Michelle Baltrusitis, Associate Director, Community & Social Impact at Fiverr
The future of work arrived quietly. It looks like flexible schedules, transparent pay, side hustles, and AI-powered workflows, and it’s Gen Z leading the way.
The latest research from Fiverr reflects these changing forces in the workforce. At first glance, Gen Z might seem to be pushing against the status quo: questioning structure, hierarchy, tradition. But they’re not against work itself; they simply expect it to work differently. Their expectations, shaped by constant change, economic uncertainty, and the rise of AI, are redefining what “a good job” looks like today. Employers that adapt will be the ones who attract and retain them in this new world of work.
Rethink flexibility: Gen Z care when they work, not where
The research revealed a shift in how Gen Z is now defining flexibility. When considering a job, nearly half (45%) of Gen Z workers said flexible hours are their top priority, compared to 15% who prioritised remote working, indicating they care more about controlling their time than their location.
As Gen Z become a “dominant force” in the workplace, business leaders need to trust them to deliver results, not simply occupy hours. This requires a mindset shift from managing presence to managing performance. Companies that build a culture of trust and measure success by impact will unlock greater productivity and loyalty — proving that flexibility isn’t a perk, but a core strategy for retention.
Build financial stability into culture
Despite their appetite for flexibility and unconventional career paths, Gen Z is deeply driven by financial stability. Employers must be mindful of Gen Z’s financial worries that heavily shape their career decisions. The research shows that 47% of UK Gen Z cited “not living comfortably financially” as their biggest fear, compared to 34% who feared “being stuck in a career they hate” and 32% who are most concerned with work-life balance.
This points to a financial pragmatism that employers can’t ignore. Gen Z’s loyalty won’t just be earned through good culture and flexible hours. More than ever, employers need to prioritise transparent pay structures, clear progression routes, and visible earning potential if they want to retain the next wave of workers. For Gen Z, autonomy and stability go hand in hand.
Rethink progression: salary and titles aren’t enough
Financial stability is only one piece of the puzzle. Gen Z isn’t strongly driven by traditional motivators — only 20% would jump for more money, and just 18% would stay loyal to move up a ladder. With both figures so low, it’s clear neither the paycheck nor the promotion track is doing the heavy lifting. What keeps this generation is progress: the ability to learn, evolve, and contribute to work that feels meaningful.
Support side hustles, don’t suppress them
If Gen Z’s relationship to career progression is more fluid, their approach to earning is too. A single paycheck rarely provides the stability — or the sense of growth — they’re looking for. For many young workers, side hustles have become a practical way to build security, broaden their skills, and explore interests that don’t fit neatly inside a job description. The research found that 70% of respondents say multiple income streams are now essential to achieving stability in today’s economy.
This rise in “income stacking” signals a generation that values independence and wants room to shape their careers from multiple angles. Employers who acknowledge, or even support side hustles will stand out as adaptable and forward-thinking to workers who prize autonomy.
This shift should serve as a clear signal to companies: encourage the hustle rather than resist it. Trust that ambition, creativity, and initiative don’t switch off at 5 p.m. By embracing this entrepreneurial mindset, employers can deepen engagement, attract top talent, and position themselves as partners in their employees’ growth — not obstacles to it.
Empower Gen Z’s AI confidence
Just as side hustles give Gen Z more control over their growth and stability, AI gives them more control over their time. They don’t see new technology as a threat, but as a shortcut to focus on the work that actually matters. Nearly two-thirds (65%) say they trust AI to take on parts of their workload, and many are already using it to work smarter, not harder.
Employers should build on that curiosity. Encouraging AI adoption (through assistants, automation, or creative support tools) signals that your business values innovation and efficiency.
For Gen Z, it makes a real difference to know their employers value their time and want them focused on meaningful, high-impact work rather than tasks AI can handle more efficiently. When companies embrace AI alongside their employees, it strengthens trust and signals a workplace aligned with the future.
The bottom line
Gen Z is redefining the world of work. They are prioritising flexibility over a traditional 9 to 5, favouring multiple income streams, and embracing AI. For employers, these generational shifts demand a new definition of retention. Offering genuine independence, purpose, and career growth opportunities is essential to attract and retain the next generation. Businesses that can recognise these shifts will be primed to build a strong and future-ready workforce.