Job Market by Generation Statistics for 2026

Overview

The modern workplace is experiencing its most significant generational shift in history. By 2030, Millennials and Gen Z will make up 74% of the global workforce, fundamentally reshaping employer expectations, workplace culture, and career trajectories. Understanding these generational differences is critical for both job seekers and employers navigating today's competitive market.

This report compiles verified statistics from leading research organizations to reveal how each generation experiences unemployment, job satisfaction, compensation expectations, and workplace values. The data challenges common stereotypes while highlighting real differences in how generations approach work, career growth, and work-life balance.

💡 Key Insight:

Gen Z workers change jobs nearly 3 times faster than Baby Boomers did at the same career stage—not due to disloyalty, but driven by a desire for career growth and development opportunities. Their average job tenure in the first five years is just 1.1 years compared to 2.9 years for Boomers.

Key Statistics

74%

of the global workforce will be Millennials and Gen Z by 2030

Source: Deloitte Gen Z and Millennial Survey, 2025

8.3%

unemployment rate for workers ages 20-24 vs. 3.1% for workers 55+

Source: U.S. Bureau of Labor Statistics, November 2025

1.1 years

average Gen Z job tenure in first 5 years of career, compared to 2.9 years for Baby Boomers at same stage

Source: Randstad Gen Z Workplace Blueprint, 2025

51%

of Gen Z and 47% of Millennials will leave their job in 2025 if they don't get a raise

Source: Checkr Future of Work Report, 2025

Detailed Findings

Workforce Composition and Unemployment Rates

74% — Projected percentage of global workforce that will be Millennials and Gen Z by 2030 (Source: Deloitte, 2025)
30% — Gen Z will make up 30% of the U.S. workforce by 2030 (Source: BLS via NACE, 2024)
8.3% — Unemployment rate for workers ages 20-24 in November 2025 (Source: BLS, 2025)
3.9% — Unemployment rate for workers ages 25-54 in November 2025 (Source: BLS, 2025)
3.1% — Unemployment rate for workers ages 55 and over in November 2025 (Source: BLS, 2025)
8.6% — Workers age 65+ will represent 8.6% of the U.S. labor force by 2032, up from 6.6% in 2022 (Source: Pew Research Center, 2023)
53.1% — Employment rate for youth ages 16-24 in July 2025 (Source: BLS, 2025)

Job Tenure and Career Mobility by Generation

1.1 years — Average tenure for Gen Z in the first five years of their career (Source: Randstad, 2025)
1.8 years — Average tenure for Millennials in the first five years of their career (Source: Randstad, 2025)
2.8 years — Average tenure for Gen X in the first five years of their career (Source: Randstad, 2025)
2.9 years — Average tenure for Baby Boomers in the first five years of their career (Source: Randstad, 2025)
33% — Gen Z workers who plan to change jobs within the next year (Source: Randstad, 2025)
22% — Gen Z attrition rate, nearly double that of Millennials (Source: Randstad, 2025)
45% — Gen Z workers who currently hold traditional full-time roles (Source: Randstad, 2025)
31% — Gen Z employees with full-time jobs who would prefer to combine their role with a side hustle (Source: Randstad, 2025)
70% — Gen Z recent graduates who expect to be promoted within the first 18 months of employment (Source: Ripplematch, 2025)

Compensation Expectations and Financial Security

60% — Workers across all generations who say compensation is the #1 motivating factor when accepting a new job (68% for Millennials) (Source: Checkr, 2025)
51% — Gen Z workers who will find a new job if they aren't given a raise going into 2025 (Source: Checkr, 2025)
47% — Millennials who will find a new job if they aren't given a raise going into 2025 (Source: Checkr, 2025)
20% — Baby Boomers who will find a new job if they aren't given a raise going into 2025 (Source: Checkr, 2025)
43% — Gen Z workers who felt the most underpaid in 2024 when compared to all generations (Source: Checkr, 2025)
48% — Gen Z who say they do not feel financially secure (Source: Deloitte, 2025)
46% — Millennials who say they do not feel financially secure (Source: Deloitte, 2025)
55% — Workers across all generations who want higher compensation from their managers in 2025 (Source: Checkr, 2025)
74% — Gen Z workers who would leave a job due to unsatisfactory salary (Source: CAKE.com, 2024)

Workplace Happiness and Engagement

44% — Workers overall who said they were happy at work in 2024 (Source: Checkr, 2025)
35% — Gen Z workers who reported being happy at work in 2024 (Source: Checkr, 2025)
42% — Millennials who reported being happy at work in 2024 (Source: Checkr, 2025)
50% — Gen X workers who reported being happy at work in 2024 (Source: Checkr, 2025)
50% — Baby Boomers who reported being happy at work in 2024 (Source: Checkr, 2025)
23% — Global employee engagement level (Source: Gallup State of the Global Workplace, 2024)
52% — Millennials who expect to be happier at work in 2025 (Source: Checkr, 2025)
48% — Gen Z who expect to be happier at work in 2025 (Source: Checkr, 2025)

Work Values and Priorities by Generation

89% — Gen Z employees who want purpose-driven work (Source: Deloitte, 2025)
6% — Gen Z workers whose primary career goal is to reach a leadership position (Source: Deloitte, 2025)
31% — Gen Z who decided not to pursue higher education (Source: Deloitte, 2025)
92% — Gen Z graduates who want to be able to discuss mental health at work (Source: Monster State of the Graduate Report, 2024)
78% — Gen Z workers who want to receive recognition and appreciation from their bosses (Source: Deloitte Generation Z Workforce Experience Study)
60% — Gen Z employees who want their higher-ups to show they care about their well-being (Source: Deloitte)
44% — Gen Z workers who would reject a job based on their ethics or beliefs (Source: Deloitte, 2024)

