India’s youngest professionals are rewriting the meaning of work. A new report by Randstad India reveals that Generation Z is challenging long-held ideas about loyalty, job stability and career growth — placing flexibility, fair pay and purpose above all else. Their choices are already reshaping how companies across India attract and retain talent.
Born between 1997 and 2007, Gen Z now numbers more than 350 million people, roughly 27% of India’s population. As they enter the workforce in greater numbers, they are redefining what work means and what they expect from employers. For companies, this represents both a challenge and an opportunity to reimagine their culture and strategies in an age of rapid technological and social change.
The report finds that Gen Z professionals place pay and flexibility almost at par in importance. While fair compensation remains a fundamental demand, these workers also value when, where and how they work. Traditional perks such as additional leave or retirement benefits no longer command much attention. Instead, Gen Z seeks meaningful work, learning opportunities and a sense of belonging. Many cite travel opportunities and the ability to work remotely as major retention drivers. “These preferences reflect Gen Z’s global outlook and their desire for exposure at the workplace. They aren’t disloyal—they simply want growth, both personal and professional,” the report says.
Vishwanath PS, Managing Director and CEO of Randstad India, said organisations must adapt to these shifts. “Companies that enforce lifelong learning, inclusivity and flexibility are not only attracting Gen Z talent but also retaining it for the long run,” he said, urging employers to rethink how they design jobs and development pathways.
This generation’s willingness to switch jobs often does not necessarily reflect disengagement, the report emphasises. Rather, it shows a pragmatic understanding of work as part of a larger journey. For employers, this mobility can be turned into an advantage—by offering purpose-driven roles and the freedom to grow, companies can cultivate loyalty built on respect rather than tenure.
Globally, Gen Z is known for its confidence and agility, and the Indian data reinforces this. Nearly half of all respondents expect to stay with their current employer for only one to five years, and just 8% imagine a lifelong commitment—well below the global average of 17%. Around 38% anticipate moving within a year, compared with only 23% of millennials and 14% of Gen X. Low pay remains the leading cause of early exits, cited by 41%, followed by misaligned values and lack of growth opportunities. For Gen Z, pay is not just a salary figure—it signals recognition and respect.
Despite their restlessness, most Gen Z professionals are not reckless. Eighty-one per cent of Indian respondents say they feel strong and capable in their roles even as they keep an eye on better opportunities. However, only 82% feel valued, compared to 93% of millennials and 89% of Gen X, pointing to a gap in recognition and mentorship.
Sander van ’t Noordende, CEO and chair of Randstad’s executive board, said Gen Z’s hunger for progress is often misinterpreted. “They are moving not because they want to move, but because they are looking for opportunities to grow,” he said. “Organisations need to think about how they can create these opportunities—whether through new responsibilities, intermediary levels, or mentoring relationships that make them feel they are advancing.” Some Indian firms, he added, are already introducing additional layers of responsibility to offer visible progress.
The report also highlights that Gen Z’s decisions are guided by long-term thinking. Over 94% of Indian Gen Zs say they weigh long-term aspirations before choosing new roles, far exceeding the global average of 79%. Noordende believes this forward-looking approach could be one of India’s biggest strengths, given its demographic edge. “Their vitality and sheer numbers could power India’s economic strides if organisations channel their ambitions effectively,” he said.
Keeping this generation engaged will demand more than pay hikes. The report shows that Gen Z’s top three priorities are compensation (37%), flexible hours (25%) and work-life balance (22%). Perks like extra leave appeal to just 11%, compared with 22% globally—clear evidence that they prefer real rewards and meaningful growth over cosmetic benefits.
As this energetic cohort becomes the backbone of India’s workforce, companies that offer learning, mentoring, flexibility and purpose are likely to lead the race for talent. “Gen Z is not demanding—they are determined,” Noordende said. “They want to learn, contribute and grow. Organisations that understand this will shape not just their futures, but India’s too.”
A Delhi-based young legal professional planning to switch jobs because of long office hours, said, “As times are changing, maintaining a healthy work-life balance has become increasingly difficult, with many organisations expecting employees to work longer hours, which eventually leads to burnout. That’s why the younger generation values flexibility.”