More than two-fifths (42 per cent) of workers feel exhausted after work; with a quarter citing excessive workload as the leading cause of their burnout, according to Telus Health’s latest mental-health index.

The survey found Canadians’ overall mental-health score declined to 64.0, down from 64.4 in March. Indeed, respondents also cited too many personal demands (20 per cent), a lack of support for the work they do (11 per cent) and lack of recognition (10 per cent) as reasons for their burnout.

Among those who said they feel mentally and/or physically exhausted at the end of their workday, their mental-health score was nearly 26 points lower than those who didn’t report exhaustion and nearly 16 points lower than the national average.

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A third (33 per cent) of employees said they find it more difficult to be motivated at work and these respondents had a mental-health score nearly 27 points lower than the national average.

Respondents under 40 years old were nearly twice as likely as workers over 50 to find it increasingly difficult to be motivated to do their work. The No. 1 cause for respondents’ lack of motivation at work was personal issues (reported by 31 per cent of workers).

In addition, 23 per cent said they don’t feel valued at work, 13 per cent said their work is boring and 12 per cent said there is too much change at work. Notably, eight per cent said they find it difficult to be motivated to do their work because of conflict with colleagues. Managers and workers under 40 were also more likely to find it difficult to be motivated to do their work because of conflict with colleagues.

Read: Survey finds 38% of Canadian employees say they spend too much time working

Three in ten respondents said they were unsure of where to go for professional help with a mental-health issue and these workers were more likely to report feeling burnt out. A third (33 per cent) reported their employer doesn’t offer an employee assistance program, while 22 per cent were unsure if their employer provided this benefit. Incidentally, respondents with access to an EAP through their employer had better mental-health than workers without access.

When asked how they were made aware of their employer’s EAP offering, respondents said they last heard about their EAP from their company’s intranet/website (23 per cent), through their EAP during benefits enrollment (22 per cent), via an email message (15 per cent) and from a poster at their workplace (13 per cent).

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