Research finds emotional demands outweigh workload in driving job exits
A new MissionSquare Research Institute study found that emotional demands at work are the leading driver of employee stress, reduced well-being and turnover intentions. The finding ranks emotional demands above workload or cognitive effort as a cause of intentions to leave a job.
The study, "Beyond Workload: Managing Emotional and Mental Demands to Improve Retention and Worker Well-Being," surveyed over 2,000 public- and private-sector workers nationwide. It found that emotional labor – managing feelings, navigating difficult interactions and maintaining composure under pressure – is distinct from mental labor such as problem-solving and concentration. The report found emotional labor is consistently linked to higher stress, poorer sleep, reduced work-life balance and increased turnover intention.
"Our research highlights a range of often-overlooked challenges facing today's workforce and underscores the need for employers to rethink how they support employees," said Zhikun Liu, head of the Institute. "When emotional demands go unrecognized or unsupported, they can drive disengagement and higher turnover – ultimately disrupting employees' financial stability and long-term security."
The survey found that 31.7% of employees say emotional demands make them less likely to remain in their job. Separately, 25.6% of workers indicated an intention to leave their employer, according to the report. Employees with higher emotional labor were significantly more likely to report increased stress, sleep disruption and interference with personal and family life, the Institute found.
Organisational culture also shaped outcomes: employees who felt comfortable discussing emotional challenges reported lower stress and were less likely to leave, the report found.
Highly emotionally demanding jobs
The MissionSquare findings align with independent, peer-reviewed research on emotional labor and worker health. A 2022 study in the Scandinavian Journal of Work, Environment & Health tracked up to 1.6 million Danish employees. Researchers found those in occupations with high emotional demands faced a 32% higher adjusted risk of hospital-treated depressive disorder, after accounting for pre-employment risk factors.
Spring Health’s 2026 Workplace Mental Health Annual Report, released in April, found that 61% of HR and benefits professionals said employee burnout had increased in the past year. The report also found that 37% identified rising burnout and mental health challenges among employees as one of HR’s biggest challenges for 2026.
SHRM's 2026 State of the Workplace report separately identified stress and burnout among the most pressing issues facing employers this year. That report found workers who viewed their organization as ineffective at addressing their needs were far more likely to say they intended to leave. Among that group, 51% said they were somewhat likely to leave their job, SHRM found.
A similar dynamic is emerging in HR departments themselves, according to UK research. A November 2025 survey of UK HR professionals by workforce platform HiBob, reported by People Management, found 46% named burnout and lack of well-being as the biggest business risk in 2026. The same survey found 63% of UK HR professionals described their role as the organisation's "crisis hotline."
Recognising emotional labor
The MissionSquare report recommends that employers recognize emotional labor as a core dimension of job design and workforce strategy. It also recommends training managers to identify and address emotional strain and encouraging open communication and psychological safety in the workplace. The report calls for integrating emotional well-being into broader employee support and retention strategies.
"Financial security is built over a lifetime, and the workplace can play an important role in that journey," Liu said. "Employers that address emotional demands and foster supportive environments are not only strengthening retention but also helping employees stay on track toward their long-term financial goals."
The Institute said it plans to release additional reports throughout 2026 covering financial well-being, retirement planning, financial advice and managed accounts.
