Fatigue or burnout? Understanding the difference
Fatigue is a natural, temporary state that follows a period of intense activity. It can be remedied with rest, restorative sleep, a long weekend, or a few days off. Burnout, on the other hand, is a deeper state of exhaustion that is physical, emotional, and mental. Rest alone is not enough.
To distinguish between overwork and normal fatigue:
1 – You are tired -> rest -> return to normal.
If yes – everything is fine.
If not – go to point 2.
2 – Despite rest, your fatigue persists -> do you have sleep issues?
If yes -> address this: assess what type of rest you need to recharge your batteries.
If not -> go to point 3.
3- Rest, adjusting your sleep routine and lifestyle habits have not changed anything? You're no longer motivated, you procrastinate, every task seems like a mountain to climb, it's hard to find meaning in what you do... you're on the verge of burnout.
According to the INSPQ, “more than one in four employed people (28%)” experience high levels of psychological distress.
Signs that you may be experiencing burnout
Burnout manifests itself through a combination of physical, cognitive, emotional, and behavioral symptoms.
Back in 2015, the INSPQ estimated that around 650,000 people in employment were experiencing high levels of work-related psychological distress, including around 348,600 women and 325,400 men.
Physically, the following symptoms are often observed:
- persistent fatigue upon waking,
- sleep disorders,
- muscle tension,
- regular headaches,
- heart palpitations,
- a weakened immune system.
Mentally:
- concentration becomes difficult,
- thoughts are less clear, jumbled, and intrusive,
- forgetfulness becomes more frequent.
You may lose interest in your work, even in tasks you previously enjoyed. Some people become irritable, impatient, or more emotionally sensitive.
Behaviorally, there is a tendency to withdraw:
- avoiding meetings,
- limiting interactions,
- putting off important tasks (or even procrastinating and engaging in presenteeism1).
They act automatically, without real energy or conviction. The desire to do well gives way to a feeling of detachment, even indifference.
If these signs multiply and persist despite efforts to recover, they are concrete indications that support is needed.
Why it happens to you, and why it's not your fault
Burnout isn't just a matter of excessive workload. It often results from an imbalance between, on the one hand, the demands of the job and, on the other, the resources available to meet those demands. Among the most common causes are prolonged overwork, unrealistic deadlines, and poorly defined roles. Lack of autonomy or control over one's tasks also plays an important role, as does a lack of recognition, feedback, or support.
Other forms of imbalance are more subtle. Working without understanding the purpose of one's tasks, losing sight of one's role, or feeling that one is acting against one's values can lead to profound disengagement. Finally, the organizational culture itself can be an aggravating factor: lack of support, constant pressure, internal competition, normalization of overwork or 24/7 availability.
Burnout: the employer's responsibilities... and yours
Employers have a legal obligation to provide a healthy, safe, and respectful work environment, including mental health protection (Act 27). This means assessing psychosocial risks and implementing preventive measures. They must also foster a climate where it is possible to talk about difficulties without fear of judgment or reprisals, while providing adequate resources: schedule adjustments, workload adjustments, assistance programs, HR support, or professional services. But managing burnout is not solely the responsibility of the organization.
You also have a role to play. You are not responsible for exhaustion caused by unhealthy working conditions. But you have the right to speak up, negotiate a solution with your organization, and the power to recognize the signs, identify what is wrong, and ask for change. This is not weakness, it is self-preservation. You need to dare to talk about it early on and seek appropriate help, whether it be in the workplace, medical, psychological, or professional.
It is also a process of clarification: defining what really exhausts you, what could be changed, what weighs you down, and what deprives you of motivation. It is not about changing everything overnight, but about taking the first steps toward a better balance.
In fact, taking the first steps toward self-care can help you identify your triggers and symptoms of imbalance, assess their intensity, and, ideally, develop a toolbox to respond to them.
And yes, sometimes the best way to stay healthy is to find a work environment that suits us better!
When and how should you talk to your manager about it?
Bringing up the issue with your manager may seem difficult, but it is often a necessary and valuable step. It is recommended that you do so as soon as the first signs persist, especially when your productivity, health, or commitment begin to suffer. The important thing is to prepare for the discussion.
Rather than talking about a general feeling of discomfort, clearly express what you are experiencing: constant fatigue, difficulty concentrating, overwork, or an overload of responsibilities. Explain the impact on your work in a factual manner and suggest concrete areas for improvement: reorganization of tasks, temporary slowdown, additional support, adjustment of schedules or priorities.
There is no need to share personal or medical details. The goal is to document your request and explore solutions. If your manager is open to discussion, this is an opportunity for collaboration. If they minimize, refuse, or react negatively, you have other options.
If your chronic fatigue stems from harmful working conditions (chronic overload, harassment, toxic environment, lack of support), you can start by accessing your company's resources (your managers, HR, EAP, etc.). Otherwise, you can file a claim with the CNESST. If your claim is accepted, you will continue to receive part of your salary, have your healthcare costs covered, and be protected from dismissal. However, the CNESST may reject your claim if it determines that the link to your work is not sufficiently established. This is why medical documentation is essential.
In conclusion
Burnout is not a sudden collapse, but often an accumulation of ignored warning signs. Learning to recognize them, understand their causes, and know how to respond, both personally and within your organization, is essential. And above all, remember: going through a difficult period is not a personal failure, it is a call to rebalance things before it is too late.
To go further: ➡️ Mental health: manage your mental workload to avoid overwork
(1) Presenteeism refers to being physically present but mentally unavailable.
