Summary
Gen Z is experiencing unprecedented burnout, driven by the demands of modern workplaces and a shifting focus on mental health. With dissatisfaction rising, employers face growing pressure to adapt and address these challenges. How companies respond could determine their ability to retain talent in an evolving workforce landscape.
While previous generations embraced the 'workaholic' label as a badge of honour, Gen Z increasingly rejects this notion due to its damaging impact on their mental health. Burnout has become a significant factor driving employees to consider leaving their jobs—not only in traditionally high-stress industries like finance but also in sectors such as tech and education, where the pressures of long hours, constant connectivity, and performance demands are taking a toll. “They grew up immersed in digital technology, with constant exposure to global crises – from climate change to political unrest – shaping their anxieties and sharpening their focus on mental health and fairness,” says Dr. Simon M. Smith, principal lecturer at Oxford Brookes Business School. “These aren’t demands for special treatment – they’re rational responses to the world they’ve inherited.”
Despite assumptions that their youth would make them the most energised members of the workforce, Gen Z reports higher burnout rates than any other generation. This reflects a shift in priorities, with younger workers valuing personal time and showing greater unwillingness to sacrifice work-life balance. A joint study by Oxford Brookes University and Walnut Unlimited of 1,234 individuals across four generations found that Gen Z employees reported the lowest job satisfaction and highest burnout levels. Companies must rethink operations, including compliance training, to prevent employees from working beyond contracted hours, causing burnout or quiet quitting. Companies like ThinkCyber have found joy in adopting "learning enablement" approaches - integrating short, personalised training into employees’ workflows - to support growth and reduce stress. By embedding these changes and adopting an approach focused on supporting and empowering employees—rather than instilling fear, tricking, or testing—businesses can improve retention and foster a more balanced, engaged workforce.