A workaholic is someone who feels compelled to keep working even when work begins harming their health, relationships or wellbeing. Unlike healthy ambition, workaholism involves difficulty switching off, guilt when resting and an excessive reliance on work for achievement or self-worth. Early support can help employees establish healthier boundaries before chronic stress develops into burnout. This guide explains how individuals can recognise unhealthy work patterns, how leaders can reduce workplace risk and how EAP support can help.
Some people may not be a workaholic, nor may they be compulsively addicted to their job. Many of us place high value and align with our career, and growth and excelling at our chosen path is something we’re passionate about. Therefore, work can be a protective factor in many circumstances. However, working long hours and deprioritising mental health and wellbeing can lead to severe outcomes including potential burnout. That’s why early support can be crucial to ensure workers are maintaining a positive balance between work and home life and preventing chronic stress and potential burnout.
Key takeaways: Understanding and overcoming workaholism
Clinically reviewed by Cate Page, Chief Clinical Officer, on 17 July 2026.
Workaholism is a compulsive pattern of working that can harm mental health, relationships and recovery time. It is different from healthy ambition or working hard.
Leaders can reduce workaholism by setting realistic workloads, modelling healthy boundaries and responding early to signs of chronic overwork.
Confidential EAP counselling can help employees manage stress, challenge perfectionism and establish healthier boundaries before burnout develops.
What is a workaholic?
A workaholic is someone who feels a persistent or compulsive need to work and finds it difficult to stop, even when working is harming their health, relationships or wellbeing. Workaholism is widely studied as a behavioural pattern or behavioural addiction, but it is not currently a standalone formal diagnosis in major diagnostic manuals.
Being a workaholic may seem okay and drive positive personal and business outcomes in the short-term. Over the long term, workaholism can affect both the individual and their organisation, contributing to absenteeism, job dissatisfaction and disengagement. Research suggests work addiction is more common than many people realise. Researcher Dr Melissa Clark, Associate Professor of Industrial-Organizational Psychology at the University of Georgia, told the ABC that around one in five workers may be at risk of work addiction. Similarly, research from the Global Research on Work Addiction shows a worldwide work addiction prevalence rate of 10%. With more workers deprioritising their wellbeing due to workaholism, this can lead to widespread symptoms of burnout, which in Australia, 1 in 2 workers are at risk of facing, according to Beyond Blue.
The following are some of the key compulsive behaviours associated with work addiction:
- Uncontrollable inner urge or drive to work constantly and incessantly.
- Working long hours and deprioritising wellbeing and relationships
- A powerlessness to disconnect from work.
- Self-worth intertwined with work output, achievements, validation, and success.
- An inability to delegate tasks to others due to a belief that others cannot complete the job to the same standard.
Many of us may have been called a ‘workaholic’ by those around us. It’s sometimes even been used as an insult to describe those who are hardworking. It’s therefore important to know the difference between a hardworking employee and an employee who may be addicted to work.
Working hard does not necessarily compromise wellbeing. A hardworking employee can maintain a positive work-life balance while pursuing career goals and meaningful, values-driven work. However, if working behaviour becomes addictive, EAP counselling can provide early support and help reduce the risk of burnout.
What are the signs of workaholism?
Signs of being a workaholic can seem indicative of being a hard worker. Similarly, people who are workaholics may also believe they’re just hardworking and not realise there’s an underlying issue. However, there are clear signs that indicate someone has slipped into workaholism as opposed to being simply hardworking.
Working long hours occasionally does not necessarily mean someone is experiencing workaholism. The concern is a persistent, compulsive pattern that continues despite harm to health, relationships or wellbeing. Nonetheless, the warning signs can often build gradually, but they can snowball quickly, leading to symptoms of burnout and physical and mental health concerns. Such signs can include:
Behavioural signs
- Regularly working beyond required hours
- Checking emails or messages during personal time
- Skipping breaks, leave or recovery time
- Difficulty delegating
- Continuing to work despite illness or exhaustion
Emotional and cognitive signs
- Feeling guilty or anxious when not working
- Linking self-worth to productivity or achievement
- Constantly thinking about work
- Perfectionism or fear of making mistakes
- Feeling unable to slow down
10%
Global work addiction prevalence rate
Wellbeing and relationship signs
- Poor sleep
- Irritability or chronic stress
- Reduced enjoyment outside work
- Neglecting relationships or personal responsibilities
- Persistent fatigue or symptoms of burnout
How does work addiction affect mental health and workplace wellbeing?
