A loyal worker grinds through relentless shifts at a small family company, forgoing breaks, enduring 13-day stretches without rest, and hardly seeing their partner as the staff dwindles from seven to just three. The mounting pressure strains every corner of life, and now, with a better job secured and one last colleague departing, submitting resignation feels like delivering the final blow to the entire operation.
Guilt gnaws deeply after years of devotion, especially since complaints about the crushing workload earned only a dismissive “that’s just how it is.” Ready to reclaim their health and relationship, the worker wrestles with a brutal choice: walk away and risk ruining the owners’ livelihood, or stay trapped in a role that’s slowly breaking them.
An employee debates quitting an overworked small business job, fearing it will cause collapse.
Fulfilling the demands of a small business can sometimes feel like juggling flaming torches while riding a unicycle – exhilarating at first, but exhausting when there’s no safety net.
In this case, the Redditor describes a once-enjoyable role turning into a relentless marathon: 50+ hour weeks, no breaks, early starts, late finishes, and occasional weeks without a day off.
With staff numbers dwindling and the boss insisting nothing can change due to inexperience among remaining team members, the pressure has spilled over into personal life, straining their relationship.
Now, with a better opportunity secured and only one coworker left, quitting risks collapsing the business entirely.
You may find it easy to sympathize with the owners. Running a family company is tough, and losing key people can feel devastating. Yet, as many point out, relying so heavily on a few employees without planning for turnover or hiring adequately shifts the burden unfairly.
The boss’s response to complaints suggests a choice to manage costs over employee well-being, perhaps prioritizing profit margins in a challenging market.
This ties into broader workplace trends, where overwork in small businesses is alarmingly common. According to Gallup, about three in four U.S. employees experience burnout at least sometimes, often linked to unfair treatment, unreasonable workloads, or lack of support.
In smaller operations, these issues can intensify because resources for hiring or training are limited, yet the expectation to “just deal with it” persists.
Experts emphasize that burnout isn’t just personal, it’s often systemic. A McKinsey report notes that employees frequently cite always being on call, unfair treatment, and heavy workloads as key underminers of mental health, leading to higher attrition rates.
When businesses depend on overworked staff without addressing root causes, they risk a cycle of departures that threatens viability.
Christina Maslach, psychologist and co-creator of the Maslach Burnout Inventory, emphasizes that “first and foremost, this is a management issue. How do you make a healthier, better environment that actually allows you to get the best from the people you hire?”
She further notes, “It’s not just about helping people work harder or cope with the stressors. It’s about changing the stressors themselves and making the job environment a better one that actually helps people thrive and grow and get better and enjoy their work and proud of what they do.”
Her insights underscore that ignoring employee needs doesn’t just harm individuals. It erodes the foundation of the business itself.
Neutral advice here? Prioritize open communication and realistic planning. Employers could explore flexible hiring, cross-training, or workload audits to prevent crises.
For employees feeling overwhelmed, documenting concerns and exploring options is valid. Your health isn’t negotiable. Ultimately, sustainable businesses adapt to retain talent, rather than expecting endless sacrifice.
Here’s what people had to say to OP:
Some people say NTA because the business’s potential failure is due to poor management and understaffing, not OP leaving.
Some people say NTA because employers are exploiting workers by refusing to hire more staff despite clear overload.
Some people say NTA and prioritize OP’s well-being, encouraging them to leave for the better job without guilt.
Leaving a job shouldn’t come with a side of guilt, especially when you’ve given your all and asked for reasonable changes that went ignored. This Redditor’s situation reflects a tough reality: no one person should carry a business on their back indefinitely.
Do you think handing in that notice is fair when your own life is on the line, or is there a duty to stick it out longer? How would you handle being the last thread holding everything together? Drop your thoughts, we’re all ears!
