Unfortunately, there are too many unkind and unhelp articles in the press that tarnish younger workers as being work-shy. This is despite the UK ranking as one of the worst countries in Europe for long hours and stressful deadlines, according to research from the Institute for Employment Studies (IES).
The reality for many young workers is that they face real pressures that contribute to mental health challenges. In January 2025, Mental Health UK published The Burnout Report, which warned that younger workers were disproportionately affected by mental health issues caused by stress. Of biggest concern was the noticeable drop in Gen Z workers aged 18-24 who felt that they could discuss stress with their line managers. If Gen Z are at a higher risk of stress, then it’s vitality important that they feel able to talk to their line managers about their mental health needs.
In this article, we explore the subtle difference between Millennial and Gen Z workers and explain how employers can create a holistic strategy that looks after everyone’s mental health and wellbeing.
The differences between Millennial and Gen Z workers
As well as highlighting the difficulties faced by the youngest workers in our society, the Burnout Report helps to paint a picture of the differences between Millennials (aka Gen Y) and Gen Z in the workplace.
Gen Z workers are on average:
- more likely to work from a fixed location (i.e., an office)
- less likely to be able to manage stress
- less comfortable talking to their managers about stress
- more likely to take unpaid leave due to high stress
- more likely to know if their employer offers mental health and wellbeing support
- more likely to say money worries are driving stress and burnout
In contrast, Millennial workers are on average:
- more likely to use hybrid or agile working
- feel more comfortable talking to their managers about stress
- more likely to believe their manager doesn’t have the skills to support with mental health at work
It’s not just Mental Health UK who are worried about the potential mental health crisis facing our youngest workers. Research from Fruitful and Legal & General found that Gen Z:
- reported more mental health issues like stress, anxiety and depression
- are the most financially stressed of all generations
- think that happiness within employment is more about cultural factors than money
It’s no surprise then that a joint study by Oxford Brookes and Walnut Unlimited revealed that Gen Z’s top job priorities were mental health support and work-life balance. Equally important was working in an environment that prioritises diversity and inclusion. These priorities were echoed in Deloitte’s influential Gen Z and Millennial Survey 2024, although the report noted that Millennials share virtually the same concerns as their younger counterparts. Both studies attributed higher levels of burnout and anxiety to growing up in a digitally driven society that’s been shocked by global crises.
Where Millennials differ, is that they’re more likely to switch employers. An article for Gallup called Millennials: The Job-Hopping Generation revealed that millennials are over three times more likely to have changed jobs in the past year compared to other generations. While it’s an American study, research from the UK-based insurer Admiral found that 75% of Gen Z favoured long-term stable employment over job hopping (as long as they provide financial security and a sense of shared values and belonging). Admiral’s UK study agreed with Gallup’s US findings, saying that Millennials were much more likely to switch jobs than their younger colleagues.
What does this mean for employers of Millennials and Gen Z?
On the surface, all this might look quite shocking, and especially worrying for employers. Two of the clearest problems are that their Gen Z workers are more at risk of experiencing mental ill-health, and that Millennials are more at risk of leaving their employer for another role.
So, what can employers do to meet the expectations of their Millennial and Gen Z workers?
For both generations, it’s essential to create a workplace that actively supports mental wellbeing while tying in with your employees’ values. A holistic strategy is needed, one that takes into consideration recruitment and retention, staff perks and benefits, environmental, social, and governance (ESG) policies, as well mental health and wellbeing provision.
Here are some examples of what such a strategy might include:
Mental health training for managers
As Millennials, in particular, are worried about their managers’ ability to deal with mental health issues, investing in training will proactively tackle this concern. Better still, it will boost managers’ confidence to help tackle mental health and wellbeing issues as they arise within teams. The value of this can’t be understated. A recent study from the University of Nottingham found that mental health training for line managers is directly linked to organisational success in areas such as improved staff recruitment and retention, customer service, business performance, and lower long-term sickness absence due to mental ill-health.
Find out more: Mental Health Training for Managers.
Mental Health First Aid (MHFA)
It’s worrying to discover that Gen Z are feeling less comfortable with speaking to managers about any concerns about stress levels or work pressure, which makes it even more important to have trained members of staff who can spot the signs of mental ill-health in the workplace. Not only will this give support for employees in need, having Mental Health First Aiders is a great way to show that your business is serious about looking after everyone’s wellbeing.
Find out more: Mental Health First Aid Training.
Financial wellbeing support
Gen Z have seen the cost-of-living soar at a time when wage growth has slowed. Unlike their older colleagues, they’re feeling this more acutely because they’re more likely to be towards the start of their careers and don’t have the same level of assets like homeownership or savings to fall back on. As well as offering employee benefits that can help workers financially, like salary sacrifice schemes or retail discounts, it can be helpful to offer financial wellbeing support through running workshops on budgeting, debt management and saving, as well as signposting to the government’s Money Helper website.
We also offer Financial Wellbeing Awareness sessions as part of our informal Lunch and Learn portfolio. Find out more: Mental Health & Wellness Lunch & Learns
Flexible working
There are many reasons why Millennials might feel more comfortable working from home. As they’re further into their careers, they might be less reliant on the guidance of senior colleagues, or have family commitments that are made easier by having flexible working options. Some may simply feel that commuting less gives them a better work-life balance. Either way, flexible working options make it more likely that you’ll recruit and retain Millennial workers. Just make sure that there are provisions in place to look after remote workers’ health and wellbeing by regularly checking in with them.
Find out more: Can hybrid working balance business needs and employee wellbeing?
Employee Resource Groups (ERGs)
Formally organised Employee Resource Groups (ERGs) can go a long way towards promoting issues that are close to Gen Z’s hearts including equality, diversity and inclusion (EDI).
ERGs create a sense of belonging for all employees, improve employee engagement, and can have a hugely positive effect on a business’s sense of itself, helping to create an empathetic and welcoming culture for all.
Find out more: How Employee Resource Groups (ERGs) can help deliver a successful mental health and wellbeing strategy.
How Altruist can help
The best way to cater for the needs of all your workers, whether they be Gen X, Y or Z, is to have a holistic strategy that looks after everyone’s needs.
Altruist Enterprises has helped more than 500 organisations to create effective employee wellbeing programmes through training and strategic consultancy.
If you’d like to discuss how we can help your organisation, please drop us a message, call us on 0121 271 0550 or email us info@altruistuk.com.