Generation Z in the Czech Labour Market: Growth Yes, Routine No
Generation Z – young people born between 1995 and 2010 – is entering the Czech labour market with a strong emphasis on personal growth, meaningful work, and a friendly workplace environment. At the same time, employers appreciate their digital skills and creativity. A new study reveals alignment in the shared emphasis on development, but also tensions regarding expectations of flexibility and routine tasks. “Generation Z is not a problem, but a partner for innovation,” says Jan Pospíšil from the Faculty of Management at the Prague University of Economics and Business, the lead author of the study.
The research, conducted in April 2025, combines survey responses from students at economics universities with interviews with employer representatives. It shows that young people born around 2000 are not lazy, as some commentators suggest – for 67.6%, work is considered “very important.” Their priorities include professional growth, stability, and financial remuneration, reflecting the stable Czech labour market with persistently low unemployment.
What Does Generation Z Really Want?
Students rated opportunities for growth highest (average 4.44 on a 1–5 scale), followed by a friendly workplace culture (4.35) and financial rewards (4.30). Meaningfulness of work is crucial for 73% of Czech Gen Z respondents, exceeding the global average.
Gender differences also emerged: women place greater emphasis on teamwork and growth, while men prioritise stability. For example, 55.56% of men prefer full-time employment, whereas 45.51% of women are willing to adapt to the situation. “Young people want work with deeper meaning that allows them to grow – not just routine,” explains Jan Pospíšil.
Where Do Employers and Young People Diverge?
Employers praise Generation Z for their digital literacy, adaptability, and creativity. However, they also point to difficulties with routine tasks and traditional procedures. Young employees expect flexibility and work–life balance, which companies often fail to provide. This mismatch may be a key factor contributing to higher turnover among young workers.
“The biggest discrepancy lies in the approach to routine – Gen Z needs a sense of purpose, while companies often offer traditional models,” says Mojmír Sabolovič, co-author of the study and Dean of the Faculty of Management at the Prague University of Economics and Business.
The Context of the Czech Labour Market
The long-term labour shortage and demographic ageing give Generation Z a stronger bargaining position in the labour market. Unlike older generations, they have no experience with the pre-1989 regime and its work ethic, making them more self-confident and more demanding in terms of transparent communication.
The study highlights the necessity of dialogue for the successful integration of young people into the workforce. It also addresses challenges for the education sector. The research was published as Chapter 4 in the book Gen Z at Work in Central and Eastern Europe, issued by the prestigious publishing house Routledge and edited by Elżbieta Wąsowicz-Zaborek and Adam Oleksiuk. This first comprehensive perspective on the topic can help companies and educational institutions prepare for the future.