The Mental Health Crisis in Tech That No One Admits

Many technology employees are exhausted, and recent surveys consistently show burnout, depression, anxiety, and imposter syndrome remain stubbornly high. A 2024–2025 survey by the Upwork Research Institute found that 71% of full-time employees are burned out, and 65% struggle with increased demands from leadership [1]. Another 2025 report found critical or moderate burnout in 46% of engineers, with only 21% feeling healthy [2]. A Burnout Index used by a tech consultancy revealed that 62 % of technology professionals feel physically and emotionally drained by their jobs, with women more likely to feel drained (69 %) than men (56 %), and two in five are at high risk of burnout; 42 % of that group considered quitting within six months [3]. These statistics show that mental health challenges in tech are not a minor issue but a pervasive crisis.

Why Tech Culture Breeds Mental Health Issues

Working in tech often looks exciting from the outside. But inside, it’s a mix of long hours, tight deadlines, and constant pressure to keep up with change. Many people in this field feel they can’t slow down without falling behind. The line between work and rest barely exists anymore, and the idea of balance feels out of reach. Over time, this pace doesn’t drain energy; it chips away at mental health.

These struggles don’t come from one single cause. They build up through habits and systems that have become part of tech culture. Every part of the workday adds more weight, from the “always online” mindset to the fear of being replaced by new skills or tools. Below are a few everyday pressures that make mental health issues so widespread in tech today.

Always‑on expectations

Digital tools blur boundaries between work and personal life. Tech employees report checking messages every few minutes and feel pressure to respond even on weekends. According to Upwork’s 2024–2025 survey, C‑suite leaders are pushing employees to increase responsibilities, expand skill sets, and adopt AI tools; 37% expect employees to incorporate AI, while 26% expect greater efficiency, and 20% want longer hours [1]. Remote and hybrid workers also struggle to disconnect. TravelPerk’s 2024 remote work burnout survey found that 81 % of remote workers check e‑mail outside regular hours, 69 % report burnout from digital communication tools, and 25 % of fully remote employees feel lonely, compared with 16 % of on‑site workers [4].

Imposter syndrome and relentless learning

The rapid pace of technological change means many professionals feel like they can’t keep up. A 2025 survey found that 71% of North American professionals and 63% of Europeans have experienced imposter syndrome at work; more than half declined career opportunities due to self-doubt [5]. The pressure is particularly intense for women and underrepresented groups. A study commissioned by KPMG during its women’s leadership summit found that 75% of executive women have experienced imposter syndrome, and 47% said that supportive managers helped them manage those feelings [6].

Metrics and constant productivity tracking

Many developers are measured by sprint velocity, lines of code, and issue counts. This reductive metric culture reduces creative work to numbers and contributes to burnout. In a survey of software engineers, 83% reported suffering burnout, citing high workload (47%), inefficient processes (31%), and unclear goals (29%) [7].

Decision fatigue

Tech roles require thousands of small decisions daily, from naming variables to architectural choices. Decision fatigue increases indecision, procrastination, and regret. Atlassian’s 2023 article explains that constant decision‑making depletes mental energy and leads to poor decisions, cognitive biases, and distress [8].

Social isolation and remote work

Remote and hybrid work can exacerbate loneliness. TravelPerk found that half of remote workers struggle to feel connected to colleagues, and remote workers are more likely to experience anxiety and depression (40 %) than in‑person workers (35 %) [5]. Without casual office interactions, many tech workers feel alienated despite building tools designed for connection.

Age anxiety and discrimination

An industry that worships youth can make experienced workers feel obsolete. While data specific to age‑related anxiety are scarce, anecdotal reports suggest that workers over forty worry about employability, especially during waves of layoffs. The Upwork survey reported burnout in 58 % of baby boomers, rising to 83 % in Gen Z [1], highlighting generational stresses.

The Real Cost of "Crushing It"

Beyond personal suffering, mental health issues cost businesses dearly. The American Journal of Preventive Medicine and the CUNY School of Public Health estimated that burnout costs employers between US$4,000 and $21 000 per affected employee annually, depending on job level; a 1,000-employee company could lose about $5 million each year due to burnout‑related absenteeism, turnover, and reduced productivity [9]. Poor mental health costs tech companies around $15 000 per employee annually [10] through lost productivity, increased healthcare, and turnover.

Hidden costs also include healthcare expenses for stress‑related conditions. Big Health notes that depression and insomnia cost U.S. employers approximately $44 billion each annually in absenteeism [11]. Furthermore, the Upwork survey found that a third of employees plan to leave their jobs due to burnout or overwork [1]. High turnover increases recruitment and training costs, further straining companies.

Here are some of the most common mental health challenges people face in this field:

This goes beyond being tired. It feels like your mind has hit a wall. You start losing interest in work you once enjoyed, and even simple tasks begin to feel heavy. The motivation that once kept you going turns into exhaustion and frustration.

