Recent data shows something alarming: Romania is now among the top countries in Europe at risk of burnout, with 67% of employees saying they frequently feel exhausted. Yet, in contrast to many other countries, we lack full legal protections and structures to protect workers from burnout.
As HR professionals and employees alike grapple with this reality, it’s time to shine a light on what burnout looks like, why it’s happening, and what we can do—together—to reduce its harm.
🔍 What Is Burnout – And What’s Fueling It
Burnout isn’t just being tired. It’s emotional exhaustion, detachment, reduced performance, and feeling mentally and physically drained. Several factors in Romania are amplifying risk:
- Intense workload & high expectations, sometimes with limited resources
- Blurred lines between work and personal life, especially with remote/hybrid work
- Economic pressures (costs rising, inflation, financial uncertainty)
- Lack of institutional supports—no law explicitly protecting workers from burnout means fewer safeguards
🤝 Why HR Professionals Must Lead the Way
HR isn’t just about hiring, policies or payroll—right now, HR has a moral and strategic obligation to protect wellbeing. If burnout goes unchecked, it leads to:
- Decreased productivity
- Higher turnover
- Lower engagement and creativity
- Poorer employee health, both mental and physical
As someone in HR, you have the power to make a difference by building practices and culture that reduce risk.
🌱 How Employees Can Protect Themselves
If you’re an employee feeling drained, you’re not alone—and there are steps you can take:
- Set boundaries – decide clear work hours; avoid answering emails off‐hours if possible.
- Communicate – talk with your manager about workload and capacity.
- Prioritize rest – breaks, weekends off, mental breaths throughout the day.
- Seek support – professional help if needed, peer sharing, wellness activities.
🛠 Actions HR Can Take to Mitigate Burnout
Here are practical measures HR teams can introduce (many of which cost little but yield much):
| Strategy | Description |
| Workload audits | Review expectations and redistribute tasks if certain people are overburdened. |
| Flexible schedules | Allow remote work, adjust hours where reasonable, enable compressed weeks. |
| Mandatory rest breaks & no‐meeting periods | Protect small windows of time where employees can reset. |
| Wellness & mental health resources | Access to counseling, mindfulness practices, fitness programs. |
| Training for managers | Equip leaders to recognize signs of burnout and respond compassionately. |
| Clear policies around overtime & “always on” behavior | Foster culture that values rest. |
🧭 Moving Toward Legal & Cultural Change
While Romania may not yet have robust legal protections specifically for burnout, that doesn’t mean nothing can be done. HR professionals, employers, labor organizations, and policymakers can:
- Advocate for regulations that recognize burnout as a workplace risk
- Participate in or commission studies that quantify costs of burnout to businesses & society
- Share best practices and produce guidelines that help workplaces protect wellbeing
⭐ Final Thoughts
Burnout is more than fatigue—it’s a threat to individuals, to teams, and to organizations. But it’s not inevitable.
With empathy, clarity, and intentional effort, both HR professionals and employees can build workplaces that respect human limits, value rest, and support mental strength.
At Mindit Consulting, we believe in fostering work environments of trust, integrity, and sustainable performance. If you or your team need help establishing healthy hiring, background screening that safeguards fairness, or defining policies that protect wellbeing, we stand ready to support you.
Do you wish there is something you can do to help?
Here is a petition you can sign for Burnout Law in Romania, initiated by Hacking Work. 👉
