The Truth About Gen Z’s Mental Health Expectations at Work

Generation Z employees are reshaping the workplace with their distinct values and priorities — including their opinion on tenure. Quick to leave employers that don’t align with their needs, Gen Zers (born between 1997 and 2012) demand strong mental health support as a critical condition for engagement and retention. SHRM research finds 61% of Gen Z workers would strongly consider leaving their current job if they were offered a new one with significantly better mental health benefits.  

According to LIMRA’s 2024 BEAT study, 91% of Gen Z workers report experiencing mental health challenges at least occasionally. With Gen Z projected to account for about 30% of the U.S. workforce by 2030, according to the U.S. Bureau of Labor Statistics. Businesses risk losing the generation set to shape the future of work if they don’t act now.

But prioritizing mental health isn’t just about meeting Gen Z’s expectations — it’s also essential for maintaining harmony across a multi-generational workforce. 

The Mental Health Divide Could Fuel Generational Tension 

As Gen Zers enter the workforce, they bring strong expectations for openness and support around mental health. In fact, 92% of recent college graduates say they want to be able to discuss mental wellness at work, according to Monster’s 2024 State of the Graduate Report. But those expectations often clash with established workplace norms. 

Once Gen Z workers begin interacting with older generations in the workplace, their comfort level drops. Only 56% of Gen Z workers say they feel comfortable discussing mental health challenges with their managers, according to Deloitte’s 2024 Gen Z and Millennial Survey.  

Generational differences are already a known source of friction in the workplace. According to the SHRM Q1 2025 Civility Index, about 1 in 3 employees (35%) say age or generational differences contributed to the acts of incivility they’ve witnessed or experienced. When expectations around mental health support aren’t aligned across generations, it can lead to misunderstandings, further straining workplace relationships and weakening trust.

Designing Mental Health Strategies That Work for Everyone

Mental health support is a competitive advantage for attracting and retaining talented emerging professionals. While Gen Z has helped bring these expectations to the forefront, all employees benefit from workplaces that prioritize mental well-being. Here’s how organizations can turn that commitment into daily practice.

1. Make Executive Leadership a Driver of Positive Mental Health Culture 
   Gen Z is hungry for leadership and clear direction. That makes leadership behavior especially influential. For example, if a company says employees aren’t expected to answer emails while out sick, but executives do it anyway, the message gets lost. That’s why it’s critical for leaders to model healthy boundaries and visibly prioritize well-being. This reinforces that mental health is a business priority, not just a talking point.
2. Design for Flexibility, Then Define What That Means
    Gen Z wants flexibility. Offer mental health days, if possible, and set clear boundaries around availability such as when employees are and are not expected to respond to emails (after hours and weekends). Gen Z is still new to the workplace. Take the guesswork out of seeking support and understanding expectations by making policies visible, accessible, and stigma-free.

Delivering Support at Gen Z Speed 

This generation won’t dig through a benefits portal or wait weeks for an appointment. Often called “digital natives,” Gen Z is the first generation to grow up with the internet as a part of daily life, meaning speed is standard, from instant downloads to real-time feedback. If resources aren’t easy to find, free to use, and clearly communicated, they might as well not exist.  

To keep up, organizations should:

• Actively promote resources. Don’t wait for employees to seek out support. Use QR codes, Slack nudges, team huddles, and onboarding materials to highlight mental health offerings regularly and visibly.
• Embed mental health access into everyday platforms. Use app-based tools, employee portals, and text-based services that make support just a few taps away.
• Train managers to act as resource connectors. Equip frontline leaders to recognize when support is needed and quickly direct employees to the right tools. 
• Prioritize personalization and adaptability. Offer evolving options such as on-demand meditation platforms, burnout prevention training, and peer support programs tailored to shifting employee needs.

A Healthier Future for All

Gen Z is vocal, values-driven, and unafraid to leave workplaces that don’t meet expectations — especially when it comes to mental health. At the same time, generational differences in how mental health is discussed and supported can add strain to already complex workplace dynamics.

Gen Z is shaping the future of work and setting new standards for what employees expect from their employers. Addressing these challenges isn’t just a retention strategy — it’s a blueprint for building a resilient, inclusive, and thriving workforce. Organizations that commit to visible, flexible, and companywide mental health support will be better positioned to bridge generational divides and secure long-term success.