High Intentions to Leave Among Young Workers Linked to Remote Work and Long Hours

In a new study conducted by CORNER, a human resources consulting firm, the rising inclination of young employees to leave their jobs has been observed, particularly among those working remotely and putting in long hours. The research targeted 514 Z Generation employees within their first three years of employment and took place from August 29 to September 4, 2025. Here are the main findings from this detailed report.

Summary of Findings

By Work Style

- Remote Workers' Sentiment: Employees who have the option to work remotely demonstrated a stronger intention to leave their jobs compared to those who work strictly on-site. The latter group exhibited a preference for staying in their current roles.
- Common Complaints: Remote workers expressed significant dissatisfaction regarding factors such as the speed of salary increases and promotions, along with a lack of clarity regarding their achievements and career prospects. In contrast, those without remote work options reported dissatisfaction chiefly related to a lack of flexible working arrangements.
- Work-Life Balance Perception: Remote workers highlighted a disparity in their ability to balance convenience with meaningful work, as they often felt it was easier to work but lacked a sense of accomplishment. Conversely, those who work primarily on-site faced challenges regarding workplace convenience.

By Overtime Hours

- Overtime Impact: For employees who worked more than ten hours of overtime weekly, the inclination to leave significantly increases, climbing to about 70%. This was echoed by rising dissatisfaction regarding work flexibility and promotional opportunities.
- Learning Opportunities: Interestingly, despite the high workload, employees working long hours often remained retained due to the opportunities for learning and relationship-building available to them.
- Expectations vs. Experience: An evident gap exists between the desire for a fulfilling work-life balance and the actual experiences in the workplace. Those with fewer overtime hours also reflected a notable lack of fulfillment in their work roles.

Key Findings on Work Style and Intent to Leave

The data suggest a correlation between flexible work environments and increased turnover intentions. The quality of inter-relational feedback tends to be unstable in fully remote or hybrid work settings, which can exacerbate the desire to leave.

The Balance Between Comfort and Engagement

In the case of remote workers, while job ease is high, there is a stark absence of fulfillment, underscoring the need for companies to focus on creating an environment that fosters both convenience and meaningful engagement.

Conditions Desired in Job Transitions

Many prefer job conditions that include competitive salaries but emphasize personal growth opportunities, recognition, and team contribution as vital factors during their job transitions.

Conclusion

The survey reveals that, for Generation Z, simply providing flexible and comfortable working conditions is no longer sufficient for retaining talent. Companies must creatively design roles, evaluations, and career development pathways to ensure young professionals can feel a sense of personal growth and contribution in their work environments. The approach to managing workload should not just focus on reducing hours but rather enhancing flexibility and satisfaction regarding evaluations—a complex, yet necessary, undertaking for modern businesses.

Survey Overview

- Title: Labor Conditions and Z Generation's Intent to Leave: A Study
- Target Group: Z Generation (born after 1996), employed full-time for three years or less
- Survey Period: August 29 to September 4, 2025
- Sample Size: 514 individuals (256 from the first year, 258 from the second and third years)
- Conducted by: CORNER in collaboration with Macromill
- Methodology: Web-based questionnaire

For those interested in downloading the full survey report, including additional insights aimed at preventing employee turnover and enhancing retention strategies, please visit the official CORNER website here.