Every manager knows that their subordinates will go through occasional burnouts. They are prepared for it. But what if your employee is neurodivergent and their burnouts are much more intense?
WTW’s Global Benefits Attitude Survey surveyed over 4,000 employees and found that 70% of neurodivergent workers experience intense burnout compared to 30% of neurotypical employees [1]. So, the problem is real and pressing.
This guide will help employers identify neurodivergent burnout and support employees in overcoming it. This article will also be useful to neurodivergent employees who would like to understand themselves better and strike a better balance to be productive and self-compassionate.
Neurodivergent burnout is a state of deep physical, emotional, and cognitive exhaustion. Unlike neurotypical burnout, it rarely stems from a lack of rest but rather from navigating environments not designed for neurodivergent brains. According to the Job Demands-Resources (JD-R) theory, triggers of neurodivergent burnout are:
The average neurodivergent burnout lasts for about 3 months and is usually much more intense [2]. If you’re struggling to tell the difference between ordinary and neurodivergent burnouts, a comprehensive neurodivergent test may come in handy. Such assessments identify personal triggers of burnout and teach an important lesson of self-compassion and not perceiving burnout as laziness but as a sign that something needs to be changed.
While both neurodivergent and neurotypical burnout share common signs, they differ in nature and cause. Here is a simplified comparison of both states for better distinction:
| Feature | Neurotypical Burnout | Neurodivergent Burnout |
|---|---|---|
| Primary Trigger | Excessive workload, long hours, lack of control | Chronic masking, executive dysfunction, lack of understanding |
| Emotional Symptoms | Irritability, detachment, decreased motivation | Heightened sensitivity, unmasking |
| Cognitive Symptoms | Reduced concentration, decision fatigue, loss of motivation | Brain fog, regression in previously manageable skills, worsening of executive dysfunction |
| Ways to Address | Improves with rest, vacation, workload reduction | May require reduced sensory demands, unmasking, structured support, longer recovery |
These signs were collected from the first-hand testimonies of neurodivergent employees from interviews, forums, social media, etc.
Also, this list is not exclusive. Neurodivergent burnout can manifest differently, and many signs, though seemingly mutually exclusive, can overlap.
Any unaddressed burnout can be dangerous for mental and physical well-being. Neurodivergent burnout isn’t an exclusion. Even more, since it’s more intense, its symptoms may be more impactful.
The first thing that happens when neurodivergent employees burn out is skill regression. Especially skills connected to executive function and social masking, such as planning, emotional regulation, maintaining social conversations, etc.
Moreover, burned-out individuals have a lower capacity for self-care and mental self-support. That’s why 52% of all neurodivergent burnouts may end up in suicidal ideations [2]. This may go as far as developing mental disabilities.
Unaddressed neurodivergent burnout also directly impacts their workplaces. A survey by SuperFriend, a non-governmental organization that transforms corporate mental health, found that 1 in 3 burned-out individuals quit, increasing the company’s turnover [3]. This leads to financial dependence and worsened life quality among neurodivergents.
Not to mention how burnout and stress are significant contributors to depression and anxiety. Mental health symptoms disrupt motivation and productivity, contributing to absenteeism, but most importantly, the overall well-being of employees.
These pieces of advice are short-term relievers, but if they become habits, they will have cumulative effects. These are also collected from the first-hand experience of neurodivergents who went through burnout.
Although not a short-term strategy, seeking therapeutic or coaching support can be life-changing for neurodivergent employees. Therapists and coaches are trained to provide personalized support that would also fit into your lifestyle. Many neurodivergents report therapy as making the most difference ever since they got diagnosed.
Neurodivergent burnout is not an individual issue. Work environments play a significant role in either amplifying or reducing stress. Taking this into consideration can benefit both parties: neurodivergent employees feel better and safer, and managers see an increase in productivity and collaboration.
One strategy that should be a must is open communication. Create an atmosphere of psychological safety by highlighting the rights of neurodivergent employees and communicating clearly. Don’t pretend that neurodivergent struggles don’t exist, but be open to potential challenges that come with neurodevelopmental diagnoses and disclosure.
Also, make sure your employees are aware of the accommodations you can provide to neurodivergent employees. The most common accommodations are:
70% of neurodivergent employees claim that these and other accommodations made them more comfortable at work and significantly reduced stress [3].
Finally, one of the best investments managers can make is providing employees with neurodivergent/inclusivity training. These trainings shouldn’t be too extensive, but rather familiarize employees with their rights and provide them with basic knowledge on how to interact with people with autism, ADHD, dyslexia, Tourette’s, etc.
Interestingly, these accommodations benefit not only neurodivergent workers but also everybody because everybody thrives in clear, flexible, psychologically safe environments.
A short vacation or a few days off is a first step to addressing any type of burnout. But in order to prevent recurring burnouts, it’s worth limiting sensory overload and decreasing masking where possible. Try to maintain a balanced lifestyle and develop predictable routines to prevent unexpected stress. Recovery may also include therapy, coaching, or workplace accommodations.
Neurodivergent burnout is primarily about chronic overstimulation, masking, and being overwhelmed with responsibilities and expectations. Depression, in turn, involves persistent low mood and anhedonia (loss of interest) across multiple life areas. Symptoms usually can seem similar, but burnout improves with rest, and depression needs a deeper intervention like therapy or medications.
A new study showed that burnout can cost a company up to $20,000 per employee a year [4]. It means that one company with a thousand employees may lose $5 million annually. Neurodivergent burnout can cost even more since it lasts longer and is more intensive, leading to more absenteeism, turnover, reduced productivity, and healthcare costs.
Yes. Chronic masking is cognitively and emotionally exhausting. It’s a constant workload to monitor facial expressions, tone, posture, and responses. No wonder that most neurodivergents who mask feel drained after social interactions and are twice as susceptible to burnout.
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