‘Gen Z want a lifestyle, not a job’: Why employers fear hiring young people

Some employers have admitted they are less likely to hire Gen Z applicants, when compared to other candidates, at a time when unemployment for young people is rising. One business told The i Paper that younger people often looked for “flexibility, high salaries and rapid progression from day one” whilst another said each job had so many applicants, those with more experience were likely to get hired. It comes at a time when unemployment is on the rise with the latest figures showing the rate had risen to 5.2 per cent in the three months to December 2025, the highest level in nearly five years, while wage growth continues to slow. The jobless rate for people aged 16-24 was particularly high, rising to 16.1 per cent in the final quarter of last year. (Photo: Getty)

'Concerning' trend

Andrew Hulbert, chair of the Institute of Workplace and Facilities Management, the body for workplace and facilities professionals, said he was seeing a concerning trend around caution with hiring Gen Z. He said: “There tends to be some concern about the ‘typical’ attributes of young people which we feel is unfair. The concept that they don’t want to work as hard as the older generations or that they don’t want to leave their homes more than twice a week gives them a bad reputation. But in reality, young people have amazing creativity and bring so much to the role in terms of new ideas, AI skills and automation prowess.” The i Paper spoke to several employers to find out their concerns over hiring Gen Z applicants. (Photo: Getty)

'Employers becoming ruthless'

James Buckley-Thorp, 36, founder of start-up construction insurance software company, Atlian Insurance, said when it came to interviewing Gen Z candidates, he often saw a mismatch between expectation and output. He said: “People who haven’t yet built anything, shipped anything, or sold anything, are expecting flexibility, high salaries and rapid progression from day one. Start-ups don’t run on vibes. They run on execution. If someone shows hunger, ownership and a willingness to do unglamorous work, I’ll hire them. But if someone turns up expecting comfort before they’ve created value, it’s a non-starter.” James said this wasn’t the case with all Gen Zers, however, and he has met some candidates with resilience and curiosity, who stand out immediately. But he said a lot of the time it feels as though people are applying for a “lifestyle not a job.” (Photo: James Buckley-Thorp)

'One candidate brought their mum and dad to their interview'

“I’ve had candidates ask about four-day weeks, mental health days and salary progression before they’ve even understood what the business does,” James added. He shared one story of a candidate asking to have a day off each week as a mental health day to look after her cat, while also hearing of one candidate bringing their mum and dad to their interview. “Employers have also become ruthless. AI is stripping out junior, low-value roles. Companies don’t need five average graduates anymore; they need one exceptional operator who can deliver immediately,” James said. (Photo: Getty)

'If you actually want a job, slow down'

He added that too many young people were playing “a numbers game”, sending off large amounts of applications without taking the time to personalise their applications to the specific role they are applying for. “Recruiters can spot an automated application instantly. No matter how polished it looks, it reads generic, low effort and entitled. If you actually want a job, slow down. Spend a day on three applications, not 30. Research the company properly. Understand how they make money. Then show them, clearly, how you can help them make more of it or save time. That alone puts you ahead of most candidates,” he said. (Photo: Getty)

'We are having to streamline candidates like never before'

Simon Lazarus, 44, head of content and PR at online luxury watch platform Chrono Hunter, said as his business continues to expand, they are having to streamline candidates. He said: “Although Gen Z employees can bring advantages such as digital fluency, adaptability and comfort with fast-changing tools like AI, we are having to streamline candidates like never before who have relevant experience in the luxury watch industry or retail market.” Simon added he comes across a number of candidates applying with limited work experience or communication styles that differ from traditional workplace norms. “There’s also sometimes a mismatch of expectation between what Gen Z candidates want (flexibility, purpose, feedback) and what traditional workplaces like ours offer. In essence, they’re generational differences that good management can bridge. There must be clear onboarding, mentorship and flexible structures to get the best out of Gen Z employees,” he explained. Simon said he has also noticed a lack of research by candidates beforehand into what the business actually does. “This appears to be the norm when compared to those with more expertise.” (Photo: Supplied)

'For me, it always comes down to attitude'

Rebecca Hunter, founder of Jolene, said she wasn’t reluctant to hire Gen Z applicants but was “more cautious” based on her experience. She said: “I’ve worked with some incredibly motivated Gen Zers, who go against the typical stereotype. I’ve also worked with Gen Zers that want to be CEO after being at the company for five minutes. For me, when hiring, it always comes down to attitude. I’m always on the look out for someone who’s eager to learn, willing to roll up their sleeves and get stuck in. In a start-up like Jolene, no task is beneath anyone." (Photo: Getty)

Generational stereotypes

Hannah Salton, a career coach, said that Gen Z got a lot of bad press when it came to work readiness. She said: “I hear that some younger candidates do fall down in areas like professional attire, punctuality and taking notes – but I’d argue that’s less a character flaw and more a gap in opportunity. Previous generations had more access to Saturday jobs and informal work experience, and Gen Z are trying to catch up.” Salton added: “Where Gen Z tend to stand out is in their self-awareness – they often know what they want, what they value, and what they won’t compromise on, often earlier than previous generations did. They’re also digitally fluent in ways that go well beyond software – they understand how information moves and how to communicate across platforms, which is increasingly valuable in almost every industry.” (Photo: Getty)

'Employers risk crossing the line into direct discrimination'

Under the Equality Act 2010, age is a protected characteristic and crucially, age discrimination is not limited to older workers. Danielle Parsons, employment partner at law firm Irwin Mitchell, said damaging stereotypes about younger workers circulating in public debate and in the workplace, with labels such as “snowflakes”, were becoming increasingly common. She said: “When hiring decisions are influenced by stereotypes—such as perceptions that younger workers are less resilient or less committed—employers risk crossing the line into direct discrimination. This could lead to costly employment tribunal claims. “Employers should instead focus on the actual skills, competencies and qualifications required for the job.” (Photo: Getty)

Government's £1bn plan to unlock new jobs

Within her capacity as a lawyer, Danielle has seen increasing confidence among individuals willing to challenge employers who act unfairly. “Employers should document their decision‑making processes carefully so they can justify them if they are challenged,” she warned. Last week, the Government unveiled a £1bn plan to unlock 200,000 new jobs and apprenticeships for young people, as youth unemployment in the UK continues to grow. The i Paper previously spoke to young 18-year-olds struggling to get paid full-time work, citing a lack of experience as being one of the biggest barriers to securing a job. (Photo: Zeynep Demir/Anadolu via Getty Images)