Toni Frana, career expert at Zety.com 

Gen Z professionals have come of age during a time of great change across the country and the world. Advancements in technology, namely AI tools, have changed how they study, how they work, and even what the work landscape looks like. We shouldn’t forget the impact of the pandemic on Gen Z, either, as this generation, like all of us, was thrust into remote learning and remote working. There has undoubtedly been a constant state of flux for this generation as they’ve come of age. 

As a result, today’s new Gen Z professionals crave flexibility and well-being in their careers. They are also focused on avoiding burnout. While some from other generations may label this as being lazy, it is actually strategic. According to Zety’s internal resume template data, a recent survey of Gen Z workers found that 71% report experiencing burnout from being overworked or experiencing poor management at work. 

One way we see Gen Z leaning working to avoid burnout, and leaning into the need for flexibility and well-being, has been to focus on work perks like a four-day workweek. This gives them the opportunity for enough recovery each week as they learn how to manage their careers and negotiate for the benefits they want. 

Why Gen Z Is Pushing for a 4-Day Workweek 

New professionals are rethinking what makes work ‘worth it’. In fact, many in this age group don’t actually view their jobs as a long-term commitment, but rather a stepping stone which is a shift from previous generations. In fact, flexibility and work-life balance are top priorities-even beating out salary for Gen Z. This is a movement away from a hustle culture as Gen Z values output over face-time, which is why the push for a four-day work week makes sense to them. Data from Livecareer.com backs this up, as 67% of workers believe their productivity would increase in this type of schedule. 

Furthermore, the level of automation gained from AI tools can make room for a shorter workweek without impacting productivity. This generation of workers has grown up with a digital fluency and comfort unlike any before them, which brings a confidence in ability to complete tasks efficiently and effectively leveraging the support these tools provide. 

What the Data Says (and What Employers Care About)  

The majority of workers consistently say a flexible work schedule, such as a four-day work week, offers better work-life balance (61%), productivity (58%) and job satisfaction (59%). These benefits alone can help employers retain top employees and also gives them a recruiting advantage. Other benefits that match Gen Z priorities include work-from anywhere options and ownership over how their work gets done. As young professionals try to build careers while simultaneously protecting their time for things like rest, caregiving, side projects and mental health it’s possible that there will continue to be shifts in retention strategies for new employees. 

These work perks do bring up some concerns for employers, however. A four-day workweek can mean longer days which then risks employees feeling fatigue. Some employees also report a fear of an increased workload with a shift to a four day workweek. On the other hand, another appeal of a four-day workweek is lower demand for low-value meetings, more clear priorities, and a stronger focus on outcomes instead of time spent at a desk. Depending on how the company structures this type of work arrangement once it’s agreed to, there could be some growing pains and challenges with collaboration if everybody is not working the same four days each week. Setting clear expectations between employees and employers will help make sure this schedule is successful. 

For new workers who are interested in pursuing this type of schedule or another unique work arrangement, it’s helpful to have an understanding not only of the benefits, but also major concerns employers have about it and how it could impact the team, so when approaching a conversation to pitch this idea you can be prepared to negotiate successfully. 

Why People Hesitate to Ask  

While it’s easy to discuss what type of work flexibility is best for someone, many early-career professionals hesitate to ask for what they want. People fear sounding entitled, hurting their job prospects, and not having any leverage to ask to begin with. As careers begin, it’s important for people to remember that negotiation is a central part of growth. It’s not about making unreasonable demands, rather alignment with your own goals, and a value exchange with the employer. 

If a four-day workweek is something you’d like to negotiate, here are a few conversation starters to consider: 

• “I’ve been thinking about how I can stay productive while maintaining strong results.”
• “Is there any room to discuss schedule flexibility if I can meet the same goals and deadlines?”
• Would you consider a trial period or adjusted workflow to try this out for 60 days?”

The key when leaning into a conversation like this is to focus on the right things: productivity, output, deadlines, collaboration, and responsiveness. These are what the employer is most interested in, so an approach with these strategies in mind can help young professionals sound forward-focused and confident rather than entitled.  

Strategies for a conversation about a 4-Day Workweek

Keep these four strategies in mind when planning to discuss the possibility of a 4-day workweek with your employer: 

1. Start With the Value it Brings
   1. Productivity
   2. Efficiency
   3. Outcomes

2. Use Data to Support
   1. Bring receipts of your results, productivity and worker satisfaction
   2. Make it a business case, not a personal preference 

3. Offer a Short Trial
   1. Set a timeframe
   2. Set measurable goals
   3. Set consistent check-ins for trial timeframe

4. Be Flexible and consider alternatives
   1. Occasional Fridays off
   2. Hybrid Flexibility 

Another important consideration is timing around when to have this conversation. Some good options include during performance reviews, when taking on new responsibilities, and after proving reliability at work. Asking during a first interview, before having the opportunity to demonstrate value, or during company instability are situations to avoid asking for a modified schedule like this. Nuance is important as not every company will be ready for this type of flexibility.

Gen Z and the Future of Work 

Gen Z’s interest in a four-day workweek reflects a broader shift in how new professionals define what it means to have a good job. Stability, growth, fair compensation are important, however, life wellness outside of work is also a top priority for this working group. Advocacy, adaptability and a focus on value not just personal benefits will help progress this idea forward. 

Not every job or company will switch to this type of schedule, however, both employers and employees would benefit from more honest conversations about flexibility, workload, and what sustainable success looks like in the future of work.