The truth about Gen Z and the future of work

Young Canadians are shifting the dynamics of the workplace, with new data challenging long-held assumptions about Gen Z’s work preferences.

According to Employment Hero’s 2025 Annual Jobs Report, workers aged 18–24 are more likely to relocate for job opportunities, work longer hours, and value in-person mentorship than previously thought, contradicting perceptions that they favour remote-only, low-pressure work.

Only 27% of Gen Z respondents say remote or hybrid work is important to them. By contrast, 55% say they would move cities or countries for the right role, suggesting mobility and experience matter more than convenience. 

Relocating, working harder and still falling behind

Sabine, a 25-year-old recruitment executive based in Calgary, is part of that trend. Originally from the United States, she relocated to Canada for her role in executive search. She now works three days in the office and two remotely, valuing flexibility but also seeking proximity to her team and mentorship opportunities. “Relocating for work gave me access to in-person learning and progression. That balance helps me stay productive and engaged,” she said.

Sabine’s early career also reflects a broader reality for many young professionals trying to manage rising costs. In her first two years after university, she took on a second job during the summer to bring in extra income. Later, when she felt her full-time salary wasn’t keeping pace with market expectations, she sought out competing offers—ultimately securing a raise after presenting one to her employer. “There’s a trend I’ve seen where you have to push for fair pay. It’s not just handed to you,” she said.

Stories like Sabine’s highlight a broader truth: Gen Z isn’t short on drive, but they’re entering a workforce where expectations and rewards don’t always line up. Many are eager to prove themselves and move forward quickly, yet they’re encountering outdated systems, slow promotion pathways and compensation models that haven’t kept pace with new realities. That disconnect is shaping how they view both employers and their own career paths.

New tools, new pressures and new expectations

According to the report, technology is another factor shaping Gen Z’s work experience, both as an opportunity and a concern. While 74% of young workers say they feel confident adapting to new technologies, 27% believe AI is already reducing job availability. One in three say the recruitment process itself is too difficult, pointing to outdated systems, slow timelines and lack of transparency.

Sabine, who works in executive recruitment, is already seeing AI influence her industry. “AI is helping with candidate sourcing and research, which are time-consuming parts of the job. But I still think the human element matters, especially at the executive level,” she said. “That said, junior roles like mine could be at risk if we don’t evolve fast enough. I’m trying to move toward areas where people and judgment are still irreplaceable.”

Kevin Kliman, President of Canadian business of Employment Hero, said the findings highlight a clear call to action for employers. “These workers are motivated and digitally fluent, but they also want real-world growth and connection,” said Kliman. “To engage Gen Z, employers need to modernize hiring systems, provide meaningful feedback and build clear pathways for advancement.”

While Gen Z has often been dismissed as disengaged, the data tells a different story. This generation is eager to learn, willing to move and motivated to prove themselves, so long as they’re met with fair pay, flexible structure and honest support.

For employers, the opportunity lies in building workplaces that respond to these priorities. Those that modernize their hiring systems, review compensation structures and invest in early-career development are more likely to retain this ambitious, fast-moving talent pool.

Gen Z isn’t avoiding work — they’re rewriting what it looks like.