Has academic burnout reached a crisis point? With over half of UK academics reporting high levels of psychological distress and more than one-third considering leaving the profession due to work-related stress (University and College Union report, 2019), it’s clear that current measures are failing. That’s pre-Covid19 data. Most recent study earlier this year indicated that one-third (29%) of staff perceived burnout in their jobs, more than two-thirds (73%) experienced moderate to very high levels of psychological distress, and most staff (85%) did not feel job insecurity, mostly associated with staff working part-time. This data was based on responses from over 2,353 academics from 16 countries (read more here:https://lnkd.in/eSnG8qtG )
The long hours—often over 50 per week—combined with increasing pressures to publish and excessive administrative demands have created a breeding ground for burnout. Apparent flexibility in work arrangements is now seen by academics as mythical, even though some Universities still like to sell it as a 'benefit'.
Despite growing awareness, real solutions remain scarce. Many universities respond with token mental health resources or brief workshops, but deeper, systemic change is needed. Workload management policies, like those introduced at the University of Melbourne, which cut down on admin tasks and increase flexibility, have shown positive results. But in UK institutions, practical workload relief and genuine structural support are rare. Without meaningful changes, academics are often left to "manage" burnout alone, compounding isolation and frustration.
Some interventions, like the University of California’s mindfulness programs or the University of Michigan’s faculty recognition schemes, offer models of burnout prevention. Mindfulness practices and peer support networks have been shown to reduce burnout and create a sense of community among staff (University of Texas at Austin, 2019). But where are the UK universities with similar offerings?
Burnout isn’t inevitable—in a workplace it could be a systemic and structural symptom of neglect. Addressing it means building support networks, offering flexible working, and restructuring workloads. Share your experiences and insights by joining our anonymous self-reporting survey. Your input is vital in spotlighting this issue and pushing institutions to prioritize the mental health of their staff. The survey is designed for UK academia. Please make your voice be heard.
Here is the link to survey, please share widely- across departments and schools.
https://lnkd.in/eEirE5a2
