Generation Z, comprised of individuals born between approximately 1997 and 2010, is increasingly occupying a significant portion of the job market. By 2030, it is estimated that one in three active professionals will belong to this generation, and in some sectors, they will represent more than 50% of the workforce. With a digitally native profile and a worldview shaped by technology, they bring new expectations to the corporate environment. However, these same characteristics that differentiate them are also among the factors that most expose them to layoffs, whether by their own decision or by companies.
According to Deloitte Global 's 2025 Gen Z and Millennial Survey , Generation Z is prone to constant change, and companies are facing difficulties in retaining this demographic. The problem, however, is not limited to high voluntary turnover and the perception that the company is an exchange of experiences rather than the sole purpose of being with a single company for 40 years. Many resignations are involuntary and are related to behaviors and expectations that clash with the prevailing organizational culture.
1. Difficulty adapting to the corporate environment.
Although Generation Z is fluent in the use of technology and innovation, there is still a large contrast between the work style they expect and the reality of many companies. Rigid hierarchical structures, excessive bureaucracy, and leadership that is not open to dialogue often generate discomfort. In many cases, the young professional ends up unable to adapt, and this is reflected in a lack of engagement, decreased productivity, and, ultimately, dismissals.
Ricardo Dalbosco , PhD and specialist in the future of work and multigenerational communication, explains that "Generation Z does not accept blind commands. This audience wants to understand the purpose behind the orders and actively participate in decisions. When the corporate environment does not offer space for this dialogue, conflicts arise that can lead to premature departure."
2. Expectations misaligned with reality
Generation Z seeks purpose, flexibility, and rapid advancement. Many young people join companies expecting accelerated career progression, freedom to manage their routines, and benefits aligned with well-being. When they encounter rigid environments with few opportunities for growth and inflexible work policies, frustration arises. This misalignment impacts engagement and can lead to both voluntary departures and negative evaluations resulting in dismissal.
3. Issues related to mental health
Research from the American Psychological Association reveals that Generation Z reports the highest levels of stress and anxiety. This data becomes even more relevant in the workplace, where pressure for results, an accumulation of tasks, and a lack of emotional support increase vulnerability. The result is evident: absenteeism, loss of focus, and difficulty maintaining healthy professional relationships. When adequate support is lacking, many companies end up opting to replace these employees.
Furthermore, surveys show what the biggest stressors reported by this generation are: 77% of Generation Z adults cite work as a significant stressor (compared to 64% of adults overall); 81% indicate money as a relevant source of stress (also above the 64% of all adults); and 46% cite the economy as a source of concern (a number close to the overall 48%).
4. Low tolerance for frustration
Generation Z grew up in a context of instant gratification , driven by rapid access to information, social media, and instant digital consumption. This experience has shaped professionals who, in many cases, demonstrate low tolerance for lengthy processes or negative feedback. In high-pressure environments, where resilience is essential, this characteristic can lead to direct clashes with leaders and colleagues, accelerating the risk of job loss.
5. Generational conflicts in the workplace
According to Dalbosco, currently, up to five generations in the same organization . This creates an environment rich in diversity, but also prone to clashes of vision and language. While older generations value hierarchy, seniority, and discipline, Generation Z prioritizes autonomy, flexibility, and authenticity. The result is a tense environment, in which small differences in perception can turn into recurring friction. Many dismissals occur precisely because companies and professionals fail to transform these clashes into mutual learning.
How Generation Z can reduce the risk of job loss.
To avoid job losses, Generation Z needs to invest in self-management and career ownership . The first step is developing behavioral skills such as assertive communication, resilience, and emotional intelligence. These elements are fundamental for dealing with pressure and the diversity of profiles within companies.
Another essential point is to seek mentors . Learning from more experienced professionals accelerates adaptation and helps to better understand organizational dynamics. Similarly, aligning expectations transparently with managers avoids frustration and creates an environment of trust.
Taking care of mental health should also be a priority. Establishing self-care routines, seeking professional support when necessary, and respecting personal boundaries are attitudes that contribute to greater job stability. Finally, it is crucial to connect one's own purpose with the real impact of the role. Professionals who find meaning in what they do tend to have greater motivation and a lower risk of dismissal.
The main reasons for Generation Z employees leaving are not related to a lack of technical skills, but rather to a misalignment of expectations, difficulty adapting to the culture, and managing their emotions. This is a generation that values purpose and authenticity , but still needs to learn how to deal with the challenges of corporate environments that don't always keep pace with the speed of change.