On the outside, everything looks fine — deadlines are met, and work is done well. But inside, there’s constant tension. You might find yourself overthinking, checking messages too often, or feeling uneasy even after completing a task. It’s hard to switch off, even when the day is over.

When you spend the whole day making one technical choice after another, your brain eventually runs out of fuel. By evening, even small decisions — like what to eat or how to spend your time — can feel overwhelming.

Remote work has its benefits, but it can also leave many tech workers feeling cut off. Video calls can’t replace a real human connection. It’s strange to build tools that connect millions of people while feeling disconnected from yourself.

Tech often celebrates youth and speed, many workers over 40 worry about staying relevant while juggling personal and family responsibilities. The need to constantly learn new tools adds to the pressure, making them feel left behind in an industry that rarely slows down.

Breaking the Code of Silence

The first step toward addressing tech's mental health crisis is acknowledging it exists. Progressive companies are beginning to recognise that sustainable performance requires sustainable practices.

Some organisations have implemented "no meeting Fridays" or "email curfews" after 6 PM. Others have created anonymous mental health reporting systems where employees can flag when team stress levels are becoming unsustainable. These initiatives, while helpful, only scratch the surface of needed change.

Real transformation requires shifting fundamental beliefs about what constitutes good work. Quality of thought matters more than quantity of hours. Creative problem-solving requires rest and reflection, not just relentless execution. The most innovative solutions often come from well-rested minds, not exhausted ones.

Creating Sustainable Change in Tech Culture

Individual solutions, while important, won't solve systemic problems. The tech industry needs a fundamental reimagining of what healthy work looks like:

Companies must expand their definition of valuable work to include mentorship, documentation, and thoughtful planning. Promotion criteria should reward sustainable practices, not just heroic efforts.

Just as tech workers regularly update their skills, mental health maintenance should be viewed as routine professional development. Companies could offer "mental health days" specifically for therapy or self-care, separate from sick days.

Teams where members can admit mistakes, ask for help, and show vulnerability perform better and innovate more. Google's Project Aristotle proved this definitively, yet many teams still operate on fear and competition.

The lack of diversity in tech exacerbates mental health challenges for underrepresented groups who face additional stressors. Creating truly inclusive environments isn't just morally right; it's essential for collective mental health.

Your Mental Health Commonly Used Example For An Action Plan

Taking control of your mental health in tech requires both individual action and systemic awareness. Here's a practical framework to get started:

• – Track your mood, energy levels, and stress triggers using a simple journal or app
• – Notice patterns in when you feel most overwhelmed or disconnected
• – Identify your specific pain points without judgment

• – Implement one concrete boundary (e.g., no Slack after 7 PM)
• – Communicate this boundary clearly to your team
• – Notice resistance (internal and external) without abandoning the practice

• – Connect with one person who understands tech culture about mental health
• – Explore professional support options, whether through your company's EAP or independently
• – Consider joining a tech-specific support group or online community

• – Develop a routine that includes non-tech activities
• – Practice saying "no" to additional responsibilities when at capacity
• – Regular check-ins with yourself about whether your work aligns with your values

• Share your experiences appropriately to reduce stigma
• Advocate for mental health initiatives within your organization
• Support colleagues who may be struggling

The Path Forward

The mental health crisis in tech did not appear overnight. It grew from the choices we make every day, how work is structured, how success is measured, and how people are treated. Change is possible when companies and teams begin to value people as much as performance. When work feels human, innovation lasts longer. The tech world can continue to grow without burning out its best minds if it chooses care and balance over constant speed.

If you are ready to start making that change, Theryo can help. Its AI-supported tools are built to help you track patterns, manage stress, and stay connected with yourself while doing work that matters. For more information or support, contact us, and our team will be happy to guide you.

Frequently Asked Questions

1. Is burnout really that common in tech, or am I just weak?

Burnout affects 57% of tech workers, according to UC Berkeley research. You're experiencing a widespread industry challenge, not personal weakness. The demanding nature of tech work, combined with rapid change and high expectations, creates conditions where burnout becomes almost inevitable without proper support and boundaries.

2. How do I talk to my manager about mental health without damaging my career?

Frame mental health conversations around sustainable performance and productivity. Focus on solutions rather than just problems. For example: "I've noticed I'm most effective when I have clear boundaries around work hours. Can we discuss how to structure my workload to maintain peak performance?" Many progressive managers appreciate transparency about what you need to perform your best.

3. What's the difference between normal work stress and a mental health issue requiring help?

When stress begins affecting your sleep, relationships, physical health, or ability to enjoy previously pleasurable activities for more than two weeks, it's time to seek professional support. Persistent anxiety, mood changes, or thoughts of hopelessness are signals that you need more than just a vacation.

