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Last year, the term burnout was officially recognised by the World Health Organisation (WHO), signifying the increasing struggle workers are facing when it comes to their workloads and the extra hours they may be putting in.
However, while this term has garnered much precedence over the past few months, likely due to the fact employees are working from home and, as such, are working more hours as they find it difficult to switch off from work, the term bore-out is less commonly used.
Identified as a psychological disorder that can lead to burnout and increased stress, bore-out can have significant effects on an individual. In fact, one worker based at a Paris perfume company recently claimed to have suffered from bore-out while working at Interparfum, and as such was awarded £36,000 after his job was considered to be monotonous.
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While Mary Goldsbrough, an employment lawyer at Cardiff and London based law firm Capital Law, believes that the case in Paris would unlikely have much effect on case law in the UK, she stated that employers and HR do have a duty of care for staff, indicating that whether an employee is suffering from bore-out or burnout, HR should step in to support them, particularly during this period of time where they may be working in isolation at home.
