Having to keep going: when everyday life leaves no room for a break

The working day is over. You still check your messages once more. Then you tidy up, organise tomorrow and think: “When everything is finished, I can rest.” Once again, everything will not be finished today.

This fictional example starts with a seemingly sensible rule. The question is whether it fits reality: is there ever a moment when nothing remains to be done?

What rule keeps you going?

Perhaps your rule is: “Reliable people manage everything.” Perhaps: “I must not disappoint anyone.” Or simply: “Right now, there is nobody to take anything off my hands.”

These possibilities call for different responses. A demanding personal standard could be explored. When caring responsibilities, financial worries or understaffing shape the day, practical and shared solutions also matter.

One reflection question is: “What is actually preventing me from taking a break?” The answer does not have to be comfortable to help with planning.

Recovery takes more than good intentions

The WHO guideline on mental health at work explicitly considers organisational interventions, including changes to working conditions. Individual support is another part of its approach. [1]

This sets an important limit for this article: a break tip cannot resolve a permanently unrealistic workload. In our example, a personal end-of-day routine could sit alongside a discussion about responsibilities and priorities.

One specific phrase might be: “Today there is time for A or B. Which takes priority?” Whether that conversation is possible depends on the circumstances. The person does not first have to disprove their difficulties by becoming better organised.

What short breaks can do

A 2022 meta-analysis combined 22 independent samples involving 2,335 people from experimental and quasi-experimental studies. Breaks lasting no more than ten minutes showed small average benefits for energy and fatigue. There was no statistically clear benefit for overall performance. [2]

The studies examined different tasks and breaks. They establish neither an ideal break length for everyone nor that short interruptions treat chronic exhaustion or reliably prevent burnout.

Breaks therefore do not have to be justified by a productivity promise. More research is also needed on longer-term effects in real working conditions. [2]

A small experiment for one particular day

The person in our example could start with a genuinely possible interruption: stepping away from the screen after finishing one task, getting a drink and looking outside.

Beforehand, they could write: “I expect to lose my place.” Afterwards: “Could I return to the task? How tired was I before and after? What stayed the same?”

This original example is not a scientifically tested stand-alone exercise. It aims to make one experience clearer. If the break does not help, that provides information about this day and these circumstances.

You could use three questions:

• What break can I realistically access today?

• What does my body or attention need right now?

• Which demand remains and needs a different solution?

When resting feels wrong

During the break, the person might think: “Now I am being lazy.” One possible response is to write down the sentence and ask: “Would I apply the same standard to a colleague?”

The guilty feeling may remain. The goal does not have to be to wait until the break feels deserved. A more modest goal could be to understand your own standard better.

Rest can be imperfect too. Spending an interruption thinking about the next task does not prove that you are incapable of resting.

When additional support is appropriate

Persistent exhaustion, sleep problems or substantial limitations are reasons to discuss the situation with a doctor or qualified mental health professional. At work, occupational health support, confidential advice or discussions about working conditions may also be appropriate. The WHO guideline addresses both support and workplace adjustments. [1]

A useful question for today might be: “What is enough for this day, and who can help with what remains?”

This article provides information and does not replace individual assessment or treatment.

Sources and further reading

[1] World Health Organization (2022). WHO guidelines on mental health at work. Guideline addressing organisational and individual interventions. https://www.who.int/publications/i/item/9789240053052

[2] Albulescu, P., et al. (2022). “Give me a break!” A systematic review and meta-analysis on the efficacy of micro-breaks for increasing well-being and performance. PLOS ONE, 17, e0272460. https://doi.org/10.1371/journal.pone.0272460

Sources checked on 14 October 2026.