Over half of Gen Z workers in the UK are considering taking on second jobs to cover basic living expenses as the cost-of-living crisis reshapes how younger employees engage with work and view their primary employment.
That’s according to research from people engagement firm Boostworks, which found that 19 percent of Gen Z and 11 percent of Millennials already hold second jobs. Financial pressure is the primary driver of this trend across all generations, cited by 71 percent of Millennials, 69 percent of Gen X, 59 percent of Baby Boomers and 57 percent of Gen Z respondents.
Nearly half of Millennials (49%) and 44 percent of Gen Z workers said financial stress is affecting their ability to concentrate at work.
“The vast majority of young workers are taking on second jobs because they simply can’t make ends meet,” said Jo Werker, CEO at Boostworks. “It’s draining – mentally, physically and financially. When people are stretched this thin, it’s hard to stay focused or engaged. Employers may want to consider whether their current packages are keeping pace with what employees are really facing day to day.”
Side hustles point to financial strain rather than ambition
Boostworks is urging employers to consider that the rise in side hustles is not necessarily a reflection of ambition or entrepreneurial spirit. While those qualities may be present, the research suggests that for many the decision to pursue additional work stems from financial necessity.
Werker added, “If more employees are turning to second incomes, it could be a sign that existing pay and benefits aren’t fully meeting their needs. This is a chance for employers to evolve their strategies to better support people in their primary roles, helping them stay focused, motivated and well.”
The report highlights an opportunity for employers to reflect on how their reward and benefits programmes align with the needs of their workforce. As financial pressures increase, addressing gaps in support could be key to sustaining engagement and retention.
Practical benefits valued by younger employees
While employees across all generations appreciate performance-based bonuses, the research shows a strong appetite among younger workers for practical financial support. Among Gen Z respondents, 74 percent expressed interest in financial education and planning tools, indicating a preference for guidance and proactive financial management.
Millennials and Gen X employees placed greater emphasis on shopping discounts, cashback and rewards programmes. Baby Boomers continued to favour traditional performance-based bonuses, with 40 percent identifying these as a key benefit. Werker warned that the financial challenges facing younger workers are unlikely to ease without intervention.
“We recognise that side hustles can offer fulfilment and entrepreneurial opportunity, particularly for Gen Z, but it’s important to understand why so many are turning to them out of financial necessity,” she said.
The research calls on employers to consider tailoring benefits strategies to meet the different needs of a multigenerational workforce, as what may seem like a minor perk to one employee could represent vital financial relief to another.
