Preparing for Gen Z's impact on workplace wellbeing

The workforce is evolving fast. Not in theory, but in real time. It’s estimated that by the end of 2025, nearly 30% of the workforce will be comprised of Gen Z employees. With this fresh crop of talent comes both opportunities and challenges. Gen Z’s expectations around work are reshaping long-standing norms, particularly when it comes to wellbeing. What previous generations saw as perks, Gen Z views as baseline requirements: mental health support, meaningful work, flexibility, and inclusive culture. For organizations that can adapt, this shift opens the door to stronger engagement, retention, and long-term resilience. For those who can’t, the gaps will be hard to ignore. 

This generation isn’t bringing a wishlist of nice-to-haves. They’re bringing a new definition of what a healthy workplace looks like. Wellbeing is no longer limited to physical health benefits or one-off wellness initiatives. It now includes psychological safety, autonomy, career development, purpose, and the day-to-day experience of being seen and supported at work. These are not abstract ideals; they’re practical expectations that increasingly influence where people choose to work and how long they stay.

But aligning around these expectations isn’t always straightforward. Today’s workforce spans four generations, each with its own values, communication styles, and definitions of wellbeing. What motivates a Gen Z employee might not resonate with someone ten or twenty years into their career. This presents an opportunity for leaders to move away from one-size-fits-all approaches and toward more personalized, flexible employee wellbeing strategies. Supporting wellbeing now requires a nuanced understanding of individual needs and the agility to adapt programs, policies, and leadership styles accordingly. 

Who is Gen Z?

Before we dive further into how to prepare for Gen Z, it’s important to understand who they are and what has shaped their outlook on work. Gen Z is the generation immediately following Millennials, and refers to individuals born between 1997 and 2012. Members of Gen Z are also sometimes referred to as “digital natives,” meaning they don’t recall a time before smartphones, the internet, and social media.  

Growing up with technology at their fingertips has shaped how Gen Z communicates, learns, and solves problems. They expect the same seamless, intuitive digital experiences at work that they’ve always had in their personal lives. For organizations, this means that technology is not just an enabler of productivity but also a critical part of how wellbeing and engagement are delivered.

Redefining workplace wellbeing  

The traditional corporate playbook for employee wellbeing is evolving, shifting focus to a more holistic view of what people need to thrive at work. This shift reflects broader changes in how work fits into people’s lives. Employees, especially those from younger generations, are seeking support that extends beyond wellness programs and into the everyday aspects of their roles. This includes mental health resources, opportunities for meaningful career growth, flexibility, and a culture that actively supports a sense of belonging.

Meeting these expectations requires more than adding new benefits or rebranding existing programs. It calls for a deeper integration of wellbeing into the way work is designed, led, and experienced. From how managers give feedback to how teams navigate workload and flexibility, every part of the employee experience now plays a role in shaping wellbeing. 

Download the ebook: How to design a Gen Z wellbeing program: 6 trends for a diverse workforce 

The key expectations shaping Gen Z’s approach to work

According to research from Deloitte, Gen Z workers consistently identify three priorities that drive their career decisions: money, meaning, and wellbeing. The implication for organizations is straightforward. Competing for talent today means delivering on all three, not just compensation.

Let’s break down the major expectations shaping Gen Z’s view of what a healthy workplace looks like. 

Money

Compensation strategies are continuing to evolve past base salary. Gen Z wants to be paid fairly and transparently, and many are entering the workforce during a time of economic pressure that makes financial stability a core concern. But pay alone isn’t enough to keep them engaged.  

They’re also looking closely at what a role offers beyond the paycheck. Whether it supports their growth, aligns with their values, and sets them up for long-term success on their own terms. Traditional career ladders, which focus on linear promotion and title progression, often feel too rigid for many Gen Z employees. They want to build skills, explore different roles, and shape careers that evolve alongside their interests and strengths.

Mentorship, project-based development, and the freedom to move across functions are considered essential components of a healthy workplace. For employers, that means investing in growth paths that are flexible, transparent, and designed with the individual in mind.

