Since January 1 (2022), the new classification of the World Health Organization (WHO), the ICD 11, is in effect. In practice, it means that it is provided the same labor and social security rights of other employment-related illnesses. As a result, burnout is now treated differently – and companies need to be aware.
Burnout syndrome has been approved to enter the WHO International Classification of Diseases in 2019. The list is based on experts’ conclusions from around the world and used to establish health trends and statistics. It was the first time that labor burnout entered the group. The classification establishes a common language that facilitates the exchange of information among health professionals around the planet. “Burnout”, which was included in the chapter on “problems associated” with employment or unemployment, was given code QD85.
The problem has been described as “a syndrome resulting from chronic work stress that has not been successfully managed” and is characterized by three elements: “feelings of burnout, cynicism or negative feelings related to your work and reduced professional effectiveness”.
The WHO registry explains that burnout “refers specifically to phenomena in the occupational context and should not be applied to describe experiences in other areas of life”.
A recent report found that employee burnout is rising worldwide: 52% of all workers are feeling burned out, up +9% from a pre-COVID survey. Employees of all ages and types are experiencing the impact of stress, fatigue, and mental health challenges.
“When you look at some of the employee burnout statistics today, it’s easy to see why this is a major challenge for organizations. Understanding the causes and current state of employee burnout can help leaders develop strategies to prevent it and help workers feel supported”, the report says.
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