Crisis of Care: Burnout, Shortages, and What We Can Do About It

Funeral service is facing a staffing crisis that's quietly undermining our profession from within. Studies show that nearly 50% of newly licensed funeral directors leave the profession within five years. Burnout is rampant. Work-life balance feels like a fantasy. And meanwhile, families are asking for more transparency, faster communication, and greater personalization than ever before.

This is not just a staffing problem. It’s a sustainability problem. And it’s one we need to start addressing as a profession before we burn out the people who are doing the most important work.

Many funeral homes are also grappling with outdated expectations. Long hours, overnight calls, and emotional overload have become normalized. We celebrate those who “never stop working,” but the reality is that a system built on constant sacrifice isn’t sustainable. Not for the director. Not for their family. Not for the business.

So, what do we do?

First, we have to talk about it. Openly. Transparently. It’s not a sign of weakness; it’s an indication of overloaded systems and unrealistic expectations. Recognizing this openly allows us to start solving it effectively.

Next, we have to establish healthier boundaries. This means actively encouraging—and genuinely supporting—time off, clear schedules, and manageable workloads. Leaders need honest conversations about what staff can reasonably accomplish and what support they require to avoid burnout.

It also means giving staff tools to succeed. Technology is one of those tools. If we’re still expecting a funeral director to return every voicemail, schedule every appointment, and manage every online review manually, we’re doing them a disservice. Systems exist to help ease this load. Whether it’s automated messaging, online arrangement forms, or even clear pricing transparency on your website, every task that can be handled online gives time back to your team.

And speaking of transparency, let’s not avoid what families are asking for. Online pricing isn’t just a trend—it’s a trust builder. When we hide behind vague promises or force people to call for a quote, it erodes the credibility of our profession. Transparency can take pressure off staff and build confidence with families. Everyone wins.

We also need to be mentors. The next generation of funeral professionals is watching. If what they see is exhaustion and stress, they’re not staying. But if they see strong leadership, support systems, and a culture that values their wellbeing, we stand a chance.

The good news is, the fix isn’t always big or expensive. Sometimes it’s as simple as letting a young director know they’re doing a great job. Or creating a quiet room where staff can step away for ten minutes and breathe. Or taking one thing off their plate and letting them focus on the part of this profession they love most—helping families.

Funeral service has always been hard. But it shouldn’t break the people who do it.

This profession matters. Our people matter. Let’s take care of both.