How employers can win the hearts of Gen Z workers

Australia’s newest generation in the workforce is rewriting the rules of career progression, writes Madeline Hill.

Gen Z workers – those born between the late 1990s and early 2010s – are ambitious, restless, and intentional about how they work and why they work. Yet new data from our Gen Z Workplace Blueprint: Fast Moving, Future Focused reveals a critical challenge for employers: only 6 per cent of Australian Gen Z workers plan to stay with their current employer long term, while almost half are already considering an early career break.

For many employers, that statistic may sound alarming. But it shouldn’t be. This isn’t a generation that’s disengaged – it’s one that’s driven by purpose, personal growth, and a desire for flexibility. The traditional linear career path simply doesn’t align with their values or the current economic landscape.

Our research shows one in two Gen Z Australians plan to take an early career break, compared with 39 per cent of Millennials and just 25 per cent of Gen X. These breaks aren’t necessarily about burnout or disillusionment; they’re about choosing other things to do in their personal time. Many young professionals are taking time out from work to travel, study, freelance, or explore side projects.

This generation isn’t afraid to disrupt the timeline their parents followed. Taking six months off in your 20s isn’t seen as career sabotage – it’s seen as a strategy. Employers who understand and support this mindset can be rewarded with renewed loyalty and fresh thinking.

At the same time, Gen Z is redefining what job security looks like. Only 38 per cent of Australian Gen Zs hold a single full-time role, and one in five say they’d prefer to balance a steady job with a side hustle. They’re practical about money, but equally focused on passion and autonomy.

For employers, the message is clear: if you want to attract and retain this generation, you must adapt your approach to growth. That means redesigning entry-level roles as genuine launchpads with skills-based training and mentorship and ensuring young employees have equitable access to technology and digital skills, particularly as AI reshapes the workplace.

Employers often misinterpret Gen Z’s job movement as a lack of loyalty. The truth is, loyalty will follow trust and opportunity. If they see real investment in their growth, they’ll invest right back.

Gen Z has entered the workforce at a time of immense change, and they continue to face technological disruption and economic uncertainty. In the face of talent shortages, employers should take steps to better attract and retain young talent. This means working with this generation to set out inspiring and not-so-traditional career paths.

Gen Z is the most adaptable, creative, and values-driven generation we’ve seen in decades. The challenge and opportunity for leaders is to meet them where they are. Those who do will not only retain top young talent but also future-proof their organisations for the decade ahead.

Madeline Hill is the general manager of equity, diversity, and inclusion and Randstad Australia.