December 4-2025
By: Marisa
We all know that Gen Z (those born roughly between the mid-1990s and early 2010s) has now become a dominant force in the workforce. They are not just the next generation; they are the generation redefining the meaning and value of work.
For Gen Z, competitive salaries are merely the baseline. They are not just looking for a job—they are seeking purpose, flexibility, and integrated balance. This means our traditional Compensation & Benefits (C&B) strategies—standard health insurance and annual bonuses—are no longer effective.
Gen Z demands personalization, including when it comes to benefits. This is where flexible, wellness-focused C&B strategies become a major differentiator.
Gen Z’s C&B Pillars: Financial Comfort and Holistic Well-Being
To attract and retain Gen Z, we must invest in two areas they prioritize most:
- Financial Comfort Through Flexibility (Financial Wellness)
Generation Z enters the workforce carrying significant student debt and facing rising living costs. They are extremely sensitive to cash-flow constraints.
Earned Wage Access (EWA)
EWA—accessing earned wages before payday—has become one of the most attractive modern benefits.
- Why It Works:
EWA eliminates the need for Gen Z employees to take microloans or high-interest debt when unexpected expenses arise (e.g., motorcycle repairs, urgent bills). - Role of HR:
Select EWA providers that offer low or zero transaction fees for employees. Treat EWA as a financial wellness support system, not merely a loan service. This demonstrates the company’s genuine care for employees’ day-to-day financial health.
Customizable Benefits (Cafeteria-Style Benefits)
Avoid forcing all employees to accept the same benefit package.
- Practical Implementation:
Allow Gen Z employees to reallocate certain benefit components. For example:- exchanging unused eyeglass allowances for self-development funds (online courses or professional certifications), or
- converting unused benefits into additional internet quota for hybrid work.
This gives them control over the value they receive.
- Investing in Holistic Well-Being (Total Wellness)
Gen Z is the most vocal generation about mental health and work-life balance. Wellness programs must go beyond simply offering gym memberships.
Mental and Emotional Health Programs
- Therapeutic Access:
Ensure health benefits include confidential, easily accessible counseling or therapy sessions. For many Gen Z employees, mental health support is just as essential as physical health insurance. - Mental Health Days:
Allow additional leave (beyond annual leave quotas) dedicated as Mental Health Days—no detailed justification required. This normalizes taking breaks from work pressure.
Hybrid/Remote Work Stipends
Most Gen Z employees enjoy flexible work arrangements, but they also recognize the costs (electricity, Wi-Fi, ergonomic chairs).
- Stipend Focus:
Redirect transportation or office lunch allowances into monthly stipends to support remote work setups at home. This acknowledges the company’s appreciation for efficient work environments—wherever employees may be.
Gen Z is looking for employers who don’t just pay them to work—but who invest in their lives, growth, and peace of mind. When we offer benefits aligned with their values, we are not merely compensating employees—we are building long-term loyalty.
Learn more and consult with the expert team at Qando Qoaching at https://campsite.bio/qqgroup, and stay updated through our official social media channels.
Let’s move forward together toward a greater Indonesia!
