Job hoppers or change makers? Why 7 in 10 Gen Z are switching jobs

Loyalty to the workplace was once sobriqueted as the most cherished professional ethic. However, here comes the present generation, the "Generation Z", emphatically and proudly challenging the status quo.

This generation has ubiquitously established its presence in the headlines. More often than not, however, they have been renowned for their "not-so-professional work ethics."A crucial question reverberates through the corridors of corporates: Why can't Gen Z stick to one place? But before treating the young generation as the scapegoat, can we take a look beyond the shown picture? The job hoppers are not over-demanding but are rewriting the rules of the workspace—rules that ought to be written.Renowned for not settling for anything less, this digital-native generation is bound to redefine the workplace in more ways than one. With 69% of Gen Z professionals ready to switch roles and over 50% open to going fully remote for better pay, according to a survey by Deel, a global HR platform, what appears on the forefront may seem capricious. But it is, in fact, a meaningful shift in the meaning of work.For Gen Z, loyalty is not counted by the calendars you flipped in the same cubicle, but by what you have brought to the table.

Old ladder, new climb

Stepping away from their predecessors notion, who climbed the corporate ladder rung by rung, often trading off their stability, Gen Z has entered a workforce dominated by uncertainty and innovation. The COVID-19 pandemic shattered illusions of permanence, while remote work blurred boundaries and widened perspectives. Then comes Artificial Intelligence, effectively penetrating apprehensions of job loss in the hearts of the young generation.

What has emerged is a cohort that is less afraid to walk away and more determined to take a leap towards purpose, growth, and fairness.The difference lies in priorities:Where older generations were taught to stay put and prove themselves, Gen Z is asking, prove what to whom, and at what cost?While Gen X and Millennials were conditioned to endure for delayed rewards, Gen Z demands transparency and immediacy, especially when it comes to pay, equity, and development.According to Deel’s April-May 2025 survey, two in five Gen Z white-collar workers in India are not satisfied with their pay, despite India recording the fastest salary growth globally (11%) for this age group. In cities like Delhi-NCR (55%) and Mumbai (48%), the discontent is especially pronounced, fed by high living costs and stagnant wage structures.

Breaking the mold, not just the contract

Gen Z is not only switching jobs, they are mutely challenging the system that once defined success.

Deel’s research highlights not financial strain, but a sense of structural exclusion. A staggering 61% believe older colleagues receive preferential access to promotions, flexibility, and development opportunities. This isn’t just a pay issue, it’s a power imbalance or maybe favouritism.They’re not climbing the ladder; they’re redesigning it.And rather than waiting in line for their turn, the impatient generation is building a new queue, or leaving the building entirely.

Many are turning their eyes to global roles that offer better pay and more inclusive cultures. In Bengaluru, Mumbai, and Chennai, more than two-thirds of Gen Z workers would leave for a global remote role if the compensation is right.

From job hoppers to system shapers

It is easy to sideline Gen Z as fickle or entitled. But that misses the forest for the trees. This is a generation shaped by economic volatility, social awareness, and technological agility.

They are not switching jobs because they are confused; they are doing it because their goals are crystal clear about what they deserve.In truth, they may be the trailblazers the workforce needs. They are not burning bridges; they are building new ones. And in doing so, they are forcing companies to ask tough but overdue questions about what loyalty, leadership, and labour mean in 2025.

So the next time a young employee walks out, it may not be impatience; it may be because they don’t feel valued. Perhaps, it’s not an exit, but a wake-up call.