Today's world has been presenting a multiple transformation in the labor and public health context, causing workers to have new demands on their activities and causing the manifestation of the Burnout syndrome. This has been defined as a result due to chronic work stress, made up of negative attitudes and feelings towards people in their work environment, their own professional role, among others. At the Traumas y Fracturas Clinic, workers can develop chronic stress that generates certain health alterations such as: physical, psychological, social and work disturbances, which leads to exhaustion. Burnout syndrome has become a psychosocial problem and therefore it is necessary to know widely how we can help health personnel to avoid damage associated with the syndrome since they are the front-line warriors in this battle against COVID-19. This study will allow a better understanding of the emotional state, experience and risks to which they are exposed during the pandemic and thus the protection of personnel through an improvement plan that helps minimize the manifestation of the syndrome in human talent of the Clinic, determining what strategies and tools should be applied specifically to improve prevention plans for this phenomenon, analyzing the prevalence of factors associated with Burnout Syndrome in health professionals in the emergency department, in the period of March to June 2021 of the Trauma and Fracture Clinic. An evaluation instrument called Maslash Burnout Inventory was used, the objective of which is to identify which individual has the necessary characteristics to suffer from this phenomenon, through 3 items which are high emotional exhaustion, high depersonalization and low personal fulfillment. The results shown show that 7.1%, which is equivalent to 3 workers, have this syndrome and 92.9%, which is equivalent to 39 workers, do not. In conclusion, the institution must consider the importance of promoting prevention programs that avoid the deterioration of health, helping not only to improve the organizational climate but also to the management of self-care measures in the 10 personnel, creating security and confidence in them, to that their productivity and charisms are intact even in extreme conditions such as a pandemic, ensuring that they provide effective performance in accordance with the objectives of the organization.