Gen Z has spoken. At a time when burnout is rising, work-life boundaries are eroding, and 48% of employees check emails during annual leave, traditional workplace benefits aren’t cutting it.
Old school perks such as ping-pong tables and Pizza Fridays are out, in favour of a more personalised, practical, and meaningful approach to wellbeing at work. For manufacturers competing in a tight labour market, getting this right isn’t a luxury, it’s business-critical.
Gen Z doesn’t want perks. They want impact.
Having grown up in a world of economic instability, mental health awareness, and technological acceleration, Gen Z’s view of a good employer goes far beyond salary.
According to BHN Extras’ Stretch It 2025 research, Gen Z employees want:
● An organisation that supports them inside and outside of work
● More choice of benefits (66%) compared with Baby Boomers (40%)
● Flexible benefits that align with rising living costs and employee wellbeing
While 76% of C-suite executives say their burnout has improved in the past five years, just25% of junior managers say the same. Working remotely or office-based makes little difference. It’s the level of support, or lack of it, that defines the experience.
In manufacturing environments, where team members are often on their feet or on-site, the challenge of creating real, accessible support is amplified. That’s why benefit strategies must go beyond surface-level fixes.
Usefulness drives retention.
Today’s employees expect choices tailored to their lifestyle, priorities and values.
Flexible hours remain the most commonly used benefit across the workforce, but Gen Z and Millennials are driving demand for initiatives like cycle to work schemes, home and tech discounts, and practical wellness perks. Why? Because they’re built around real needs.
Rethink connection at work.
Outdated initiatives like ‘happy hour’ are fading. Nearly half of employees (46%) say they no longer socialise with colleagues after work, with financial pressure being a factor for many, particularly women.
This doesn’t mean employees are disengaged. It signals a need to create connection through inclusive, on-the-job touchpoints, especially important for factory teams who may not have access to remote or hybrid models. Tailored benefits platforms can offer shared value without forcing a one-size-fits-all approach.
So, what now?
The message from Gen Z is clear: stop thinking of benefits as superficial perks and start treating them as strategic tools for building a resilient, motivated, and loyal workforce.
Flexibility is just the starting point. Gen Z is already demanding more tailored, meaningful support, and if businesses don’t adapt, they’ll face growing disengagement across their teams.
At BHN Extras, we help organisations of all sizes, including those in manufacturing, meet this shift head-on, with cost-effective, personalised benefits that support financial wellbeing, lifestyle needs, and long-term loyalty.
Author: By Peter Dando, Senior Director, Employee Benefits at BHN Extras