Work addiction is closely connected to workers’ stress, anxiety, and other wellbeing challenges due to work becoming their main priority over socialisation and self-care. Growing a career and aspiring for success has become the norm, which isn’t necessarily a bad thing as our work can reflect our values, purpose and passion.
However, there still needs to be a healthy balance. When a staff member shifts from healthy hard work into work addiction, it can lead to compromised mental health-related outcomes.
Research on work addiction has shown the following:
- Twice as many participants at risk of work addiction recorded Hospital Anxiety and Depression Scale (HAD) scores of 11 or higher compared with participants who were not at risk.
- Employees at risk of work addiction reported poorer sleep than those who have struck a balance.
- High-risk work addiction employees displayed greater workplace stress and lower wellbeing.
Such outcomes can include:
- Burnout
- Chronic stress
- Anxiety
- Depression
- Fatigue
- Physical health issues
- Relationship breakdowns
- Productivity challenges
- Absenteeism
- Presenteeism
- Poor workplace psychological safety
- Broader organisational impacts
Ultimately, the research showed that: “Work addiction risk is associated with greater depression and poor quality of sleep.”
International Journal of Environmental Research and Public Health
Exploring the Link between Work Addiction Risk and Health-Related Outcomes Using Job-Demand-Control Model
Where did the term workaholic come from?
The term ‘workaholic’ derives from the blend of work and alcoholic, reflecting a behavioural addiction characterised by an uncontrolled dependency on work. Underlying this dependency can sometimes be a need for validation and success. Although the term is often used jokingly today, genuine work addiction can have significant impacts on mental health and workplace wellbeing.
The difference between hardworking and work addiction
Working hard is not the same as being a workaholic. While dedication and ambition can be positive, workaholism is characterised by a compulsive need to work to a level that can negatively affect mental health, relationships and overall wellbeing. The clearest difference is control: a hardworking person can usually stop, rest and redirect their attention, while someone experiencing workaholism may feel compelled to continue despite negative consequences. The table below highlights some of the key differences.
| Healthy Work Habits | Workaholic |
|---|---|
| Works hard during agreed work hours and can switch off afterwards. | Feels compelled to keep working, even when there is no urgent need. |
| Enjoys time off and uses breaks to rest and recharge. | Feels guilty, anxious or unproductive when taking breaks or annual leave. |
| Can disconnect from work outside business hours. | Frequently checks emails, messages or work notifications after hours. |
| Works towards clear goals while maintaining a healthy work-life balance. | Prioritises work above personal relationships, hobbies and wellbeing. |
| Sees work as an important part of life, but not their entire identity. | Self-worth becomes closely tied to work, achievement or productivity. |
| Delegates tasks and asks for help when appropriate. | Struggles to delegate because they feel they must do everything themselves. |
| Recognises when they need to rest or seek support. | Continues working despite exhaustion, stress or declining mental health. |
| Productivity is driven by purpose and priorities. | Productivity is driven by an internal need to keep working, regardless of the impact. |
The impact of work addiction on organisational performance
Organisations may believe that workaholism is simply dedication to a job and task, and yet, research has shown that work addiction can lead to greater adverse outcomes. Ultimately, leaders need to support safe workplace practices that optimise employee wellbeing within the organisation’s goals of productivity and outcomes, as work addiction can be harmful to a business’s prosperity.
Research has shown that work addiction and excessive workloads can lead to higher rates of mental health-related conditions, especially for working from home individuals. These conditions and concerns can include:
- Anxiety, depression, and stress
- Complaints of headaches and other physical health issues
- Exhaustion and fatigue due to an inability to disconnect
- Reduced job satisfaction
While an organisation may see excessive output as a positive, the above research has highlighted the opposite. When staff are stressed, exhausted, and burnt out, there can be lower organisational productivity, profitability, engagement, and reputation. One area that can be affected is talent retention. McKinsey reports that employees experiencing burnout are three to six times more likely to leave than employees who are not experiencing burnout.
