Beyond burnout: How Gen Z is transforming workplace benefits
Gen Z has spoken. At a time when burnout is rising, worklife boundaries are eroding, and 48% of employees check emails during annual leave, traditional workplace benefits aren't cutting it.
Old school perks such as ping-pong tables and pizza Fridays are out, in favour of a more personalised, practical and meaningful approach to wellbeing at work.
As demands evolve, how can forward-thinking employers keep up?
Gen Z doesn’t want perks - they want impact
Having grown up in a world of economic instability, mental health awareness, and technological acceleration, Gen Z's view of a good employer goes far beyond salary.
According to BHN Extras’ Stretch It 2025 research, Gen Z employees want:
- An organisation that supports them inside and outside of work
- More choice of benefits (66%) compared with Baby Boomers (40%)
- Flexible benefits that align with rising living costs and employee wellbeing
While 76% of C-suite execs say their burnout has improved in the past five years, just 25% of junior managers say the same. Working remotely or office-based makes little difference. It’s the level of support, or lack of it, that defines the experience.
In sectors such as manufacturing, retail and law, where pressure is high and margins are tight, the cost of neglecting employee wellbeing could be severe.
It’s also worth noting that younger employees often feel less empowered to speak up about stress or burnout. Without the same level of autonomy or influence as senior colleagues, they rely more heavily on the systems and structures around them, making the design and accessibility of benefits even more critical.
Usefulness drives retention
Today’s employees expect choice, tailored to their personal lifestyle, priorities and values.
While flexible hours remain the most commonly used benefit across the workforce, Gen Z and Millennials are driving the demand for initiatives such as green car benefits, home and tech discounts, wellness perks or a cycle to work scheme. This is because they’re built around real needs.
Benefits that reduce everyday life admin, whether it’s saving money on household tech, helping with travel costs, or simplifying gym access, carry more weight than ‘culture’ perks that feel performative or outdated.
For younger employees, value is measured by usefulness, not novelty.
Rethink connection at work
Outdated initiatives such as 'happy hour’ are fading fast. Nearly half of employees (46%) say they no longer socialise with colleagues after work, with many citing the need for personal time. Financial pressures are a factor too, especially for 24% of women who say cost is the main barrier.
But this doesn’t mean younger workers are disengaged. Instead, it’s a sign that employers need to create connections in more inclusive and accessible ways, through wellbeing-led initiatives, hybrid working models, and benefit platforms that enable lifestyle choice and shared experiences.
Offering accessible, inclusive benefits, from fitness perks, such as gym discounts or cashback cards, helps employers foster a sense of belonging without forcing one-size-fits-all experiences.
So, what now?
The message from Gen Z is clear. Stop thinking of benefits as add-ons and start treating them as essential tools for engagement and retention.
Flexibility is just the starting point. Gen Z is already demanding more tailored, meaningful support, and if businesses don’t adapt, they’ll face growing disengagement across their teams.
Download the full report here or request a demo.
Supplied by REBA Associate Member, Blackhawk Network
Blackhawk Network helps you build connections with customers, clients and employees. BHN's global payment & incentives network drives customer engagement, employee loyalty and revenue for businesses around the world.
