Boreout: The silent threat to workplace wellbeing

When workplace wellbeing is discussed, burnout usually dominates the conversation. But there’s another issue quietly eroding engagement and productivity: boreout. Unlike burnout, which stems from chronic stress and overwork, boreout is caused by prolonged boredom, lack of meaningful tasks, and underutilisation of skills. It’s a growing concern for employers, and it’s just as damaging.

What is boreout?

Boreout is the mental and physical strain caused by chronic under-stimulation at work. Employees feel disengaged because their work lacks challenge or purpose. It’s not laziness; it’s a psychological response to monotony. Symptoms include fatigue, irritability, low motivation, and even depression. Over time, boreout can lead to absenteeism, presenteeism, and higher turnover.

Wharton psychologist Adam Grant explains: “When you’re burned out, you’re overloaded and overwhelmed. When you’re bored out, you’re underwhelmed. Doing one thing for too long, not having room for career growth, and a lack of social interaction can all contribute to professionals feeling bored and unfulfilled.”

Why boreout matters

The impact of boreout goes far beyond boredom. Employees who feel under-challenged often disengage, reducing output and creativity. Research links repetitive work and boredom to depressive symptoms in the workplace, and studies suggest that boredom at work can be more dangerous than burnout when it comes to retention. Talented employees leave when they feel their skills aren’t valued, and those who stay may experience declining mental health. A bored workforce undermines morale and collaboration, creating a ripple effect across teams.

The mental health impact

Boreout doesn’t just affect productivity, it impacts mental health too. Chronic boredom can lead to feelings of worthlessness, stress, and even depression. Employees stuck in repetitive tasks without opportunities for growth are more likely to experience poor self-rated health and stress symptoms. Generational differences also play a role. Younger workers often seek variety and development, while older workers may feel excluded when digital transformation accelerates without adequate support. Both scenarios can fuel disengagement and mental strain.

Burnout and boreout share symptoms, like fatigue, low motivation, and disengagement, but stem from opposite causes. Burnout comes from overload; boreout from underload. Both can lead to serious mental health problems, including depression and low self-worth.

How HR can respond

Preventing boreout requires a proactive approach. Job enrichment is key: redesign roles to include variety and autonomy. Upskilling opportunities keep employees engaged and confident, while regular check-ins help managers understand workload and aspirations. Transparent communication matters; employees need to feel heard and valued. Organisations should also consider flexible career paths and project-based work to keep employees challenged and motivated.

Conclusion

Boreout is often ignored because it doesn’t create the same visible urgency as burnout. Yet its effects are just as damaging: lower productivity, declining morale, and increased mental health risks. In a world where engagement drives performance, ignoring boreout means leaving potential untapped and allowing wellbeing issues to grow silently.

The challenge for HR leaders is to strike the right balance: ensuring employees feel challenged without being overwhelmed, and supported without being micromanaged. This requires a mix of cultural change, open communication, and access to resources that help employees manage stress and rediscover purpose. When organisations invest in these areas, they can prevent boreout as well as creating workplaces where people feel valued, motivated, and able to thrive.

Wellbeing programmes can play an important role in preventing boreout. Mental health support, counselling, and practical tools for resilience help employees navigate periods of disengagement and maintain a sense of purpose. Services like an Employee Assistance Programme can help package all of this together. These interventions are not a quick fix, they’re part of a long-term strategy to strengthen workplace wellbeing and protect organisational performance.

Key Takeaway

Boreout is a permanent feature of the modern workplace, but its impact doesn’t have to be. Addressing it is a strategic investment. By combining cultural changes with proactive health support, businesses will see stronger engagement, lower sickness absence, and improved retention, and bolster overall workplace wellbeing.