Addressing Burnout in the Canadian Radiology Trainee

Burnout in Radiology: Current Picture

National-level data highlights that burnout is a well-established concern among Canadian radiologists and trainees. In a 2018 survey of Canadian Association of Radiologists members, 72% of respondents reported symptoms of burnout, with the highest burden observed in the domain of emotional exhaustion. ¹ Radiology trainees are particularly vulnerable. Reports have found 50% of residents and fellows reported burnout—higher than rates seen in other specialty trainees. ⁶ This same study identified heavy call burdens, financial debt, and uncertainty about future employment as central drivers of distress. More recently, the COVID-19 pandemic further amplified these pressures: a national survey found that workforce shortages, longer study worklists, and professional isolation compounded the risk of burnout for radiologists across practice settings. ⁷

Within this context, Yuen et al’s finding that 50% of residents met criteria for burnout at baseline is not unexpected; rather, it reinforces a consistent pattern. ⁵ Their data provides important confirmation that local institutional experiences mirror the broader challenges faced by radiologists across Canada.

Targeting Modifiable Stressors in Radiology Training

Burnout in radiology is shaped by several specialty-specific pressures. Frequent overnight and weekend call shifts have been cited as major drivers of emotional exhaustion among trainees. ⁶ Administrative overload adds to this burden, with residents reporting that repetitive tasks such as protocolling and handling phone interruptions significantly detract from workflow.^5,6,8 Other risks unique to radiology such as disrupted circadian rhythms, sedentary work, and limited face-to-face contact can further amplify emotional exhaustion. ⁸ Hassankhani et al similarly noted that the electronic health records and interprofessional meetings have reduced interpersonal collaboration resulting in professional isolation. ⁸ Finally, concerns about knowledge gaps in managing complex cases and uncertainty about future employment further compound stress for trainees specifically. ⁶

Yuen et al directly addressed many of these modifiable factors with targeted interventions. To mitigate call-related fatigue, their program eliminated 24-hour weekend shifts and added evening and weekend sonographers, reducing the volume of resident call duties. ⁵ To decrease administrative burden, a hybrid electronic protocolling system replaced repetitive paper-based tasks and phone calls. ⁵ Recognizing isolation and limited wellness support, the study implemented wellness lunch rounds, debriefing sessions, mentorship groups, and social activities that fostered peer connection. Knowledge gaps were targeted through supplementary teaching sessions and mentorship lunches, while physical and environmental contributors were tackled via ergonomic improvements and upgraded resident spaces. ⁵

Notably, residents identified interventions targeting time off and reducing workflow interruptions as the most necessary, aligning with broader literature that structural reforms—rather than purely cultural efforts—carry the strongest effect on reducing burnout. ⁸ Ultimately, these interventions effectively demonstrated a 31% local reduction in burnout prevalence. ⁵

Implications for the Future

The interventions trialed by Yuen et al—ranging from call schedule restructuring and expanded sonographer support to wellness lunch rounds, retreats, and group debriefing—were perceived by residents as meaningful in reducing overall stress. ⁵ While these strategies addressed immediate drivers of burnout, the next challenge is building on this foundation to ensure lasting impact.

Numerous studies have suggested similar future initiatives including implementing contingency plans for shift coverage, further improving work environments to guarantee adequate trainee rest, and mindfulness-based sessions on professional fulfilment.^{3 -5,8} Leadership support will be essential: departmental and program administration that explicitly prioritize wellness as part of institutional culture have been shown to positively influence trainee well-being. Importantly, such culture must complement, rather than replace, structural reform.

Yuen et al stress the importance of sustained programming, noting that Pitman et al’s 3-year wellness curriculum significantly reduced emotional exhaustion and depersonalization among radiology trainees.^5,9 Embedding similar long-term wellness curricula, alongside mentorship and peer support, could transform the gains seen in single programs into durable improvements.^5,9 To achieve national impact, multi-institutional trials and Canadian Association of Radiologists-led policy frameworks are needed to standardize effective interventions and promote equity in resident wellness across Canada.

This manuscript represents a milestone: the first Canadian interventional study on radiology trainee burnout. ⁵ By targeting key stressors such as heavy call, administrative load, and career pressures, the authors show that meaningful improvement is possible. Their work builds on earlier Canadian studies and answers repeated calls for actionable solutions.^{1 -3,7}

While the study was conducted within a single program with a modest sample size, it provides a valuable proof of concept that can inform broader efforts. ⁵ Expanding to multi-site evaluations will help establish standardized, generalizable strategies, while also refining approaches to overcome financial and logistical barriers. By building on these early successes, there is an opportunity to scale interventions nationally and foster a sustainable, supportive training culture for radiologists across Canada.