Teacher Burnout: Supporting and Retaining Employees in the Education Sector

Teacher burnout is one of the most pressing challenges facing education today. With overwhelming workloads exacerbated by staffing shortages, many educators are struggling to maintain their mental health and job satisfaction. According to RAND’s 2025 State of the American Teacher survey, 53% of K-12 teachers report burnout.

The driving factor is untreated and long-term or excessive stress. Working conditions that cause this stress can lead employees to severe mental, physical, and emotional exhaustion. Some signs of burnout may include:

• Feeling continually negative about work, coworkers, or students
• Feelings of cynicism or anxiety
• Loss of enthusiasm
• Poor performance
• Lack of focus
• Low sense of accomplishment
• Absenteeism
• Physical symptoms such as headaches, digestive issues, or frequent illnesses

Teachers who experience burnout may also notice that the weekends are not long enough for them to recover and return to work feeling like their batteries have been fully charged. While it is impacting the quality of work, with the right support and focus on teacher well-being, schools can reduce burnout and improve morale.

According to the National Education Association, schools across the country have become increasingly responsible for more than just educating 49 million public school students. In addition, mental health, social media problems, cyber issues, and financial stress have resulted in many of the 3.2 million classroom teachers feeling overworked and undervalued. Several other factors, including staff shortages, financial strain, and student behavior, are also contributing to teacher burnout.

In a report from College Transitions, 86% of school districts across the country report open positions, and 57% of schools in high-poverty areas are understaffed. Teachers are frequently asked to cover additional classes, manage extracurricular activities, and handle administrative tasks, all while morale declines.

Adding to K-12 educator stress, teachers are funding their own classrooms as schools cut budgets, and they often work second jobs to meet basic daily living standards. It is putting additional stress on teachers who care for children all day long.

The Pew Research Center reports that half of teachers surveyed rank classroom behavior to be fair or poor. Teachers also say students are facing personal and mental health issues that impact their ability to learn. Nearly 53% of teachers say poverty is a major problem at their school, and 48% report that their students are affected by anxiety and depression.

Ignoring the problem is not going to make it go away. Districts that listen to and engage with teachers, and then respond with action, have an opportunity to drive systemic change.

Teachers say that when leadership agrees to address burnout and its causes, the problem gets better. Administrators can help by improving teacher retention strategies and staffing issues with creative solutions and active recruitment.

In addition, it is helpful when administrators foster a collaborative relationship between teachers and the community to connect local groups and businesses. Also, by providing meaningful and accessible professional support for skills development, especially for the newest or most concerning challenges, like emotional well-being or technology integration, school officials can help teachers feel supported.

Celebration and compensation also play a major role in reducing stress and improving morale. For example, increasing base pay and reducing the time to reach career-level salaries can help teachers struggling to buy classroom supplies. In addition, by recognizing staff successes with awards and sharing them with the community, administrators can elevate teacher optimism.

Also, contacting local organizations like parent-teacher organizations or government support services to supplement funding cuts or teacher supply needs can reduce financial stress for teachers and alleviate the need to find a second job.

Employee Assistance Programs (EAPs) can provide support for some of the stressors that can lead teachers to experience burnout. EAPs typically offer:

• Confidential counseling
• Support for financial and personal issues impacting work
• Resources to reduce absenteeism and healthcare costs
• Digital apps and other resources to help with stress, anxiety, or insomnia
• Wellness programs to address nutritional needs and exercise

These benefits support employees during life challenges and can help reduce the stigma associated with mental health issues. In turn, school districts could see improved teacher engagement and less burnout.

Teachers report less job flexibility during the school year than other working adults, with 46% of teachers unable to enjoy their private life compared to 13% of similar working adults, according to RAND’s 2025 State of the American Teacher survey.

Employers can help by offering flexible schedules as well as paid personal leave to treat burnout.

In addition, they should consider team teaching, job sharing, and technology to alleviate workload pressures, as well as provide resources for physical, mental, and financial well-being.

Recruitment and retention strategies are key to filling classrooms with talented staff. Districts should establish a talent pipeline with local colleges to encourage students to pursue education careers and visibly support the need to offer competitive salaries and benefits. School officials should also create pathways for professional growth and retention.

It is clear that teachers are struggling in a time when they feel immense pressure to be all things to all students. In fact, according to the Pew Research Center, 52% say they would not advise a young person starting out today to become a teacher. Without a commitment to systemic changes, the profession may only grow more challenging.

Teacher burnout is a complex issue, but by investing in educators’ well-being, schools can improve morale, reduce turnover, and ensure a healthier learning environment for students.

Persistent employee burnout can lead to increased risk of injury and workers’ compensation claims. Employers should partner with insurance carriers that offer benefits to help improve the well-being of educators and change the culture around mental health at work.

Employee benefits and other incentives such as recognition programs and awards are effective ways to show teachers and staff that their needs, both in and out of the classroom, are important. And that leads to better teaching and improved student success.