McKinsey research also highlights that a workplace plagued by symptoms of burnout can lead to:
- Higher attrition rates
- Absenteeism – and related costs
- Lower engagement and decreased productivity
- Higher staff turnover
- Greater hiring costs
- Higher prolonged sick leave
How can an Employee Assistance Program (EAP) help employees with workaholism?
Employee Assistance Programs can provide valuable early support for employees experiencing unhealthy or compulsive working patterns. With expert support and strategies to build a healthy balance, EAP support can help staff maintain productivity, focus and engagement.
Take Converge as an example. Through confidential EAP counselling, employees can explore unhealthy work patterns, manage stress and develop more sustainable habits. Providing employees with access to a funded EAP helps remove financial barriers, making confidential counselling easier to access and benefit from.
To demonstrate the value of EAP support across organisations of all sizes, our FY25 data shows Converge:
- Supported 114,258 individuals through EAP counselling
- Completed over 300,000 meaningful engagements with staff via our support and resources
Source: Converge International de-identified service data, FY25. Figures reflect recorded presenting issues and service activity across Converge’s Australian EAP network. Individuals may present with more than one issue.
Of the recorded reasons for seeking support, 31% were work-related. Our anonymised data showed work-related incidents topped the list with 8,000+ cases. Work stress came second with nearly 8,000 cases of support, followed by workplace relationships (5,000+) and occupational mental health (300+).
Through our expert care, coaching, digital wellbeing tools, Manager Support and other EAP support streams, delivered by our 2,000+ clinicians, we can help staff:
Identify unhealthy work patterns and manage stress
Create positive boundaries and overcome perfectionism
Build resilience and better communication skills
Build confidence in saying no and support managers with staff conversations
Strike a positive work-life balance while maintaining organisational performance
Why HR should monitor workaholism
Workaholism is more than an individual concern; it can become a workplace wellbeing and psychosocial risk issue. When employees consistently work excessive hours without adequate recovery, organisations may experience higher rates of burnout, absenteeism, presenteeism, turnover and reduced engagement. By recognising signs of chronic overwork, reviewing workplace contributors and promoting appropriate support, HR leaders can strengthen their broader approach to psychosocial safety and employee wellbeing.
How to stop workaholic habits and build a healthier work-life balance
Preventing workaholism is a shared responsibility between employees and the organisations they work for. While individuals can develop healthier work habits, leaders also play an important role in creating workplace cultures where high performance doesn’t come at the expense of wellbeing. The following steps can help reduce the risk of workaholism and support a healthier, more sustainable approach to work for both leaders and individuals.
Step 1: Recognise the signs
Workaholism often develops gradually, making it easy to mistake unhealthy work patterns for dedication or ambition. Employees should pay attention to behaviours such as regularly working beyond required hours, feeling guilty when taking breaks, or struggling to switch off after work. Leaders should also look for these warning signs within their teams and encourage early conversations before work-related stress escalates.
Step 2: Set healthier boundaries
Healthy boundaries help people perform at their best over the long term. Employees should establish clear start and finish times where possible, take annual leave, and avoid routinely checking emails outside work hours. Leaders can reinforce these behaviours by modelling healthy boundaries themselves, setting realistic expectations, and respecting employees’ time away from work.
Step 3: Make time to rest and recharge
Regular breaks, quality sleep, exercise, and time away from work all contribute to better mental health, resilience and sustained performance. Organisations can support this by encouraging employees to take breaks, promoting flexible work practices where appropriate and fostering a culture where rest is recognised as an important part of productivity rather than a sign of reduced commitment.
Step 4: Start the conversation early
Talking about workload, stress or work-life balance early can prevent small concerns from becoming more significant challenges. Employees are encouraged to speak with someone they trust, whether that’s a manager, colleague, family member or friend. Leaders should create psychologically safe environments where employees feel comfortable raising concerns without fear of judgement or negative consequences.
Step 5: Access confidential EAP support
When work begins affecting mental health, relationships or overall wellbeing, professional support can make a meaningful difference. Employee Assistance Programs (EAPs) provide confidential counselling and practical strategies to help employees better understand workaholism, manage stress, establish healthier boundaries and build more sustainable work habits. For organisations, regularly promoting EAP services early encourages help-seeking behaviours and demonstrates a genuine commitment to employee wellbeing. If your organisation partners with Converge, eligible employees can book confidential support through the Converge App, Employee Wellbeing Portal or by contacting our support team.
