Workplace Stress is now considered to be a big problem that harms both employees' personal health and the work environment of the organization. The Job Demands-Resources (JD-R) approach Bakker, Demerouti, & Sanz-Vergel (2014), the Burnout Model Maslach & Leiter (2016), and the Emotional aftermath of workplace stress Pfeffer (2018); Toker et al. (2012) are some of the theoretical models used in this study to investigate employee burnout. This study helps in HRM methods to burnout Risk-reduction measures, drawing on the work of Kilroy et al. (2016) and Gabriel & Aguinis (2021). It focuses on treatments such job redesign, employee empowerment, redesign employee empowerment work-life balance initiatives, and leadership support. Empirical data illustrates the relationship between burnout and major Health complications, such as Cardiovascular conditions and mental health issues. Toppinen- Tanner et al. (2009) and Ahola & Hakanen (2007) highlight the Key prerequisite for strategic HRM initiatives. This research aims to provide an Holistic approach to reduce burnout, Strengthen employee morale, and support Stable employment environments by combining research studies on workplace stress using HRM best practices.