Gen Z in the workplace is changing the game — here’s how to support different generations

Today's workplaces are more diverse than ever. It's not just cultural differences — the modern workplace is a melting pot of employees from different generations from Baby Boomers, Gen X, Millennials, and Gen Z all working together. Each generation has its own working style, values, and lifestyle preferences.

The biggest challenge for HR professionals in today's workplaces is to create a benefits package that suits all generations.

The good news? You don't need multiple employee benefits packages to cater to the varying demographics of your workforce. By strategically choosing the right offerings, you can build a unified, all-in-one benefits package that resonates with employees across age groups.

What’s the breakdown of generations in the workforce?

Understanding workforce demographics helps you make smarter benefits decisions. Let’s take a look at the current breakdown:

• Baby Boomers (born 1946-1964): ~15% of the U.S. workforce
• Gen X (born 1965-1980): ~31% of the U.S. workforce
• Millennials (born 1981-1996): ~36% of the U.S. workforce
• Gen Z (born 1997-2012): ~18% of the workforce

While Gen Z currently makes up the smallest segment of the workforce, it's the fastest-growing — making it essential for HR leaders to understand and plan for their needs.

What are the benefits of a multi-generational workforce?

Tailoring your benefits strategy to reflect the diversity of a multi-generational workforce can boost engagement, retention, and recruitment efforts across generations. But why is that important? And is it worth putting in the effort? Let’s dive into the benefits of a multi-generational workforce:

Diverse perspectives and ideas

Where Baby Boomers bring historical context and long-term industry experience, Gen Z can offer fresh perspectives and acuity in a technology-driven world.

Better mentorship opportunities

76% of employees think mentorship opportunities are important. If your employees all have the same level of experience, it becomes more difficult to curate good, fulfilling mentorship opportunities. A generationally diverse talent pool can offer a wealth of different experiences, making mentorship pairings more impactful.

Improved customer experience

A multi-generational team can better relate to customers across age groups, allowing you to tailor offerings to a broader audience.

Bigger talent pool

When you tailor your employee benefits to appeal to multiple generations, you automatically widen your talent pool. For example, offering flexible work arrangements may make more Gen Z candidates look at your job listings, where robust retirement benefits may make generations who are closer to retirement take note.

Employee benefits that appeal to a multi-generational team

We know benefits aren’t one-size-fits-all, but there are some ways to optimize your employee benefits strategy to hit on the things that are important across generations. Here are the top six benefits that help you build a well-rounded, multi-generational benefits package.

1. Healthcare coverage

As healthcare costs rise, quality coverage remains a priority for everyone.

• Baby Boomers and Gen X often look for comprehensive coverage and long-term care.
• Gen Z and Millennials prioritize mental health support and preventive care.

Offer flexible plans like HSAs, direct primary care, and telemedicine to meet these diverse needs.

2. Financial planning and support

Financial planning and support come come in many shapes and sizes, and your people will likely need different levels of support depending on their current life stage.

For the older generations like Baby Boomers and Gen X who're nearing retirement, traditional retirement plans like 401(k) with employer matching remain the most attractive choice.

On the other hand, younger generations who are just getting with their careers appreciate financial wellness benefits that help them start their long-term investments on the right foot. These types of benefits help your team increase their overall financial literacy, which can be a net positive for employee engagement.

Choosing a vendor that offers the full spectrum of financial planning and support is a win for you and your team. We love Origin (a Nava Preferred Partner!) because they offer everything from real-time financial guidance to estate planning.

3. Flexible work arrangements

83% of employees prioritize work-life balance. Beyond that, 54% of employees would consider leaving their current job if it didn’t offer flexibility.

This benefit spans generations in its impact because each generation has unique reasons for needing that workplace flexibility. Millennials and the older population of Gen Z are balancing work with family. Baby Boomers and Gen X are starting to ease into retirement and may be paring down the hours they work in a week. They may also be navigating elder care responsibilities and health concerns that come with age.

Flexible work arrangements can come in a variety of forms, including:

• Remote work
• Hybrid work
• Flexible hours
• Part-time work
• Compressed work weeks
• Unlimited PTO
• Extended leave options

4. A wide variety of time off and leave categories

Time off is important across the board, but when your workforce spans multiple generations, your employees will need to take time off work for different things. Creating time off and leave policies that reflect the varying needs of your employee base not only shows you care, but it will support them in their decision to take that time. Here are a few leave types to consider including your time off policy:

• Parental leave for all parents, regardless of gender or type of birth: When leave policies aren’t clearly outlined—especially for non-birthing or adoptive parents—it can create confusion or the impression that taking time to bond with and care for a new child isn’t supported or encouraged.
• Caregiver Leave: In the U.S., 65% of individuals with long-term care needs rely on family or friends for support. The chances are high that you have employees—especially among older generations like Baby Boomers and Gen X—who are balancing full-time work with caregiving responsibilities. Offering dedicated time off for caregiving, along with access to care-related benefits, empowers your team to support their loved ones without the added stress of compromising their work, risking burnout, or having to choose between their job and their family.
• Bereavement leave: Bereavement leave is a valuable benefit for a multi-generational workforce because it recognizes that employees across all life stages may experience loss—whether it's a grandparent, parent, spouse, or even a close friend. Providing time to grieve and process that loss fosters a culture of empathy, respect, and psychological safety for everyone.

5. Wellness programs

Following the pandemic, 77% of adults agree they've become more health-conscious and prioritize their fitness and mental health goals. Wellness programs can help older generations manage existing conditions and improve their quality of life. For Millennials and Gen Z, it can help them better manage their stress and build long-lasting healthy habits.

Plus, physical wellness isn’t just good for your employees — it’s good for business. To promote wellness across generations, offer options to subscriptions like:

• Fitness classes through nation-wide vendors like Wellhub
• Wellness apps
• Nutrition counseling
• Wellness coaching

6. Professional development opportunities

Employees at all stages of their careers appreciate opportunities to learn, grow, reskill, and upskill. Supporting employees in their professional development helps build a culture of learning and demonstrates your commitment to the career advancements of your workforce. Even better, some of the best professional development opportunities don’t cost a dime. Consider these professional development benefits:

• Mentorship and coaching programs
• Tuition reimbursement
• Clearly defined career paths
• Access to learning & development platforms

Using technology for benefits across generations

As technology becomes increasingly central to how employees access and engage with their benefits, it's important to ensure digital solutions meet the needs of a multi-generational workforce. Gen Z — true digital natives — will not only use but expect mobile apps, real-time chat support, and self-service portals as standard features of their benefits experience. Millennials similarly value convenience, transparency, and digital-first communication. On the other hand, Baby Boomers and some Gen X employees may face steeper learning curves when navigating new platforms, particularly if interfaces are complex or lack clear guidance.

To ensure equitable access, employers should prioritize intuitive, user-friendly designs and offer multiple modes of engagement — such as phone support, printed materials, or in-person guidance — so all employees, regardless of age or tech proficiency, can confidently access and use their benefits. Bridging the digital divide in this way reinforces inclusion and maximizes the value of your benefits investment.

Hear more about generational stereotypes in the workplace and how to foster inclusivity among a diverse employee population in a recent Missing Chapters webinar with Kate Richmond, Chief Talent Officer at WE Communications.

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