Young people don’t hate work—they hate bad work

Employers must change—but Gen Z must meet them halfway

Almost one million young people are outside employment, education or training, yet employers still complain that the young do not want to work. The truth is more complicated. Young workers want flexibility, purpose and respect—but businesses still need reliability, punctuality and results.

A DIFFERENT WAY OF WORKING

We hear a lot from employers about how dreadful young people are to work with and that they don’t want to work. The almost 1m young people looking for work or education and training opportunities would dispute that.

However, there’s a gap between how employers think young people should work and how young people themselves want to work and we need better mutual understanding or employers as well as young would-be workers will struggle.

The Old Contract is Broken

The old model of long hours, rigid schedules, presenteeism and “pay your dues” has broken down, and the evidence shows clearly why. Young people aren’t rejecting work. They’re refusing to accept a work contract that no longer works for them.

Gen Z and younger millennials want to work but they want to work differently, with flexibility, autonomy, purpose and balance at the centre. They’re willing to walk away from employers who don’t offer it.

The old work contract broke down as young people watched, in real time. Three major forces broke the traditional work contract:

Older generations burned out

Gen Z saw parents and older colleagues work long hours, sacrifice wellbeing, and still face job insecurity. They have decided not to let that happen to them.  

The pandemic proved flexibility works

Young people joined the workforce during COVID, when remote and hybrid work became normal and effective. They now see rigid attendance rules as outdated and unnecessary.

The old model demanded loyalty without security

Unpaid overtime, constant availability, strict punctuality and “face time” were expected, but didn’t guarantee progression or stability. Younger workers view this as a one‑sided deal.

Young people believe the old contract was broken by employers long before they rejected it. They want to work but differently and it might be that employers who rethink their approach reap the benefit of a talented generation.

The evidence about how young people want to work is remarkably consistent across studies.

Flexibility is non‑negotiable

• 75% of Gen Z say flexibility is their top priority, above salary.

• 94% would turn down a full‑time, in‑office role.

• 77% would look for a new job if forced back to the office full‑time.

Employers think this is laziness but it’s a demand for autonomy, not micromanagement.

Hybrid work is the preferred model

Gen Z doesn’t want fully remote or fully in‑office, they want choice, mixing collaboration with independence. They want to work where they are most productive, not where tradition dictates.

Purpose and values matter

Gen Z is values‑driven and sees inclusivity, ethics, sustainability, meaningful work and employers who “stand for something” as ‘must-haves. They won’t compromise on those principles.

Wellbeing is priority

Nearly half of Gen Z feel stressed most of the time. They want workplaces that recognise they’re human, not machines. Rigid punctuality and dismissive management styles push them away.

Career progression

80% would accept lower pay for better leave, clearer progression, flexibility, healthcare and travel opportunities. That may seem like a long wish list but they want personal growth and purpose and aren’t prepared to be ground down by it.

 Respect for their time

Gen Z doesn’t believe that unpaid overtime, working for free, being constantly available and having to be rigidly punctual are signs of professionalism. They feel that if employers want respect for time, they must give it too.

The shift for employers

This is a structural change in the labour market. Businesses that ignore these preferences face higher turnover over people which is costly, lower retention of skills, less innovation, difficulty attracting talent because of reputation as an employer and reduced productivity.

Businesses that are will to negotiate a new work contract are more likely to find employees are loyalty, more creative and engaged and that they have a competitive advantage when it comes to attracting skills and customers.  

The Bad Work Rebellion

Young people don’t reject work; they reject bad work and want flexibility and autonomy, real work life balance and purpose. The old contract has gone, and the new contract has to be mutual. If employers offer trust, flexibility and growth, young people will give commitment, creativity and productivity.

The question is to what extent can the businesses and the young people reach a workable settlement and if business owners don’t accept the new contract what will the impact be on their businesses? Time will tell.