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But if you cut through the headlines and look at the actual numbers, the reality is more nuanced and more future-facing. Flexible and remote work aren’t going away. They’re evolving. And the next generation of professionals is shaping what comes next. Let’s Start With the Data The UK’s CIPD Flexible and Hybrid Working Practices 2025 report found that over 1.1 million workers left their jobs in the past year due to a lack of flexible working options. That’s 3% of the workforce. Among younger employees, that number is even higher. 53% of UK employees said they feel pressure to spend more time in the office, and yet 80% said flexible work has improved their quality of life. A third reported better career prospects… up from 22% in 2022. So, why the disconnect?
Gen Z is entering the workforce with new expectations: autonomy, flexibility, clarity, and purpose. And when companies ignore those values, people leave.
“wellbeing” as a top reason for accepting or leaving a role. They’re also far less tolerant of rigid hierarchies and presenteeism: the idea that being seen in the office equals value. When companies ignore these shifts and default to “butts in seats,” they miss the point and they miss the talent. Reframing What “Workplace Experience” Really Means We often hear workplace experience framed as something that happens in a physical office: ergonomic chairs, good coffee, team lunches, maybe a ping-pong table.
A Misalignment Between Leadership and Talent Many employers still consider remote work a binary choice: in-office versus at home. But for younger professionals, especially Gen Z, it’s not about location. It’s about experience. Gen Z is entering the workforce with new expectations: autonomy, flexibility, clarity, and purpose. And when companies ignore those values, people leave. According to Gartner’s 2024 Workforce Futures Report, Gen Z employees are 2.5x more likely than Boomers to rank
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GLOBAL PAYROLL MAGAZINE ISSUE 17
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