Nearly two-thirds of teachers report frequent job-related stress—more than double the rate of other working adults. During the pandemic, teachers experienced anxiety levels higher than even health care workers, underscoring the immense pressure they face. While some of that strain has eased, burnout remains widespread: 44% of K-12 educators report it as a constant challenge.

Systemic issues like inadequate mental health resources and rising health care costs, which consume significant portions of salary increases, compound the problem. Combined with unique demands such as long hours, physical strain, and safety concerns, many educators are at their breaking point.

The statistics speak for themselves:

• Chronic underfunding and lack of support: U.S. public schools are underfunded by $150 billion annually, with over half of teachers feeling unsupported. A quarter are unaware of any resources available to them.
• Insufficient mental health resources: Nearly 1 in 5 teachers shows signs of depression. Only 29% of teachers believe their schools provide adequate measures to address stress and burnout.
• Heavy workloads: Teachers work an average of 53 hours per week, with 15 of those hours outside their contracts.
• Low compensation: Only 36% of teachers feel adequately paid. Adjusted for inflation, teachers earn $3,644 less annually than they did a decade ago, with health care costs playing a significant role.
• High turnover: Projections estimate over 270,000 teachers will leave the profession annually for the next three years. Nearly 55% more teachers are retiring early or switching careers, and nearly two-thirds of new teachers leave within five years.

For benefits brokers and advisors, this is a critical moment to offer innovative solutions that address educators’ evolving needs, reduce stress, and help improve retention.

Reimagining benefits: A wellness-first approach

Addressing teacher burnout requires prioritizing a culture of wellness that supports mental, physical, and financial wellbeing.

Traditional benefits often leave gaps in care, but a wellness-focused approach addresses the whole person. This includes expanded mental health support such as counseling and stress management, and physical health initiatives like fitness programs, nutritional guidance, and preventive care.

Teachers with high self-efficacy—confidence in their ability to manage challenges—are better equipped to handle stress and leverage available resources. Comprehensive wellness programs can strengthen teacher resilience, boost classroom effectiveness, and improve student outcomes.

The impacts of wellness programs extend beyond individual teachers. Research from the APA shows a positive impact on retention and job satisfaction: employees who feel supported at work are 95% more likely to be satisfied with their jobs and 19% less likely to seek other opportunities. By prioritizing wellness, schools can retain experienced educators, reduce absenteeism, and foster a more engaged workforce.

The benefit broker’s impact: Driving wellness & retention

Benefits brokers and advisors can lead the way by championing a whole-person, wellness-first approach, guiding school districts toward more holistic solutions.

When teachers are supported and healthier, schools are stronger and communities flourish. Brokers serve a critical role in collaborating with school districts to create wellness-focused benefit packages that support educators.

To make the greatest impact, brokers can help their clients:

• Tailor benefits: Assess current offerings, identify gaps, and recommend solutions that address teachers’ unique challenges.
• Expand mental health support: Equip school leaders to recognize early signs of burnout and provide access to counseling and therapy options tailored to educators.
• Reduce the financial burden of care: Advocate for cost-effective preventive health plans, such as value-based primary care models, that lower expenses while improving care quality.
• Prioritize wellness initiatives: Partner with wellness providers to implement accessible programs like yoga, mindfulness training, and fitness challenges.
• Promote flexibility: Encourage policies that support work-life balance, such as remote planning days, to reduce stress.
• Educate and engage teachers: Showcase the long-term ROI of wellness programs through reduced absenteeism and improved retention. Use workshops, wellness fairs, and consistent communication to maximize participation.

A brighter future starts with better wellness benefits

Addressing teacher burnout is an urgent priority. When teachers are healthy and supported, students thrive, and the entire education system grows stronger.

Benefits brokers have a unique opportunity to drive meaningful change. By helping school districts tackle the root causes of burnout and implement holistic wellness-focused solutions, brokers can help create environments where educators feel valued and empowered to succeed, laying the foundation for a more stable, resilient education system.