Navigating Extreme Burnout: Strategies for a Supported Exit or Workplace Recovery

An employee experiencing severe burnout from consistent 12-hour workdays initiated a Hacker News discussion seeking strategies to either get laid off, preferably with severance, or obtain paid time off to recover and plan their next career move. The individual expressed concern that intentionally underperforming to get fired might negatively impact future employment opportunities, and that requesting paid time off was unlikely to be approved due to the company being significantly behind schedule.

Key Strategies and Advice from the Community

The discussion yielded a range of suggestions, from pragmatic and low-risk to more direct or even humorously risky approaches:

1. Enforce Work-Life Boundaries (The "Quiet Quitting" Approach): This was the most frequently endorsed strategy. Commenters advised the original poster (OP) to strictly adhere to contractual working hours (e.g., 9 AM to 5 PM) and stop working overtime. The rationale is twofold:

   • The company, if dissatisfied with the reduced output, might choose to lay off the employee, potentially making them eligible for severance pay and unemployment benefits.
   • Alternatively, the reduced hours could alleviate burnout, providing the OP with the mental bandwidth to recover, prepare for interviews, or reassess their situation. One user shared a personal anecdote of adopting a strict 9-5 schedule after a confrontation with management, which eventually led to a voluntary exit package.

2. Explore Medical Leave: Several participants suggested seeking a doctor's note for burnout. Depending on the country and local employment laws, this could enable the OP to take a few months of medical leave, possibly with reduced pay. This time could be used for recovery and job searching. FMLA (Family and Medical Leave Act) in the US was mentioned as an option for unpaid, federally protected leave.

3. The Direct Approach: Ask for a Layoff: A less common but straightforward suggestion was for the OP to have an honest conversation with management, explaining their state of burnout and requesting to be laid off. The argument is that this transparency might allow for an amicable separation with benefits, framed as the company acknowledging the employee's unsustainable situation.

4. Strategic Incompetence or Disagreement (High-Risk Strategies): Some comments, a few referencing the movie Office Space, suggested more provocative tactics:

   • Vocally disagreeing with senior management's strategy in team meetings.
   • A humorous suggestion involved smoking weed before work to decrease performance while maintaining a pleasant demeanor, hoping for a 'downsizing' with pay. However, these approaches align with the OP's initial fear of being fired for cause, which could indeed complicate future job searches. The discussion around this touched on how much information previous employers can legally share, with some asserting that companies typically only verify employment dates and titles to avoid lawsuits, while others noted that informal backchannels can exist.

5. Resign (Quit): Several commenters pointed out the simplest, albeit often less financially favorable, option: just quit. They emphasized the freedom gained and the importance of planning for the period between jobs. This route forgoes potential severance or unemployment benefits but offers immediate relief from the stressful environment.

6. Seek External Support and Perspective: One commenter strongly advised seeking guidance from a therapist or a trusted friend before making drastic decisions. They also suggested physical exercise and creating distance from overwhelming thoughts to gain clarity and identify potential blind spots or other contributing factors to the burnout.

7. Gradual Job Search: Applying for new jobs, even at a slow pace (e.g., one application a week), was recommended. The idea is that securing interviews can provide motivation and a path out, ideally while still employed.

Important Considerations Highlighted:

• Financial Safety Net: The importance of having an emergency fund (6-12 months of expenses) was emphasized, regardless of the chosen strategy.
• Employment Law: Many suggestions are contingent on local employment laws (e.g., regarding severance, medical leave, what former employers can disclose).
• Contractor vs. Permanent Employee: The advice can differ; for contractors, finding a new contract and giving notice is often more straightforward.
• Future Employment: The thread debated the real-world impact of being 'fired for cause' versus a 'layoff.' While official channels might be limited in what they disclose, the risk of informal negative references remains a concern for some.

Ultimately, the discussion provided the OP with a spectrum of options, weighing the desire for a financially cushioned exit against the risks and benefits of each approach to navigating severe workplace burnout.