Concerns around health, wellbeing and a desire for flexibility are changing the working habits of younger workers, who are more likely to take extended sick leave, switch careers or industries and accept lower-paying jobs in exchange for a better work-life balance, according to research.
Data provided to HR review by consultancy Barnett Waddingham shows that two-thirds (66%) of workers aged 18-24 have taken extended leave due to illness within the past five years. This compares with just 26 percent of those aged 55 and over. Among those aged 25-34, the figure stands at 61 percent. Additionally, over a quarter (27%) of younger workers reported being away from work for periods lasting between one to five months.
These trends coincide with higher levels of stress, anxiety and burnout reported among younger age groups. The data suggests that wellbeing is no longer seen as secondary to career progression for a growing portion of the workforce. As younger employees encounter increased mental health challenges, extended absences and career reevaluations have become more common.
Career breaks and new directions
Beyond short-term leave, career breaks are also gaining traction. More than a quarter (28%) of 18-24 year-olds have already taken a career break, with an additional 29 percent planning to do so. Among 25-34 year-olds, 22 percent have taken similar steps and 23 percent intend to follow suit. These breaks are often motivated by a desire to focus on personal wellbeing and reassess long-term career goals.
The appetite for change is also visible in the number of younger workers changing industries altogether. Over one in five (22%) 18-24 year-olds say they have already made such a move, and 37 percent plan to switch industries in future. For 25-34 year-olds, 23 percent have transitioned to a new field, with 28 percent intending to do so soon.
These findings show a wider pattern of disengagement with traditional career paths. Rather than climbing a fixed corporate ladder, younger workers are increasingly focused on finding roles that align with their personal values and offer greater fulfilment and well as flexibility.
Trade-offs for flexibility and work-life balance
Younger employees are also willing to make financial compromises to achieve better work-life balance. According to the study, 26 percent of workers aged 25-34 and 24 percent of those aged 18-24 have already taken a lower-paying job for this reason. Among the youngest group, nearly a third (30%) are considering a similar move in the near future.
Despite ongoing efforts from many employers to encourage a return to office-based working, expectations around flexibility remain consistent across age groups. Remote and hybrid models have become embedded preferences, with younger workers in particular seeing them as non-negotiable.
This evolving mindset is pushing employers to reevaluate their workforce strategies. Businesses that fail to recognise these shifts risk higher attrition rates, lower employee satisfaction and productivity losses.
Data-driven strategies to support younger talent
Julia Turney, Partner and Head of Platform and Benefits at Barnett Waddingham, said the research reflects a fundamental change in workplace expectations.
“We are witnessing a fundamental redefining of people’s attitudes towards work. Younger workers are rejecting the traditional corporate ladder, while prioritising their wellbeing and work-life balance above all else.”
Turney warned that organisations must adapt their approaches or risk losing vital talent. “If businesses don’t offer the flexibility that these people expect, they could struggle to retain crucial talent while risking a disengaged workforce and stretched bottom line.
“Employers are now walking a financial tightrope. The organisations that use data to understand the core needs of their workforce – rather than taking a one-size-fits-all approach – will be best placed to retain talent, boost engagement and future-proof their business.”
