Gen Z appears to be shouldering a heavier emotional burden than their predecessors.

Nearly half (46%) report feeling stressed – a stark contrast to the 35% of other employees.

The 2025 Employee Benefit Trends study from MetLife – which surveyed nearly 3,000 full-time employees – has uncovered troubling patterns among the youngest members of the workforce.

Not only are they stressed; they are also burnt out.

• 44% of Gen Zs admitted to exhaustion vs 34% in other generations
• 35% described themselves as depressed vs 20% of older workers
• 30% feel lonely at work vs 22% reported by other generations

The numbers also reveal an engagement crisis: while 79% of Baby Boomers say they feel engaged at work, only 60% of Gen Z say the same.

This disengagement spills into productivity and job satisfaction. Just 64% of Gen Z workers feel productive, and only 59% say they are happy at work, compared to 86% and 71%, respectively, among Boomers.

Also Read: 5 things Gen Z expects at work

The financial burden weighing down Gen Z

Beyond emotional wellbeing, financial anxiety looms large for Gen Z. Only 50% feel they have achieved a reasonable level of financial health, lagging behind the 58% of older employees who feel the same.

Their expectations for financial success are also dramatically high – some believe they need US$9.5 million (S$12.8 million) in savings to be considered financially secure.

Given this lofty benchmark, it’s unsurprising that many Gen Z workers lean on family, friends, or government assistance for financial support.

Rising living costs, high interest rates, and a tough housing market all exacerbate Gen Z worries.

“These people are trying to save money for major life expenses when everything costs more. That fits in with the context of why they are experiencing stress and depression,” said Todd Katz, executive vice president of Group Benefits at MetLife.

Katz believes Gen Z’s financial struggles are a key driver of their stress, depression, and overall declining health.

The decline of holistic health among Gen Z

Gen Z workers’ holistic health, or their overall physical, mental, social, and financial wellbeing, is immense under strain.

Less than a third of Gen Z workers (31%) consider themselves holistically healthy. Compared to previous generations at the same life stage, Gen Zs feel:

• Less successful (-5 percentage points)
• Less happy (-8 percentage points)
• Less engaged (-8 percentage points)
• More stressed or anxious (+11 percentage points)
• More overwhelmed (+9 percentage points)

The widening gap is striking – there is now a 26 percentage point divide between Gen Z (the least healthy workforce cohort) and Baby Boomers (the healthiest).

Also Read: The struggles of Gen Z workers

How can employers help Gen Z workers?

Overall, Gen Zs are grappling with higher levels of stress, burnout, and financial strain compared to their older colleagues. The findings highlight the urgency for business and HR leaders to rethink how they support this emerging talent pool.

The good news? Employers have a unique opportunity to turn the tide.

1) Offer tailored benefits

With multiple generations in the workforce, a one-size-fits-all approach no longer works. Gen Z places high value on student debt assistance, childcare support, pet insurance, commuter benefits, and emergency savings programmes. Expanding benefits beyond traditional health insurance to include these options can significantly improve their financial and mental well-being.

2) Improve communication

Employees can only benefit from workplace perks if they know what’s available and how to use them.

“Employers must communicate benefits in a way that helps workers understand how to match them to their needs,” said Katz. This should extend beyond open enrolment periods to ensure that employees remain aware of their options throughout the year.

3) Encourage benefits use

Even when organisations offer a strong benefits package, many employees fail to make full use of it. If workers don’t engage with their benefits or have a poor experience, their overall satisfaction and wellbeing suffer.

Employers should not only provide benefits but also help employees navigate them effectively to maximise their impact.

Without intervention, the declining engagement, productivity, and happiness among Gen Z could spell trouble for long-term workforce stability.

However, with thoughtful adjustments to workplace culture, benefits, and communication strategies, experts believe businesses can turn Gen Z’s workplace experience from a survival game into a success story.