4. Can AI mental health tools really help, or should I stick to traditional therapy?

AI-enhanced mental health tools work best as a complement to, not a replacement for, human support. They can provide valuable insights into patterns, offer coping strategies between sessions, and help track progress. Think of them as mental health fitness trackers that enhance your overall wellness strategy.

5. How do I maintain work-life balance when my team works around the clock?

Establish clear boundaries and communicate them consistently. Use tools like scheduled message sending to respect others' off-hours while maintaining your own. Remember that modelling healthy boundaries often permits others to do the same, potentially shifting team culture over time.

6. Is imposter syndrome worse in tech than in other industries?

While imposter syndrome exists everywhere, tech's rapid pace of change, public nature of work (like open-source contributions), and culture of technical interviewing can amplify these feelings. The constant need to learn new technologies means everyone feels like a beginner sometimes, which can intensify imposter feelings.

7. What if my company doesn't offer mental health benefits?

Many online therapy platforms offer sliding-scale fees or directly accept insurance. Professional organizations sometimes provide mental health resources to members. Additionally, peer support groups (both online and in-person) can provide valuable connections and coping strategies at no cost.

8. How do I deal with anxiety about age discrimination in tech?

Focus on leveraging your experience as a strength, mentorship abilities, architectural thinking, and crisis management skills that come with experience. Stay curious about new technologies while emphasising the wisdom that comes from seeing multiple tech cycles. Connect with age-diverse professional networks that celebrate experience.

9. Can I recover from burnout without changing jobs?

Recovery is possible within your current role if you can implement significant changes to your work patterns and receive organizational support. This might include temporarily reduced responsibilities, shifted priorities, or extended time off. However, if the organization's culture is the primary source of burnout, a change might be necessary for full recovery.

10. What are the early warning signs that I'm heading toward a mental health crisis?

Watch for changes in sleep patterns, increased irritability, difficulty concentrating, physical symptoms (headaches, stomach issues), social withdrawal, increased substance use, or persistent feelings of dread about work. Catching these signs early allows for intervention before reaching the crisis point.

11. How do I support a colleague who seems to be struggling?

Express concern without diagnosing: "I've noticed you seem stressed lately. How are you doing?" Offer specific help rather than general statements. Share your own experiences if appropriate. Provide resources without pressure, and respect their privacy while staying available.

12. Is remote work better or worse for mental health in tech?

Remote work's impact varies by individual. Benefits include no commute, flexible schedules, and comfortable environments. Challenges include isolation, blurred boundaries, and "zoom fatigue." The key is intentionally designing your remote work experience to maximize benefits while addressing potential downsides through structured routines and deliberate social connections.

References

[1] https://www.upwork.com/research/ai-enhanced-work-models

[2] https://leaddev.com/culture/engineering-burnout-rising-2025-layoffs-reshape-tech-industry

[3] https://www.techuk.org/resource/addressing-mental-health-in-the-tech-industry.html

[4]https://www.travelperk.com/blog/remote-work-burnout-statistics/#:~:text=Remote%20work%20burnout

[5]https://www.kickresume.com/en/press/imposter-syndrome-survey-kickresume/#:~:text=realities,compare

[6] https://www.prnewswire.com/news-releases/kpmg-study-finds-75-of-female-executives/[7]https://www.usehaystack.io/blog/83-of-developers-suffer-from-burnout-haystack-analytics-study-finds#:~:text=San%20Francisco%20%26%20London%3B%2012th,29

[8] https://www.atlassian.com/blog/productivity/decision-fatigue\

[9]http://sph.cuny.edu/life-at-sph/news/2025/02/27/employee-burnout/#:~:text=New%20York%2C%20NY%20,Knauss%20School%20of%20Business

[10] https://cariloop.com/blog/the-cost-of-poor-employee-mental-health

[11] https://www.bighealth.com/blog/the-hidden-costs-of-neglecting-mental-health-in-the-workplace#:~:text=The%20mental%20health

[12] https://pmc.ncbi.nlm.nih.gov/articles/PMC11806266/#:~:text=Principal%20Findings

[13]https://is.muni.cz/th/zsie2/Preventative_Mental_Health_Interventions_in_the_Tech_Industry_A_Case_Study_on_Employee_Well-being.pdf#:~:text=Digital%20Mental%20Health%20Tools%20All,Adobe%20has%20launched%20LifeDojo%2C%20an

[14] https://benefits.adobe.com/us/time-off/vacation-and-paid-holidays

[15]https://www.cio.com/article/301533/what-google-s-doing-to-make-flexible-work-great.html

[16]https://www.nami.org/support-education/publications-reports/survey-reports/the-2025-nami-workplace-mental-health-poll/