Gen Z, born roughly between the mid-1990s and early 2010s, are entering the workforce with bold expectations and little tolerance for outdated systems. They’re digital natives raised on global content and instant feedback, but their lives look very different depending on which side of the Atlantic they’re on.
Sure, they share memes, influencers, and a knack for calling out performative behavior online. But they don’t always share the same economic realities, workplace norms, or levels of institutional trust. In London, a Gen Zer might be facing a rental crisis and post-Brexit uncertainty. In Los Angeles, their counterpart could be balancing gig work, student loans, and a sky-high cost of living.
Same generation, different gravitational pulls. Where they live shapes what they value and so for employers hoping to stay relevant, understanding those differences isn’t optional. It’s strategic.
Purpose & Paychecks
Gen Z wants to get paid — but they also want their work to matter. Many are living paycheck to paycheck, sure, but purpose is what keeps them motivated and invested. As one Forbes piece puts it, the vast majority of Gen Z sees purpose as central to their well-being and job satisfaction. They’re scanning job listings not just for salary ranges, but for signs of social and environmental impact.
And if something feels off, they’re willing to walk. A sizable chunk of Gen Zers on both sides of the Atlantic have turned down offers when an employer’s values didn’t align with their own.*
Still, how they value purpose and pay differs depending on where they live. Gen Z in Europe tends to lead with mission and reputation; they want to know that an employer’s sustainability claims actually hold water. In North America, that same sense of purpose is there, but there’s more emphasis on compensation and career growth. It’s not that one side doesn’t care about values — it’s that they prioritize them differently, shaped by different economic pressures and cultural cues.**
Boundaries, Not Burnout
Gen Z wants more than a job description. They’re asking what it’s really like to work there. Do I need to be online all the time? Can I actually take vacation without guilt? How many meetings are we having, and do they even need to be meetings? Is “flexible” just a buzzword, or does it mean I have control over my time?
After watching their parents and older coworkers burn out, this generation is drawing the line early. They’re not afraid of hard work. They just want clear expectations, real boundaries, and a culture that respects both. For Gen Z, mental health and time management go hand in hand. It’s not about working less. It’s about working smarter and being able to fully log off when the day’s done. They want flexibility that works multiple ways — room to breathe, time to focus, and permission to unplug.
This flexibility is non-negotiable on both sides of the Atlantic, but how it’s understood and applied looks different. In much of Europe, work-life boundaries are clearer. Labor laws and cultural norms help protect downtime. Evenings are respected. Vacations are real. Burnout isn’t worn like a badge of honor.
When “work from anywhere” turns into “work anytime,” the pressure to always be available creeps in. For Gen Z, that’s not freedom. It’s exhaustion.
In North America, flexibility is often framed as a perk, but it can blur into something messier. When “work from anywhere” turns into “work anytime,” the pressure to always be available creeps in. For Gen Z, that’s not freedom. It’s exhaustion.
What Matters Now
Gen Z isn’t just idealistic. They’re clear. They want fair pay, meaningful work, and a culture that respects their time and values. But how that shows up depends on where they are and what they’re navigating. Economic conditions, cultural expectations, and workplace norms shape everything from how they define purpose to how they set boundaries. Whether you’re managing Gen Z talent, hiring them, or figuring out how to be one, context matters. The best thing you can do is pay attention. Ask real questions. Listen without defensiveness. This generation is reshaping the world of work - not by accident, but by design.
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*Deloitte Global, "Deloitte’s 2024 Gen Z and Millennial Survey finds these generations stay true to their values as they navigate a rapidly changing world," Deloitte.
**Handshake, “State of the Graduate: Gen Z Talent in Europe 2025,” p. 7. ; Handshake, “State of the Graduate: Gen Z Talent in North America 2025,” pp. 8–9.
