However, according to research by the WHC Group, the most significant shift is that preserving mental health now carries the same weight as salary when choosing an employer.

Members of Gen Z, often referred to as “digital natives,” grew up immersed in the world of online spaces and smart devices. As a result, they expect employers to use technology not as a constraint, but as an enabler. Their innovative mindset and multitasking tendencies demand a dynamic and flexible work environment. At the same time, the need for a supportive and healthy atmosphere is playing an increasingly crucial role in their career decisions.

In contrast, recent health and economic crises have intensified frustrations related to workplace stress. This phenomenon is especially pronounced among young professionals just starting their careers, who are consciously addressing the risks of workplace anxiety and burnout from the outset. A joint, representative study conducted by the WHC Group and the Oeconomus Economic Research Foundation highlights that while low wages remain the top reason for resignations across all age groups, among the youngest workers, lack of mental well-being has risen to the same level.

This trend is supported by the representative survey conducted as part of the research: 69% of workers aged 18–29 cited stress and burnout among the top five reasons for changing jobs. The same figure drops to 57% among those aged 30–49, and 56% among those over 50.

According to WHC Group, this clearly shows that younger generations consider mental strain just as strong a reason for leaving a job as lack of financial recognition. An interesting contrast is that while older generations mostly cite low pay as the main reason for quitting, Gen Z is just as likely to cite stress as a decisive factor.

Younger employees are also more likely to cite lack of advancement opportunities as a reason for leaving a job than their older counterparts. Nearly a quarter (23%) of 18–29-year-olds said they would resign due to limited career prospects, compared to just 9% among workers over 50. Interestingly, job insecurity affects the age groups in reverse: it motivates 43% of older workers aged 50–64 to consider a job change, while only 23% of younger employees view it as a decisive factor.

The study also found that only one in ten members of Gen Z cited the lack of remote work as a key reason for leaving their jobs. This is noteworthy given that flexible work arrangements could be an effective tool in preventing burnout. The paradox highlights that, for this generation, the root issue is not physical presence in the office, but the workplace culture that causes mental strain.

Ákos Margitics, head of WHC’s cooperative services division (WHC Family, Senior, Student), said companies need a proactive strategy: “Generation Z grew up in a constantly changing world, so stress and pressure are clearly identifiable elements in their lives. Companies must recognize that competitive salaries alone are no longer enough to retain young talent. Their offers must be complemented with targeted mentorship programs, stress management tools, and an encouraging, motivating atmosphere.”