What Gen Z Really Wants: Benefits That Actually Matter 

Benefits for a generation redefining the workplace

Generation Z is now a fixture of the workforce, bringing a wave of fresh expectations that are reshaping how companies approach employee benefits. This generation spans vastly different life stages—from 18-year-olds starting their first jobs to 28-year-olds managing parenthood, career growth, and everything in between. Yet, they share common values and priorities that set them apart from previous generations. 

If you’re trying to figure out what benefits will actually attract, engage, and retain Gen Z employees, we’ve got the tea for you. Our Benefits Insights Report spotlights emerging trends around what matters most to this generation. Spoiler alert: it’s not all about the paycheck. Their priorities go beyond financial perks, reflecting a deeper desire for holistic well-being and genuine support. 

Understanding the Gen Z mindset 

Gen Z grew up during an era of rapid societal and technological change. Economic uncertainty, a global pandemic, social justice movements, and growing concerns about climate change shaped their view of the world. As a result, they’ve developed a unique perspective on what it means to thrive at home and at work. 

This generation prioritizes: 

• Mental and emotional well-being 
• Authenticity and transparency 
• Work-life balance 
• Social and environmental responsibility 

Unlike previous generations, Gen Z doesn’t view comprehensive benefits as just a nice-to-have—they see them as essential. Benefits that address real-life challenges, from mental health and student loan debt to family planning and financial wellness, resonate deeply. They’re looking for more than just a standard healthcare package; they want benefits that align with where they are now and where they’re headed in the future. 

Gen Z’s diverse needs: A generational breakdown 

An 18-year-old starting a part-time retail job has very different needs from a 28-year-old juggling a demanding tech career and new baby. But both deserve benefits that are relevant to their current stage of life. Employers who focus on flexibility and personalization can better meet these varying expectations.  

Younger Gen Z (18-22) tends to prioritize:  

• Mental health resources and counseling services  
• Student loan repayment or tuition assistance 
• Flexible work schedules and remote options
• Financial literacy programs for budgeting and saving
• Preventive healthcare services

Older Gen Z (23-28) typically focuses on:  

• Family planning, fertility support, and childcare assistance
• Opportunities for professional development and career growth
• Tools for advanced financial planning, such as retirement savings and homeownership support
• Comprehensive healthcare options tailored to family needs

Employers who offer flexible, customizable benefits packages that address these diverse priorities will be better equipped to attract and retain Gen Z talent. 

Top 5 benefits Gen Z actually wants  

1. Mental Health and Emotional Support: For Gen Z, mental health resources are a must-have, not an afterthought. This generation expects meaningful support through on-demand counseling services, stress management programs, and even workplace policies that encourage open conversations about mental health. Providing access to quality mental health resources can make a significant difference. 
2. Student Loan Assistance: With student debt reaching record levels, programs that help with student loan repayment or offer refinancing options are game changers for younger employees. Providing this kind of financial support demonstrates that employers are invested in their employees’ long-term well-being.  
3. Wellness Programs: Wellness programs are a key priority for Gen Z, as they strongly value their physical and mental well-being. They look for initiatives that go beyond the traditional approach, including options like fitness memberships, mindfulness apps, nutrition counseling, and stress management workshops. Programs that are flexible, inclusive, and accessible empower this generation to take a proactive approach to their health and create a better work-life balance. 
4. Family Planning Benefits: As Gen Z grows older, family planning benefits are increasingly important. This includes resources for fertility treatments, adoption assistance, and parental leave policies that reflect modern family dynamics. Offering inclusive, forward-thinking family planning options shows employees that their current and future needs are valued, building a deeper sense of loyalty and trust.
5. Financial Wellness Beyond 401(k)s: While retirement planning remains important, Gen Z also needs immediate help managing finances. Tools for budgeting, financial planning, and navigating benefits options are high on their list of priorities. Employers that provide these resources can help ease financial stress and build stronger trust.   

The bottom line: Benefits can be a competitive edge

Gen Z’s expectations aren’t unreasonable; they’re a response to the challenges of modern life. Companies that understand this and adapt their benefits strategies accordingly will gain a competitive edge in recruiting and retaining top talent. 

The most successful benefits strategies go beyond the basics, combining essentials like healthcare and mental health support with extras such as student loan assistance and flexible work policies. These thoughtful, well-designed packages show Gen Z employees that their well-being—both inside and outside of work—matters. 

By focusing on flexibility, personalization, and authentic care, your organization can create benefits packages that meet the diverse needs of Gen Z. In doing so, you can foster a workforce that’s not only engaged and productive but also loyal for years to come.   

Want deeper insights? 

Check out our Benefits Insights Report to learn more about what Gen Z and other generations want out of their benefits.