In 2025, the workplace landscape for women in Australia is in the grip of a pressing issue. Data from Great Place To Work’s Best Workplaces for Women List points to a significant decline in well-being, fairness, and trust in leadership among female employees. This, coupled with societal pressures, is pushing women to the brink of burnout—a phenomenon that not only threatens workplace engagement but also hampers economic and social progress.
Burnout The Growing Crisis
Burnout, officially recognised by the World Health Organization (WHO) as an occupational phenomenon, is characterised by chronic workplace stress that has not been successfully managed. For women, burnout is often compounded by a “second shift” of caregiving responsibilities and societal expectations. According to a 2024 report by Roy Morgan, Australian women do 22.3 hours of unpaid domestic work per week compared to men’s 15.3. This double burden exacerbates feelings of exhaustion and disconnection, especially in workplaces that fail to provide adequate support.
Data from the Great Place To Work Best Workplaces for Women List 2025 underscores this issue. Well-being scores among women in Australian workplaces dropped by 4 points from 2023 to 2025. The gap between the Best Workplaces for Women and other workplaces is striking: the Best Workplaces scored 86% in well-being compared to just 77% in other workplaces. These figures highlight the critical role of supportive workplace policies in mitigating burnout.
Why Women Are Burning Out?
- Lack of Flexibility
Despite the widespread adoption of hybrid work models post-pandemic, many women report insufficient flexibility to balance their professional and personal lives. Research by the University of Sydney found that women are more likely than men to reduce their working hours or exit the workforce entirely when flexibility is limited. - Workplace Inequities
The Great Place To Work data shows a 4-point drop in fairness scores among women in organisations not making the Best Workplaces for Women List. This decline suggests that issues like unequal pay, lack of promotional opportunities, and biased workplace cultures persist. A 2024 report by the Workplace Gender Equality Agency (WGEA) revealed that Australia’s gender pay gap remains at 21.8%, with women earning only 78 cents for every $1 a man makes. - Leadership Challenges
Credibility scores dropped by nearly 4 points overall, with women in organisations not on the Best Workplaces for Women List reporting a significant erosion of trust in leadership. Women’s perceptions of leadership often reflect deeper cultural issues, such as a lack of transparency, inconsistent communication, and limited representation of women in senior roles. Only 18% of CEOs in Australia’s top companies are women, according to Chief Executive Women (CEW). - Mental Health Stigma
While mental health awareness has improved, stigma remains a barrier. Many women hesitate to voice concerns about burnout for fear of being perceived as weak or uncommitted. This silence perpetuates the problem, leaving stress unaddressed and escalating the risk of disengagement or turnover.
What Sets ‘Best’ Workplaces Apart?
The Great Place To Work data highlights an encouraging trend: the Best Workplaces for Women serve as models for reducing burnout and enhancing employee engagement. These organisations consistently excel in key areas such as well-being, fairness, and leadership. They prioritise mental health through comprehensive well-being programs, including Employee Assistance Programs (EAPs), wellness allowances, and access to counselling services.
Additionally, flexible work policies and extended caregiving leave options help women balance their responsibilities effectively. Trust in leadership is notably higher in these workplaces, with credibility scores reaching 86% compared to 76% in Great Place To Work certified organisations and only 57% in typical Australian workplaces, emphasising the importance of transparent communication and reliability. Furthermore, these best workplaces demonstrate a commitment to equity, as their fairness scores are 9 points higher than those of other workplaces; they actively address pay gaps, promote women into leadership positions, and cultivate inclusive cultures, resulting in greater employee satisfaction and retention.
The Ripple Effects of Burnout
Burnout impacts not only individual employees but also has significant implications for organisations and society—a disengaged workforce results in lower productivity, higher turnover rates, and increased recruitment costs. The economic consequences for Australia are substantial; a Deloitte report estimates that reducing gender inequality in the workplace could boost GDP by $128 billion by 2030.
The social effects are equally concerning. Prolonged burnout can negatively affect mental health, relationships, and overall quality of life. Women experiencing chronic stress are more likely to suffer from anxiety and depression, which further burdens healthcare systems. Families also feel the impact, as emotional exhaustion hampers caregiving and disrupts household dynamics.
Solutions
Addressing burnout among women calls for a variety of approaches. Here are some important strategies that organisations and policymakers should keep in mind:
- Invest in Flexible Work
Companies need to create real flexibility in the workplace. This means offering options like remote work, adjustable hours, and support for those who have caregiving responsibilities. It’s essential to tailor policies to meet the diverse needs of women employees. - Tackle Pay and Equity Gaps
Transparency around pay and promotions is crucial. Organisations should regularly audit their pay practices, set measurable equity goals, and ensure that leadership is held accountable for making progress. - Build Inclusive Leadership
Companies should focus on leadership development that emphasises empathy, communication, and diversity. Increasing the number of women in leadership roles can help create a more inclusive culture overall. - Normalise Mental Health Support
It’s not enough to just offer Employee Assistance Programs (EAPs). Organizations need to foster an environment where seeking help is seen as normal. Leaders should talk openly about mental health and promote a healthy work-life balance. - Recognise and Reward Contribution
Taking the time to recognise employees’ achievements can significantly boost morale and engagement. Women often feel undervalued in traditional workplace settings, so regular acknowledgment of their contributions is key.
A Defining Moment for Australian Workplaces
The data paints a stark picture, Australian workplaces are at a crossroads. Burnout among women is not only a personal crisis but a systemic issue that demands urgent attention. The gap between the Best Workplaces for Women and typical Australian workplaces highlights that solutions are within reach—if organisations are willing to invest in policies and cultures that prioritise well-being, equity, and leadership.
This defining moment presents an opportunity for Australian workplaces to lead by example. By addressing the root causes of burnout and fostering environments where women can thrive, organisations will not only improve employee satisfaction but also unlock the full potential of their workforce. For women across the country, this could mean a future where balance, fairness, and fulfilment are no longer aspirations but realities.
