My personal experience differs quite significantly. I burnt out severely at two different companies. Both issues were directly attributable to management fail

My personal experience differs quite significantly. I burnt out severely at two different companies. Both issues were directly attributable to management failing to acknowledge or deal with systemic issues, which resulted in huge amounts of overtime and callouts. All with zero compensation, because I was a salaried employee. One company had a problem with continuing to promise the world to clients, but not setting realistic timelines. When, inevitably, the goal posts were shifted, timelines were not updated to recognise the issue. There was never an explicit "You must work longer hours to finish this", it was "The client expects this to be done by this date.". There was also pressure that if I didn't work more to finish things, that it would fall upon some other member of the team who was also known to be burnt out. Another company refused to require teams to conduct any form of peer reviews, testing or take on responsibility for monitoring or resolving issues. Regularly people would commit code and push changes to production, and then walk out the door to go home. When that caught on fire, I'd be required to remote in and resolve whatever issue they had caused. Typically this happened right as I was getting home and trying to eat dinner. I'm not certain if this law would've helped me in these cases. I like to think it would, but I'm usually not one to make waves until things start to get overwhelming. But it might give others some ammunition for dealing with management and HR.