It’s no secret that Gen Z is feeling financially stressed.

According to our new report, “Motivating and retaining Gen Z employees,” nearly two-thirds of Gen Z employees report ongoing financial stress. And that stress follows them to work, showing up as burnout, distraction, absenteeism, and turnover. Employers shouldn’t leave Gen Z to deal with these issues alone—they should meaningfully show up for their Gen Z workforce and help them reduce or manage their financial worries. It’s good for people and for business. 

As HR and people-ops leaders, you don’t need to overhaul your entire comp strategy or organization to make a difference for Gen Z workers. You can support Gen Z employees financially in low-cost, high-return ways that make significant day-to-day differences for them and you. 

Let’s break down the financial wellness benefits that Gen Z needs to feel motivated, and how you can implement them.

Methodology

For this report, we surveyed over 250 Gen Z employees in the U.S. across various industries and job levels about their workplace experiences. Since the cut-off point for the Millennial generation varies in research, typically ranging from 1994 to 1997, we gathered responses from employees aged 18 to 30 at the time of publication.

We also surveyed 25 human resources and people operations professionals across America to understand the employers’ perspective, potential challenges, and benefits of having Gen Z employees, and strategies for motivating and retaining a Gen Z workforce. 

Download the report to access key findings and explore the main themes highlighted below.

Gen Z’s biggest financial stressors  

Gen Z is expected to make up one-third of all workers by 2030. They are graduating into debt, entering the workforce during record inflation, and paying rent in markets that feel out of control. For Gen Z, making ends meet often feels like a daily scramble, especially when their financial climate leaves them without savings. 

According to our report, just over 62.1 percent of Gen Z employees — nearly two-thirds — are experiencing occasional to constant financial stress.

Living paycheck to paycheck

Most companies pay their employees biweekly or monthly. But life doesn’t operate on that neat schedule. 

Over two-thirds of Gen Z employees live paycheck to paycheck. When asked how they deal with surprise expenses, some shared stories of turning to gig work, credit cards, borrowing from friends and family, or even just “praying and hoping for the best.” 

Imagine trying to focus on work while quietly worrying whether you’ll be able to make rent, or even pay for gas on the way home—you can’t. 

Lack of savings

Many Gen Z employees don’t have even a month’s worth of emergency savings, according to the Financial Post. This, along with paycheck-to-paycheck living, means that what could be considered “minor” emergencies—a flat tire, a surprise bill, or even a grocery run between paydays—can throw an employee’s budget into chaos. 

This means that many young employees are living in a constant cycle of stress that impacts their morale, productivity, and even attendance at work.  

How employers can engage Gen Z 

HR professionals are uniquely positioned to advocate for and offer benefits that help Gen Z employees manage their financial stress. With financial wellness programs, businesses can help their employees feel more financially secure while also seeing returns by way of increased productivity and morale, and less absenteeism. 

Earned wage access (EWA)

Gen Z grew up in an on-demand world. They can stream a movie, order a ride-share, or check out an e-book from the library within seconds. But when it comes to accessing the money they’ve already earned? Many are stuck waiting.

82% of Gen Z employees say it's important for their employer to offer earned wage access. 

Earned wage access, or EWA, allows employees to access a portion of their earned wages before payday for low or no cost. They’re pay advances, but for the modern world, without any administrative headache for you. With EWA, employees can tap into their already-earned wages in just a few quick clicks. 

Rewards and recognition 

Fifty percent of Gen Z employees told us that they struggle to feel heard or valued at work. For Gen Z, work isn’t just about a paycheck—it’s about purpose, progress, and feeling seen. 

Nearly 40 percent of Gen Z employees say they wish their workplace offered a recognition program. But for this generation, recognition doesn’t mean annual awards. They value real-time appreciation, public shoutouts, and personalized rewards that reflect who they are, not just what they have accomplished.

With ongoing recognition from both peers and managers, you will see a truly engaged Gen Z workforce. Consider incorporating recognition programs that include:

• Instant, peer-to-peer recognition tools
• Personalizable, easily redeemable rewards like gift cards or wellness perks
• Public praise through internal communications 
• Regular milestone celebrations—think birthdays, anniversaries, or big wins

Recognized actions get repeated. With a recognition tool, you can reinforce positive behaviors that lead to your business goals. 

Our report also covers the importance of personalized perks and financial education programs for Gen Z employees and how to implement them—download it for free to read more. 

The right benefit  programs for Gen Z

Rolling out financial benefits doesn’t have to be overwhelming. Starting small, staying consistent, and focusing on what Gen Z employees truly need can go a long way. 

Begin by asking Gen Z team members about their priorities through surveys or conversations to ensure benefits are relevant and valued. Once their needs are understood, choose solutions that address key areas like flexible pay, budgeting, savings, and personalized financial education—ideally through mobile-first, easy-to-use platforms. It's crucial to ensure the benefits are accessible, aligned with employee concerns, low-lift for admins, and measurable in impact.

Effective communication is also key. Since Gen Z prefers concise and engaging content, share benefit information across multiple short-form channels like Slack, team meetings, or short videos. Consistent messaging that connects benefits to real-life outcomes—like reducing stress or avoiding payday loans—helps increase adoption. 

Equipping managers with training and tools to confidently support financial wellness conversations can amplify program success. Lastly, continuously measure and adapt based on usage and feedback to keep your efforts aligned with evolving employee needs and business goals.

Build a workplace where Gen Z thrives  

Gen Z is rewriting the rules of the workplace, and employers who want to retain and motivate this generation need to adapt accordingly. 

Taking an active role in your employees’ well-being is more than just motivation for Gen Z, it’s a requirement. It strengthens culture and creates a connected workplace that is unified in working towards your company's goals. 

The most impactful benefits that businesses can offer Gen Z are centered around their real lives. Implementing these tools doesn’t require a massive overhaul—it simply starts with asking questions, listening, and taking small, meaningful, and measurable actions.

Want more actionable insights on supporting Gen Z employees?

Download the full report, “Motivating and retaining Gen Z employees,” to get the data, ideas, and strategies your HR team needs to lead the future of work to drive your business goals.