Remote and Hybrid Work Preferences

71% — Gen Z workers who prefer a hybrid workplace (Source: LinkedIn State of the Labor Market)
23% — Gen Z who want to work in an exclusively remote role (Source: Gallup, 2025)
6% — Gen Z who prefer an on-site job (Source: Gallup, 2025)
45% — Baby Boomers who use hybrid schedules in 2025, up from 30% previously (Source: Gallup via Forbes, 2025)
52% — Gen X workers who use hybrid schedules in 2025, up from previous levels (Source: Gallup via Forbes, 2025)

AI Adoption and Technology in the Workplace

75% — Gen Z workers who use AI to learn new skills (Source: Randstad, 2025)
55% — Gen Z employees who use AI to solve problems at work (Source: Randstad, 2025)
50% — Gen Z who use AI tools in their job search (Source: Randstad, 2025)
79% — Gen Z who say they can learn new skills quickly (Source: Randstad, 2025)
39% — Gen Z workers concerned that AI usage at work could result in lower pay (Source: Checkr, 2025)
54% — Millennials who have serious concerns about job security if AI becomes comparable to human work (Source: Checkr, 2025)
74% — Gen Z and 77% of Millennials who expect GenAI to change their work within a year (Source: Deloitte, 2025)

Entry-Level Job Market Challenges

29 percentage points — Decline in entry-level job postings (0-2 years experience) since January 2024 (Source: Randstad, 2025)
35% — Decline in junior tech roles since January 2024 (Source: Randstad, 2025)
25% — Decline in logistics entry-level roles since January 2024 (Source: Randstad, 2025)
24% — Decline in finance entry-level roles since January 2024 (Source: Randstad, 2025)
40% — Business leaders who believe Gen Z graduates are not prepared for the workforce (Source: Intelligent Survey, 2024)
45% — Hiring managers who say Gen Z is the most challenging generation to work with (Source: Resume Genius, 2024)

🔍 Manager Perspective:

While 75% of managers report difficulty meeting Gen Z's workplace expectations, 42% also acknowledge that Gen Z has fostered a more casual and flexible work atmosphere. The generational gap reveals both challenges and opportunities for workplace evolution.

What This Means for You

If You're Gen Z or a Millennial Job Seeker

Your generation faces unique challenges: higher unemployment rates (8.3% for ages 20-24), a 29-percentage-point decline in entry-level job postings, and financial insecurity affecting nearly half of your peers. However, you also bring valuable skills—75% of Gen Z use AI to upskill, far outpacing older generations.

Leverage your strengths: Emphasize tech fluency, AI skills, and adaptability. Don't apologize for wanting fair compensation—60% of all workers now prioritize pay. Focus on companies offering clear growth paths, since 70% of Gen Z expect promotion within 18 months and lack of career progression is your top reason for leaving.

If You're Gen X or a Baby Boomer

You benefit from significantly lower unemployment rates (3.1% for 55+) and decades of professional experience. However, with older workers now expected to represent 8.6% of the labor force by 2032, prepare for longer, phased careers and embrace knowledge transfer opportunities.

Stay competitive: Hybrid work has become mainstream, with 45% of Boomers and 52% of Gen X now using hybrid schedules. Invest in continuous learning and consider how your institutional knowledge can mentor younger colleagues—this creates job security and demonstrates ongoing value.

Understanding Generational Career Mobility

Gen Z's 1.1-year average job tenure isn't "job-hopping"—it's growth-hunting. Contrast this with Boomers' 2.9 years at the same career stage, and you'll see the difference reflects market conditions, not work ethic. With entry-level roles declining 29% and 33% of Gen Z planning to change jobs within a year, this generation is adapting to a fundamentally different job market than previous generations experienced.

Compensation Expectations Across Generations

The data is clear: 51% of Gen Z and 47% of Millennials will leave without a raise in 2025, compared to just 20% of Boomers. This isn't entitlement—it's financial necessity. Nearly half of Gen Z and Millennials don't feel financially secure, and 43% of Gen Z report feeling underpaid compared to other generations.

For all job seekers: Compensation is now the #1 motivating factor across all generations (60%), with Millennials leading at 68%. Don't be afraid to negotiate and demonstrate your value through metrics and achievements.

Workplace Culture and Values Matter

Gen Z's 89% desire for purpose-driven work and 92% wanting to discuss mental health openly represents a fundamental shift. Only 35% of Gen Z report being happy at work compared to 50% of older generations—a 15-point happiness gap that employers must address through culture, benefits, and authentic values alignment.

All generations increasingly value hybrid work (71% of Gen Z prefer it), work-life balance, and transparent career paths. The future workplace will accommodate these shared priorities.

Prepare for AI and Technology Integration

Gen Z leads AI adoption (75% use it to upskill, 55% use it to solve work problems), but 39% also fear it will lower their pay. Meanwhile, 54% of Millennials worry about job security. The solution: Become AI-literate regardless of generation. AI won't replace you, but someone who uses AI effectively might.

Methodology

This report synthesizes data from government agencies (U.S. Bureau of Labor Statistics), global research firms (Deloitte, Randstad, Checkr), academic institutions (Pew Research Center), and industry surveys conducted between 2024-2026. All statistics are verified and cited with source and publication year.

Generational definitions follow Pew Research Center standards: Gen Z (born 1997-2012), Millennials (1981-1996), Gen X (1965-1980), Baby Boomers (1946-1964). Unemployment data is seasonally adjusted and sourced from official BLS publications.