26% working Finns face elevated risk or severe burnout: study

One in four (26%) working Finns still have an elevated risk or severe burnout, according to a study commissioned by the Finnish Institute of Occupational Health (FIOH).

Burnout symptoms were more common among both employees and supervisors than before the COVID-19 pandemic, said the FIOH in a press release on Monday referring to the study.

Bureaucratic requirements and role conflicts seem to be mainly responsible for the burnout and risk at the workplaces.

Uncertainty related to work, excessive workload, monotony and physical workload are also risk factors for job burnout, although they play a smaller role in the population level on average.

"We often talk about the amount of work, but it is not necessarily the number one risk factor. What seems to have a greater impact is that rigid operating methods, inadequate tools, the slow flow of information or conflicting expectations create unnecessary friction at work. These factors can also increase the experience of business and reduce the time an employee feels that they spend on core work," said Researcher Jie Li.

There are several ways to reduce bureaucracy and role conflicts in workplaces. They are related to simplifying workplace processes and strengthening shared understanding.

The study, however, showed Finns feel that their work ability is slightly better than before.

In the summer of 2026, 43 per cent of working Finns felt that their work ability was excellent, compared to 39 per cent a year earlier.

A total of 67 per cent were able to fully meet the physical requirements of their work, such as standing or lifting objects.

Emotional work ability, responding to emotional demands, such as encountering and handling other people’s emotions was the weakest (41%).

"Work ability is a more complex issue than many people think. A person can be fully able to work in one area, even if they need support to bolster another area. In addition, different work tasks emphasise different work requirements. In light of this, work tasks could be adapted as needed to help extending careers," said Research Professor Jari Hakanen.

Of the different areas of work ability, cognitive, emotional and competence work ability improved in the population compared with summer 2025. Physical and social work ability remained at the same level.

There were differences in emphasis on different areas of work ability among different age groups.

Younger age was linked to better physical and cognitive work ability. Cognitive work ability refers to the ability to meet the demands of work related to information processing and thinking.

On the other hand, younger age was linked to poorer social work ability, which refers to the ability to meet the demands of working with others and situations of informal interaction.

"The results may reflect the lack of experience related to the early stages of a career. They may also indicate that there are more social demands in the industries and jobs that employ young people. Therefore, the result should not be interpreted as just an individual characteristic of young adults. However, these observations demonstrate which areas of work ability require special attention in supporting young adults and work development," said Specialist Researcher Janne Kaltiainen.

More than half of those under the age of 30 felt that their work ability was excellent. In terms of well-being at work, however, young people were in a weaker position than other age groups. The younger the respondent, the less work engagement and the more boredom at work they experience. Loneliness was also more prevalent among younger people.