Burnout doesn’t always look like exhaustion. Explore how emotional labor and invisible work contribute to stress—and what employers can do to lighten the load for their teams.

Burnout is often pictured as someone slumped over a desk, overwhelmed by deadlines and tasks. But for many, burnout is less visible and more insidious, creeping in through the emotional labor and "invisible work" that rarely makes it onto a to-do list, but takes a toll all the same.

The term invisible load captures the often-unrecognized mental and emotional effort people carry both at work and at home. This includes everything from mediating team dynamics to remembering coworkers’ birthdays to managing household logistics—tasks that are often unacknowledged, yet mentally taxing.

What Is the Invisible Load?

The invisible load, also known as the mental load, refers to the behind-the-scenes cognitive and emotional effort required to keep things running smoothly. As Psychology Today notes, invisible work can involve "anticipating needs, managing emotions, and taking on responsibilities that go unrecognized." It's especially common among women and caregivers, who are often socialized to notice and respond to others' needs without being asked.

Kaiser Permanente explains that this mental load can include everything from scheduling doctor’s appointments to coordinating team projects. When left unaddressed, it leads to chronic stress and a sense of being constantly “on.”

Burnout’s Hidden Forms

Burnout isn’t just about overwork, it’s about imbalance. According to Forbes, signs of the invisible load can include irritability, resentment, or feeling unappreciated in your role, whether at home or on the job. In the workplace, this might look like the emotional labor of being the go-to person for morale, problem-solving, or team harmony, roles that can be exhausting, especially when they go unacknowledged.

Why Employers Should Care

Left unrecognized, the invisible load contributes to employee disengagement, absenteeism, and attrition. But when employers acknowledge and actively work to reduce emotional labor, the payoff is real: improved morale, better team dynamics, and increased productivity.

Here’s how employers can help:

Acknowledge Emotional Labor

Create space in one-on-ones or team meetings to discuss not just what people are doing, but how they’re feeling. Recognize roles that involve emotional energy—like mentorship, onboarding support, or DEI leadership—and reward them appropriately.

Set and Model Clear Boundaries

Leaders should normalize taking breaks, disconnecting after hours, and not responding to non-urgent messages immediately. This helps reduce the constant low-grade stress of always being “on call.”

Distribute “Glue Work” Fairly

Ensure that team-building tasks, note-taking, organizing events, and onboarding support don’t fall disproportionately on women, caregivers, or junior staff. Rotate these tasks or formally assign and compensate them.

Invest in Mental Health Support

Offer wellbeing benefits that go beyond gym memberships: think mental health days, access to therapy, stress-reduction workshops, and mindfulness resources, like Grokker.

Lightening the Load

Burnout can’t be solved with a single workshop or self-care tip. It requires a culture shift, one that acknowledges the full scope of employees’ contributions, both visible and invisible. By recognizing and reducing the emotional labor and invisible work that so many carry, employers can foster more resilient, engaged, and healthy workplaces.

Remember: You may not see the load someone is carrying, but that doesn’t mean it isn’t heavy.