What Gen Z Wants From Remote Employers

Meet Gen Z. Born between 1997 and 2012, this generation is stepping into the workforce with expectations unlike those before them. Many of them launched their careers during the pandemic, logging on for their first job from a kitchen table instead of walking into an office. As digital natives, they’re comfortable online, but that doesn’t mean they want to work in isolation.

For tech leaders, understanding this generation isn’t optional. Gen Z was 18% of the US labor force in the second quarter of 2024 and is projected to reach 30% by 2030.

As a Howdy.com 2025 survey revealed, more than 1 in 3 remote workers in the US already feel isolated on the job. Employers that balance flexibility with community will be the ones that earn Gen Z’s loyalty.

Flexibility with balance

Gen Z wants choice, not chaos. Nearly 90% want some form of remote or hybrid work, but they’re also the least likely to prefer a fully remote setup. What they want is flexibility paired with clear expectations and structure.

Employers who can’t offer that risk losing Gen Z employees. Many say they’d leave a role that doesn’t provide flexible options.

Community

Remote work has a social cost. 40 percent of Gen Z employees report feeling lonely working from home, and 45% are considering jobs with more in-person interaction.

Social engagement matters. Howdy’s data reveals that 17% of US workers feel lonely at work, while 30% wish their workplace had more community. Even more striking, 77% say they’re more productive when they feel a sense of community, and 73% believe it’s crucial to their well-being.

For Gen Z, community is a baseline expectation. Employers who create opportunities for connection — whether through hybrid meetups, virtual events, or physical hubs like Howdy’s network of LatAm offices — are meeting Gen Z where they are.

Growth and visibility

Career growth is non-negotiable. Many Gen Z employees worry about being overlooked in fully remote setups, where informal learning and mentorship can be harder to come by. They want feedback, visibility, and clear development paths. Studies show they’re quick to turn down roles without growth opportunities, flexibility, or wellness support.

Well-being

Gen Z is the first generation to normalize talking about mental health at work. They expect employers to take well-being seriously. Claims for mental health care among this group doubled between 2019 and 2024. More than two-thirds say they’d accept lower pay in exchange for stronger health and wellness benefits.

Values

This generation scrutinizes culture as closely as compensation. Gen Z evaluates whether a company’s mission and values align with their own, especially around inclusivity, purpose, and social impact. Research from Deloitte backs this up: 75% of Gen Z want to work for organizations whose values align with theirs.

Practical support

Gen Z wants employers to acknowledge real-world pressures. Howdy’s research found that 56% of US workers say the cost of living has damaged their social lives. That context shapes how they evaluate benefits and policies: from financial support to flexible schedules to help with family responsibilities.

Global ambitions

For a growing share of younger employees, career plans and lifestyle plans go hand in hand. Howdy’s survey found that 1 in 4 Millennials and Gen Z are planning to move abroad in the next five years, often motivated by the high cost of living in the US, access to better social programs, and the chance to experience life in a different culture. More than 60% are already saving toward the move, with an average of nearly $30,000 set aside. For employers, this shift signals that flexibility now includes geography. Supporting workers who see international relocation as part of their future is becoming as important as offering hybrid work.

The rise of the digital nomad

The idea of a "dream job" is shifting, too. In a separate Howdy study, 76% of Gen Z and Millennials said living and working wherever they want is the new American Dream. Already, 16% of Gen Z identify as digital nomads, and another 26% plan to join them in 2025. They cite the joy of exploration, lower cost of living, and a desire for more intentional lifestyles. For employers, this means rethinking support systems — from time zone management to building international community — if they want to engage workers who see the world as their workplace.

Why this matters

Bottom line? Gen Z isn’t chasing beanbags and free snacks. They’re looking for employers who understand their world and can offer flexibility without chaos, community without micromanagement, and values that mean something. Companies that rise to that challenge can attract Gen Z workers while building a stronger, more resilient workplace.