How to talk to your manager about burnout
The fastest fix for burnout is often one clear conversation about priorities. Answer three questions and get your meeting request, what to say, and how to answer pushback.
The meeting request
What to say
If they push back
The follow-up email
Before the conversation
- Bring evidence, not adjectives. A list of everything on your plate makes the case better than "I'm overwhelmed".
- Make it easy to say yes. Come with a proposal: what you will focus on, and what can wait.
- Pick the moment. Not right before a deadline or at the end of a bad day for them.
- Agree it in writing. A two-line recap the same day turns a nice chat into a plan.
- Look after your health. If you feel persistently low or unwell, see a doctor. In a crisis in the US, call or text 988.
Not sure what is driving your burnout? The free Burnout Check shows your top causes in four minutes.
Take the Burnout CheckQuestions
How do I tell my boss I am burned out?
Lead with the work, not the label. Ask for a short meeting about priorities, bring a list of everything on your plate, explain that you cannot do all of it well, and ask your manager to choose what comes first. You can mention that you are running on empty without using the word burnout if you prefer.
Should I use the word burnout with my manager?
You can, but it is not required. Some managers respond well to plain honesty. With others, framing it as workload and priorities gets a faster practical response. Either way, bring a concrete ask so the conversation ends with a change, not just sympathy.
What if my manager does not help?
Put the agreed priorities in writing after the meeting and set a review date. If nothing changes after a fair trial, consider talking to HR, a skip-level manager, or planning a move. Our research found that people with a poor manager are far more likely to cite lack of support as a cause of burnout.
Can I ask for time off for burnout?
You can ask for time off like any other leave. Burnout alone is not a medical diagnosis and does not by itself qualify for FMLA leave, but a condition diagnosed by a provider may. Talk to a doctor and your HR team about your options.