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Forget Hustle Culture: Gen Z Wants Massive Pay, Financial Safety Nets & a Fast Track to Retirement

How the youngest workforce is rewriting the rules of success, ditching the grind, and chasing freedom on their own terms.

Author

Ark
July 20, 2025

Gen Z’s Vision for Work and Retirement: A Shift in Priorities

Introduction

The dream of retiring to a serene hilltop or seaside cliff at 60 or 70 is a classic aspiration for many. However, today’s Generation Z (born between 1997 and 2012) has a strikingly different outlook. A recent survey by Moneymind, conducted across Singapore, Malaysia, Indonesia, Thailand, the Philippines, and China, explored the work and retirement aspirations of young people aged 21 to 28. The findings reveal a generation prioritizing early retirement, financial security, and work-life balance while navigating economic challenges that may complicate their plans.

Retirement Ambitions: Aiming for the 50s

The survey indicates a strong desire among Gen Z to retire earlier than previous generations. A majority of respondents across the six countries plan to retire by their 50s, with only 16% expecting to work into their 60s. Just 6% believe they may never be able to stop working, highlighting a near-universal aspiration for retirement. This shift reflects a broader trend: for Gen Z, work is not the central pillar of identity. Instead, they value personal hobbies and other pursuits, viewing work as a means to an end rather than a lifelong commitment.

“Gen Z doesn’t see work as their central identity. They have a work identity, a personal hobby, and other things they value dearly. So, I’m not surprised that they see work as less important, as manifested by early retirement intentions,” notes a Moneymind analyst.

Economic Realities vs. Aspirations

Despite these ambitions, experts caution that Gen Z’s early retirement goals may clash with economic realities. Youth unemployment is a significant hurdle, particularly in China, where it approaches 20% for those under 25—the highest across all age groups. Similar trends are observed in Southeast Asia, including Singapore. This high unemployment rate suggests that while Gen Z aspires to retire early with substantial wealth, securing stable, well-paying jobs to build that wealth remains a challenge.

“Everyone wants to retire early with a lot of wealth in their bank account. In actuality, data across China and Southeast Asia shows youth unemployment is the highest across all age groups,” an expert explains. “They may find it challenging to achieve their goals.”

Work Preferences: Stability Over Gig Economy

The survey challenges the stereotype that Gen Z prefers freelance or gig work. Across all countries, the preferred work arrangement is a full-time job. Respondents in China were the most likely to prioritize full-time employment, while in Indonesia, many favored a full-time job supplemented by a side hustle. This preference for stability suggests that participation in the gig economy is often not a choice but a necessity driven by the inability to secure full-time employment.

“The idea that Gen Z is actively choosing freelance or the gig economy is misleading. They might be forced to engage in it because they cannot secure full-time, gainful employment,” the analyst adds.

Job Hunting Priorities: Money and Flexibility

When job hunting, Gen Z prioritizes financial security above all else, followed closely by work flexibility. Workplace culture and career development, while important, rank lower. This focus on financial stability and flexibility underscores Gen Z’s desire for a balanced life where work supports personal goals rather than dominating them.

Work-life balance, however, is not just a Gen Z concern—it’s a productivity factor. Research shows that poor work-life balance reduces productivity, making it in the best interest of both employees and employers to prioritize it. Organizations that fail to offer flexibility may struggle to retain Gen Z talent.

“If you don’t have work-life balance, productivity correspondingly decreases. It’s in the best interest of both employers and employees, including Gen Z, to ensure balance is appropriately given,” the analyst emphasizes.

Debunking the Job-Hopper Myth

Another stereotype—that Gen Z are frequent job-hoppers—is also challenged by the survey. Across the six countries, staying in a job for less than a year was the least popular option. Most respondents aim to stay in a role for at least three years, with Singaporeans averaging 2.9 years and Chinese respondents favoring a longer tenure of 4.6 years. This suggests that Gen Z values stability but is willing to move if a job doesn’t meet their expectations for financial benefits, autonomy, or work-life balance.

“They know they want financial benefits, autonomy, and work-life balance. If organizations don’t offer that, they’re certain they don’t want to stay long,” the analyst observes. “But jumping into something new and learning again is cognitively taxing, so one year isn’t the timeframe they’re looking at.”

Regional Nuances and Tailored Policies

While Gen Z’s needs are broadly similar, regional differences exist. For example, Chinese respondents highly value recognition, suggesting employers in China could focus on creating avenues for acknowledgment. In Singapore, financial benefits are a top priority, indicating that competitive, benchmarked salaries could be key to attracting and retaining talent. Multinational companies operating across these regions should tailor their policies to address these nuances.

“For companies that are multi-regional, they may want to look at national differences and cater policies to different employee segments,” the analyst suggests. “Differentiated policies will ensure that employees’ needs are met in each country.”

Conclusion

Generation Z is redefining the world of work with a focus on early retirement, financial security, and work-life balance. However, their aspirations face significant economic challenges, particularly high youth unemployment. Employers must adapt by offering stable, well-paying jobs with flexibility and tailored benefits to attract and retain this generation. As Gen Z navigates the complexities of the modern workforce, their clarity of purpose—valuing life beyond work—signals a cultural shift that organizations and policymakers must address to align aspirations with reality.