Compulsive Overwork Can Harm Mental Health, Research Shows

Psychologists nevertheless recognize that a constant relationship with work can have serious mental, physical, social and occupational consequences.

The APA Monitor describes two central components of one being a workaholic: working excessively and working compulsively. A person may work long hours as a result of financial necessity or a demanding job.

Working can become a serious problem when someone feels unable to stop their work. They may experience distress when not working, and may also continue the pattern despite evidence of clear harm.

Why Compulsive Overwork Happens

Traits such as low self-esteem or difficulty tolerating uncomfortable emotions can contribute to compulsive overwork. External pressures including workplace culture, constant messaging and expectations that employees remain available after hours intensifies the problem.

Remote work and smartphones have also made it easier for work to follow people wherever they go. Researchers link compulsive overwork with common psychological issues such as burnout and stress. They also found it contributes to sleep problems and other health issues.

Finding Healthier Boundaries

Psychologists interviewed by the APA say treatment should focus on the role work is playing in a person’s life. Someone may use work to avoid anxiety. They may potentially use it to avoid self-doubt, boredom, trauma or other painful feelings.

Workplace leaders can support recovery by respecting boundaries. They should avoid rewards for unhealthy overwork so not to encourage it.

Hard work alone is not a mental health condition, the concern begins when work becomes excessive and compulsive. A person may work far beyond what the job requires and think about work during every free moment or feel intense distress when unable to work.

Warning signs include neglecting sleep, skipping meals, losing relationships, continuing despite health problems, and using work to avoid every uncomfortable feeling. Over time, the pattern can contribute to burnout, anxiety, depression disorder and physical strain.

Because workaholism is not a standalone diagnosis, treatment focuses on the person’s symptoms and the role work is playing. Therapy may address anxiety, perfectionism, trauma, low self-worth, or difficulty sitting with uncomfortable emotions.

Cognitive behavioral strategies can help a person identify the thoughts that drive overwork and practice healthier responses. If substance use or another mental health condition is present, integrated treatment can address both concerns.

Mindfulness-based approaches may also help some people notice urges to overwork without automatically acting on them.

Recovery from compulsive overwork usually requires changes on more than one level. An individual may set working hours, turn off notifications, schedule rest, and develop activities that provide identity beyond performance.

Employers can support that process by avoiding after-hours expectations and treating sustainable work as part of job performance.The goal is a working life that does not consume sleep, relationships, health and long-term functioning.

How to Recognize and Treat Compulsive Overwork

There’s a difference between commitment and compulsion. A dedicated employee may work hard during a busy period and then return to normal boundaries.

A person with compulsive overwork may feel unable to disengage, lose sleep, ignore relationships or experience guilt and anxiety whenever they are not productive.

Treatment can help uncover the fear or discomfort driving the behavior. Some people overwork to avoid anxiety, self-doubt, conflict or unresolved trauma.

Therapy can teach skills for tolerating rest, challenging perfectionist thinking and responding to urges without automatically returning to work.

Individuals can set practical boundaries by having a firm end to the workday. They can silence work notifications and schedule recovery activities with the same seriousness as meetings.

Employers can help by respecting time off and staffing adequately. It’s important to reward sustainable performance rather than constant availability.

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