By midyear, many employees are running on empty—mentally, emotionally, and physically. But what often feels like simple fatigue is usually something deeper…burnout.
According to a study in the American Journal of Preventive Medicine, employee burnout costs U.S. businesses more than $4,000 annually for non-managerial employees and nearly $21,000 for executives.
Recognizing Mid-Year Burnout
Understanding that burnout is common and costly doesn’t help much if you can’t identify when it’s occurring. That’s why recognizing the signs—such as reduced productivity, increased sick days, emotional detachment, and decreased motivation—is vital. Experiencing burnout isn’t a personal failure but a natural reaction to extended stress without sufficient recovery time.
The Role of Health Benefits
A quick vacation won’t fix burnout. Employees need ongoing support, and that’s where health benefits play a critical role.
But here’s the catch: your benefits only help if they’re accessible, understandable, and actively used.
To support employees through mid-year burnout, companies should ensure that benefits include:
- Accessible mental health care, including therapy and counseling services
- Virtual care options for convenience and privacy
- Clear, simple instructions for how to access benefits and resources
The Health Literacy Gap
One of the biggest reasons employees don’t use their benefits? They don’t understand them.
According to the CDC, nearly 9 in 10 adults struggle to understand and use everyday health information.
That includes things like:
- Knowing which mental health providers are in-network
- Understanding how to schedule a counseling session (and how to communicate time off to do so with a manager)
- Knowing what an EAP (Employee Assistance Program) actually offers
When benefits are unclear, they become irrelevant — even if they’re technically available.
Using the Mid-Year Check-in
This point in the calendar offers a natural pause to evaluate how benefits are being communicated and used.
Some helpful questions to ask:
- Are benefits being used consistently?
- Are employees aware of their mental health options?
- What feedback has come in — formally or informally?
This isn’t about overhauling an entire plan mid-year. Sometimes, it’s about improving communication, simplifying access, or clarifying what’s already in place