Support is available before burnout happens
To recap: A workaholic is someone who feels compelled to work beyond what is required, often at the expense of their health, relationships and wellbeing. But there are steps you can take as an organisation to prevent workaholism from leading to symptoms of burnout, stress, and other mental and physical issues within the workplace.
Converge EAP support gives eligible employees access to qualified clinical and coaching professionals. We have over 2,000 clinical and coaching experts in nutrition, finance, counselling, and more. By providing an EAP, you’re giving your staff this expert support free of charge, removing help-seeking barriers. Not to mention, EAP care is completely confidential, so your staff can be sure that anything they discuss with our clinicians remains private.
Employees also have access to a range of preventative, proactive resources to better manage their wellbeing and mental health. Appointment booking, articles, videos, podcasts, live chat and more are readily available in the Converge App and Employee Wellbeing Portal, making support more accessible, flexible and convenient. EAP support can be delivered:
Virtually
By phone (telehealth)
In-person (face-to-face)
Supporting employees before work-related stress develops into burnout can protect individual wellbeing and strengthen organisational performance. Converge provides confidential EAP counselling, coaching and digital wellbeing support for eligible employees. Contact our team to learn more about tailored EAP support for your organisation.
Frequently asked questions about workaholism and workplace burnout
Is being a workaholic the same as working hard?
No. Working hard and being a workaholic are not the same. A hardworking employee can switch off after work, maintain healthy relationships and achieve a positive work-life balance. A workaholic, on the other hand, feels a compulsive need to keep working, often sacrificing their health, relationships and wellbeing. The key difference is that work addiction is driven by an inability to disconnect, rather than healthy ambition or dedication.
What causes workaholism?
Workaholism can develop for many reasons. Some people are driven by perfectionism, a need for achievement or external validation, while others feel pressure from workplace expectations or demanding workloads. Over time, these factors can create an unhealthy relationship with work where productivity becomes closely linked to self-worth, making it difficult to switch off or prioritise personal wellbeing.
Can workaholism lead to burnout?
Yes. Workaholism significantly increases the risk of burnout. Constantly working long hours, neglecting rest and feeling unable to disconnect can lead to chronic stress, fatigue, anxiety, depression and emotional exhaustion. Seeking support early and establishing healthy work boundaries can help prevent burnout before it becomes more serious.
Is work addiction considered a mental health condition?
Work addiction is generally recognised as a behavioural addiction rather than a formal mental health diagnosis. However, it is closely associated with mental health challenges such as stress, anxiety, depression, poor sleep and burnout. If work is negatively affecting your wellbeing or daily life, speaking with a qualified professional can help.
How can an EAP help with work-related stress?
An Employee Assistance Program (EAP) provides confidential counselling and practical strategies to help employees manage work-related stress and build healthier work habits. Through EAP support, employees can learn to recognise unhealthy work patterns, establish boundaries, manage perfectionism, improve resilience and develop a more sustainable work-life balance. Eligible employees can access support confidentially through their organisation’s EAP.
Can managers recognise signs of workaholism?
Yes. Managers are often well placed to recognise the early signs of workaholism. Warning signs may include consistently working excessive hours, regularly checking emails after hours, struggling to delegate, skipping breaks, appearing exhausted or becoming increasingly stressed or irritable. Early conversations and encouraging access to wellbeing support can help prevent burnout.
What is the difference between burnout and workaholism?
Workaholism is a compulsive pattern of excessive working, while burnout is a state of physical, emotional and mental exhaustion that can result from prolonged stress. Although workaholism can contribute to burnout, not everyone experiencing burnout is a workaholic. Recognising unhealthy work habits early can reduce the risk of burnout developing.
When should I seek support for work-related stress?
You should seek support as early as possible if work is affecting your mental health, sleep, relationships or ability to switch off. You don’t need to wait until you’re burnt out. Early support through an Employee Assistance Program (EAP), your manager or another trusted professional can help you develop healthier work habits and protect your long-term wellbeing.
