Gen Z vs Gen X: Rethinking Support for a Multi-Generational Workforce

Today’s workforce is made up of five generations, but two stand out for HR leaders: Gen Z, the youngest cohort entering the workplace, and Gen X, seasoned professionals often balancing career with complex family responsibilities. Both are vital to organisational success - and both need more from employers than ever before.

In our recent webinar with HR Review, Gen Z vs. Gen X: Who Needs More From You as an Employer?, we explored these challenges with expert insights from Jennifer Liston-Smith (Bright Horizons), Catherine Ritchie (Clifford Chance LLP), and James Marsh (The Guardian).

Watch the full discussion on-demand here.

A Generational Divide?

Gen Z is often portrayed as demanding and tech-obsessed. In reality, they’re driving positive change in the workplace. They want meaningful work, mental health support, and flexibility, but they also crave community. Far from hiding behind screens, they’re forming workplace clubs, and social groups to build connection and a sense of belonging.

Gen X, meanwhile, faces a different challenge of being a part of the “sandwich generation”, simultaneously caring for children and ageing parents while managing high-pressure roles. This is not just a personal struggle – it’s a business issue, too. And without adequate support, organisations risk losing experienced talent to burnout.

What the Data Tells Us

report digs deeper into what both generations are seeking in the workplace:

• say career ambition matters more than before.
• 57% say family is a higher priority than previously.
• 75% of 18–34-year-olds experienced childcare breakdowns that disrupted work last year.
• Challenges with eldercare and pet care are also becoming key factors affecting workplace productivity.

Our webinar poll echoed these findings, with nearly half of attendees stating that eldercare is the most neglected area of family support, while a third singled out Gen Z as needing more attention. But the biggest takeaway? 35% believe all generations need more support than they currently receive.

Want to dig into the data? Download the full UK Work+Family Snapshot 2025 report

Why This Matters

These findings are not solely about providing perks for employees; it’s about practical solutions. When care responsibilities collide with work, productivity suffers. Employees take emergency leave, cancel meetings, or even exit the workforce. But when organisations invest in practical solutions like Back-Up Care, flexible policies, and coaching, they see measurable ROI through engagement and retention.

What Good Looks Like

Clifford Chance is a good example of how an organisation can keep great people while supporting sustainable performance. Their approach includes:

• Hybrid working with trust-based flexibility, empowering employees to manage life and work.
• Mental health champions across age groups, normalising conversations about wellbeing.
• Back-Up Care for children and elders: a lifeline for employees facing sudden care gaps.
• Community initiatives, from running clubs to workplace choirs, Clifford Chance create belonging beyond job titles.

The Way Forward

Employers need to move beyond one-size-fits-all benefits. The future of work demands:

• Listening, not assuming: Understand what your people truly need - don’t rely on generational stereotypes.
• Life-stage support: From planning parenthood to eldercare and even pet care, every stage matters.
• Culture and trust: Flexibility works when it’s underpinned by trust and clear expectations.
• Practical solutions: Back-Up Care, coaching, and resources reduce stress and keep productivity on track.

Gen Z might sometimes be the loudest voice, but every generation needs more. Organisations that respond with empathy, flexibility, and inclusive support will not only retain talent; they’ll future-proof their workforce.

Explore more insights and stay ahead of HR trends with our resource library.