New research from employee engagement specialists Boostworks has revealed a troubling picture of financial insecurity among Generation Z workers and a growing expectation that employers step up to offer tangible support.

The nationally representative survey of over 1,000 18–28-year-olds shows that nearly half (44%) of Gen Z employees are distracted at work due to financial stress, with 19% reporting constant worry and difficulty concentrating. Alarmingly, almost 1 in 10 (11%) say they’ve missed work entirely because of money concerns.

As the cost of living continues to outpace entry-level wages, the findings underscore the financial fragility of the UK’s youngest workforce cohort:

Less than half (45%) feel they are fairly compensated.

Only one in three (32%) have more than £1,000 in emergency savings.

Over half (55%) are considering a second job or side hustle — with 19% already working one.
Gen Z Wants Practical Help — and Knows What That Looks Like

Despite the financial strain, Gen Z is not unclear about what kind of support would make a difference. Nearly 60% already rely on workplace vouchers or rewards to help with everyday costs, and 74% say they would welcome access to employer-provided financial education and planning tools.

When asked what would help them feel more financially secure:

55% said shopping discounts, cashback, or reward points redeemable for vouchers or products.
50% want performance-based bonuses.

35% said employer contributions to savings or investment accounts would be impactful.
“Today’s youngest employees are financially stretched, but they’re not looking for handouts, they’re asking for tools, education, and flexibility that help them take control of their financial futures,” said Jo Werker, CEO at Boostworks. “Employers have a golden opportunity to support wellbeing, loyalty and performance with simple, practical interventions.”

No Reward for Showing Up

The research also highlights a disconnect between expectations around office attendance and the incentives on offer. A quarter (25%) of Gen Z workers feel pressured to come into the office even when it’s unnecessary, while 34% say they’re not properly rewarded for doing so.

Nearly a third (28%) have been offered new perks to support returning to the office, but 12% said the benefits weren’t appealing. When asked what would entice them back, Gen Z’s top responses were:

Free food and bonuses (47%)
Additional holiday days (45%)
Flexible office hours (37%)
Commuting allowances (35%)

A Talent Engagement Opportunity

With an estimated 700,000 school leavers set to transition into work or training this summer, the pressure is on employers to respond, not just with platitudes, but with policies that deliver meaningful impact.

“This research paints a stark picture of the financial pressures facing Gen Z as they enter the world of work, but it also gives employers a roadmap,” Werker added. “Yes, this generation is facing real economic strain, but they are also clear about what would help: practical financial support, flexibility, and fair recognition.”

For reward and HR leaders, this marks a critical moment to rethink benefits strategy ensuring the support offered reflects the lived realities of a new generation entering the workforce with high expectations and limited safety nets.