Meaning

A sense of purpose is no longer optional. Gen Z wants to work for organizations that stand for something, whether that’s social justice, environmental responsibility, ethical leadership, or community impact. They look for clear signals that a company’s values are more than just branding. Purpose is seen as a driver of motivation and meaning, and when it’s woven into the day-to-day experience of work, it becomes a powerful source of connection and pride.

This generation pays close attention to how purpose shows up in decisions, policies, and leadership behavior. It’s not about perfection, but about consistency. Companies that take real action tend to earn greater loyalty. When values feel disconnected from reality, Gen Z is quick to notice, and quicker to move on.

Alongside purpose, Gen Z also expects a different kind of leadership. They want managers who are coaches, not just evaluators. Feedback needs to be regular, relevant, and real—something that helps them grow, not just check a box. Annual reviews alone don’t cut it. The most effective leaders create space for honest conversations, give recognition often, and build relationships that feel personal and mutual. That’s where trust takes root, and where performance starts to accelerate. 

Wellbeing

When it comes to wellbeing, mental health should be top of mind. Gen Z expects open, stigma-free conversations about stress, anxiety, and burnout. More importantly, they expect real support. That means going beyond traditional EAPs and embedding mental health into the way work is structured. Workload management, team norms, manager training, and access to professional support all play a role. Organizations should focus on modeling and reinforcing mental wellbeing as a core part of how business gets done.

Flexibility is another core expectation tied closely to wellbeing. Gen Z has little interest in the hustle culture that defined earlier generations and instead prioritizes autonomy and balance. They want the freedom to manage their time, energy, and responsibilities in ways that support both performance and personal life. For organizations, this means moving past rigid schedules and presenteeism toward results-driven cultures that respect boundaries while still maintaining accountability. 

Culture is the strategy

Wellbeing is not a benefits initiative. It’s a culture strategy. And culture isn’t just what gets posted in the onboarding deck. It’s how people actually experience work. How they’re treated, how they’re led, how decisions get made.

Gen Z is especially attuned to whether a workplace culture aligns with the story being told. Belonging, fairness, and psychological safety can’t be performative. They need to be felt in day-to-day interactions. That means leadership needs to model the values, not just talk about them.

This isn’t about catering to one generation. It’s about setting a higher standard for what modern, sustainable workplaces look like. When wellbeing is embedded in the culture, every employee benefits, not just Gen Z. 

Download the ebook: How to design a Gen Z wellbeing program: 6 trends for a diverse workforce 

Why this shift matters now

The influence of Gen Z isn’t coming. It’s already here, and it’s growing. They are the fastest-growing segment of the workforce, and their values are shaping norms across all generations. Older employees are absorbing these expectations and holding their organizations to similar standards.

In other words, Gen Z is accelerating a broader cultural shift. Companies that embrace this shift early will benefit from stronger retention, deeper engagement, and a more agile workforce.

What was once considered a differentiator is now table stakes. Wellbeing is no longer a soft idea. It’s a hard strategy with real business outcomes. Lower turnover, improved performance, and stronger employer brands all follow when organizations take this seriously. 

Investing in whole-person wellbeing is future-proofing

This generation is not asking for less. They’re asking for work to be more. More meaningful, more humane, more aligned with life. Meeting those expectations requires more than a line item in the budget. It demands a new way of thinking about the employee experience.

The good news is that what works for Gen Z also works for the future of work itself. A culture of feedback, autonomy, inclusion, and purpose isn’t just more appealing; it's also more effective. It’s more resilient. It’s better equipped to handle uncertainty, change, and competition.

Workplaces that rise to meet Gen Z’s standards aren’t just being progressive. They’re being smart. Because in building a workplace that works for the next generation, they’re building one that will work for everyone.

Are you ready for the impact of Gen Z on your workplace? Download our free Ebook: 6 key trends for designing a Gen Z employee wellbeing program.