the workplace. Employees who feel a sense of belonging report less stress (30% versus 56%), lower burnout (55% versus 78%), and higher job satisfaction (77% versus 28%) compared to those who do not feel they belong.
“Employees' sense of belonging influences how they feel about their roles, colleagues and organization as a whole. We should all take note and explore ways to build cultures that genuinely support opportunities for a more engaged workforce – one that is grounded in purpose and value. Belonging is a powerful driver of employee well-being,” Owenby said.
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