Things Gen Zers Don't Like About Modern Work Culture, But Boomers Think They Should Embrace

From work-life balance to expectations of being comfortable at work, Gen Z has many new perspectives on work culture that older generations haven’t had the space to promote, at least according to Deloitte research. Many of the things Gen Z dislike about modern work culture that Boomers see as something to be endured, stem from their desire for meaning and purpose.

While this workplace aspiration may not seem like a personal attack on Boomers, older generations' devotion to work and career can sometimes cause misunderstandings that fuel resentment between workers of different generations. So it's important to recognize that Gen Z often wants to create a better balance for everyone at work, not just selfishly for themselves.

Responding to emails outside of business hours

Generation Zers are very conscious of drawing boundaries between work and personal time, especially when they don’t get any sense of meaning or purpose from their careers. Whether they’re turning off their phones after work, refusing to work overtime, or simply dedicating themselves to personal hobbies that distract them from the temptation of working from home, they’re tired of the modern work culture that expects constant availability.

While it may seem harmless, a study published in the journal Occupational Health Science found that employees who responded to emails more often outside of work hours had poorer health and lower overall well-being than those who had better boundaries between work and personal life. So, for young people who resist this, it’s not about feeling privileged or believing they’re better than others. It’s simply about protecting their own time and energy in a society that often pushes people towards complete burnout.

Working during lunch breaks and other breaks

According to a study published in the journal PLOS One, taking short breaks during the workday reduces stress, increases productivity, and contributes to better employee well-being. Despite this, many employers and supervisors encourage employees to work during these breaks, even skipping lunch, to maintain the appearance of urgency.

Generation Z, who place a much higher value on work-life balance than their older counterparts, dislike this expectation in today's work culture. While boomers have endured it throughout their careers and often want Gen Z to experience the same level of stress and burnout, the truth is that it's simply not healthy or efficient for anyone.

Coming to work on weekends

Although they often need the weekend to relax and de-stress after long, grueling workweeks, many employees are still expected to follow the unwritten rules of working weekends. Even if it's just answering emails or finishing up tasks from the previous week, if they're already working more than they're supposed to for the salary they're getting, working weekends should never be an expectation or something to celebrate.

It's just another form of "glamorized burnout" deeply rooted in the "rush culture" mentality. We only have two days off from work, and they're usually full of household chores and vacations we didn't get to during the week, so the pressure from the boss to work even then is something that Generation Z absolutely cannot stand.

Inflicting guilt over taking vacation time

Many workers feel "vacation guilt" when they take days off, and employers shame them for using their sick leave. For Generation Z, who are entering the workforce with a strong emphasis on personal time and well-being, this culture of vacation and time off naturally doesn't sit well with them.

Not only do they reciprocate by using sick and mental health days, but they also encourage others to take all of their paid time off whenever they can. Especially in companies where workers are drastically underpaid and undervalued, the "loyalty" that prevents them from taking time off actually only hurts themselves.

Misplaced professional dress codes

In an era of authenticity and self-expression, it's no surprise that Gen Zers dislike the rigid professional dress codes that workers have traditionally adopted over time. Not only are they often uncomfortable, but they're also rooted in outdated gender norms and stereotypes that often disproportionately harm women in male-dominated environments.

While there is certainly a certain level of inappropriate dress code among younger workers who are unsure of how to dress or who lack the financial means to purchase clothing that meets the code, their reluctance often stems from the rigidity itself. The clothing is neither comfortable nor designed with productivity in mind, and they oppose it from all angles.

Salary secrecy

According to a survey by Kickresume, many Gen Z workers are much more open about their salaries and are wary of people who keep their earnings information private, as they want less secrecy in the workplace. Given that equality and fairness are important to them, they are tired of being told not to share their earnings information, especially when it comes from an employer who is comfortable paying people differently without justification.

They are obsessed with responsibility in many ways, but in the workplace this is somewhat justified, especially after decades in which the system profited on the backs of underpaid and overworked workers.

The imposed dynamic of "we are family"

While in theory treating colleagues like "second family" can create strong bonds and a sense of security at work, in practice it is often just a manipulation tool to get employees to take on more projects and spend more time in the office. People may feel guilty if they leave early, citing problems with their work "family," or they may be forced to work longer hours in order to "complete" a big project "together."

In most cases, it's a trick to overload employees, which is why it's one of the things that Generation Z is most annoyed by when they hear it from companies and employers.

Live jobs that could be done remotely

Given that Boomers often believe that the office and in-person work are their primary form of social belonging and interaction, it’s not surprising that they are offended by Gen Z’s insistence on more remote work and hybrid options. However, for Gen Z, who value flexibility and hybrid work schedules, the aversion to forced office work comes from a sense of discomfort and impracticality.

Especially when they spend more money and waste more time commuting to office work that they could do entirely on their laptop, the experience of working remotely early in their careers has distanced them from traditional views. They feel guilty about going to appointments or spending too much money on childcare, even though the efficiency and convenience of working from home are entirely achievable.

Confusing corporate jargon

Especially for Gen Z, who prioritize values ​​like inclusivity and accessibility, vague corporate slang and empty phrases can seem more exclusionary than they appear on paper. Especially when they are expected to be understood by first-time corporate entrants and early-career workers without ever being taught how to do so, they act as an unnecessary barrier to productivity and inclusion.

Not only is such language often used as a weapon to impose a rigid brand of professionalism, but it also serves as a label to exclude people who don't yet know what they're doing. Ironically, those who adhere to it the most are often the worst at their jobs.

Expectation of one-sided loyalty

Many boomers grew up in a culture focused on work and career advancement. For them, hard work and loyalty to a company often meant promotions, advancement, and higher salaries, but in today's world, that expectation of loyalty is largely one-sided.

Members of Generation Z, who have faced numerous difficulties in the job market despite their education and experience as a generation, understand that loyalty is often a manipulative tactic that encourages people to overexert themselves. Companies benefit and profit when their employees feel an innate sense of loyalty and commitment, even when they receive nothing in return.

The author is a senior editorial strategist with a degree in social relations and politics and gender studies, and focuses on psychology, relationships, self-help, and human interest stories.