Generation Z is often stereotyped as lazy and lacking resourcefulness, supposedly affecting their career prospects. Yet, according to a new report by Hays Poland and OFF school, members of Gen Z are increasingly embracing multi-jobbing—working in several roles simultaneously. Their motivations? Greater financial independence, a broader range of experience, and more effective time management.
For Gen Z workers, combining part-time roles is not just about earning more—it’s also about professional and personal development. When asked about the potential downsides of multi-jobbing, the most frequently cited concern was its impact on mental well-being.
Employers, meanwhile, view this trend more critically. While multi-jobbing may give companies access to broader skills without additional cost, they are also wary of HR and legal risks. And even when Gen Z employees stick to just one job, employers still often voice concerns—chiefly around the perceived lack of independence among younger staff.
Flexibility First: Why Gen Z Choose Multiple Jobs
Gen Z value freedom of choice, flexibility, and innovation. If a task can be done better, faster, or differently, they will take that approach. The same goes for work. Instead of committing to a single full-time role, many opt for multiple part-time engagements. Most typically pair two jobs (76%), while 17% juggle three. In 63% of cases, neither job is full-time.
The report, “Gen Boost 2025. Youth Redefine Work,” by Hays Poland and OFF school, confirms that young people are aware that multi-jobbing is not ideal. Nonetheless, they embrace it—primarily for financial reasons and the chance to develop in their areas of interest. While only 11% of Gen Z respondents criticize multi-jobbing, among employers, this figure jumps to 33%.
Source: Hays Poland & OFF school report “Gen Boost 2025. Youth Redefine Work”, October 2025.
Multi-Jobbing: Gen Z See More Pros than Employers Do
Both Gen Z employees and employers agree that working multiple jobs can support career development. Gen Z particularly appreciate the chance to earn more, gain experience, perform varied tasks, and accelerate career growth.
Employers, on the other hand, see benefits such as increased organizational knowledge (41%), employee development (40%), improved well-being (29%), and enhanced practical skills (28%). Notably, however, 29% of employers surveyed see no benefits at all from multi-jobbing—compared with just 2% of young workers.
“Although only a small fraction of Gen Z believe multi-jobbing offers no benefits, that doesn’t mean they glorify it. Quite the opposite—they recognize its challenges. However, it can be a real stepping-stone into adult life,”
—explains Wiktoria Nowak, Co-founder of GenbOOst and Project Manager at the OFF school Foundation.
Well-Being vs Security: Different Fears, Same Challenges
Both sides see drawbacks, but through different lenses. For Gen Z, the primary challenges revolve around mental health—overwork (75%), stress (64%), and communication overload (60%) from maintaining multiple roles. Almost half (47%) see burnout as a real danger.
Employers, however, worry primarily about legal and HR issues—data and information security, the quality of work, engagement levels, and reduced availability of multi-jobbing employees.
Source: Hays Poland & OFF school report “Gen Boost 2025. Youth Redefine Work”, October 2025.
These divergent perspectives show how differently generations experience workplace realities. Successfully managing multi-jobbers requires clear goals, defined responsibilities, and a well-structured workflow. Instead of micromanagement, employers should focus on open, transparent communication and trust-building.
Beyond Multi-Jobbing: Bridging the Gen Z Employer Gap
Trust and good communication are essential not only with multi-jobbers but with all young employees. This is especially crucial at the start of working relationships. The report reveals that multi-jobbing isn’t the only area where misunderstandings are common. Over 70% of employers believe Gen Z lacks key behaviors such as independence, transparent communication, and knowledge sharing. More than 60% say young workers struggle to give feedback and show initiative.
But the problem may not lie in Gen Z’s abilities—rather, in employer expectations that are not clearly communicated. The result is deepening distrust and missed opportunities for effective collaboration.
“Today’s managers entered the job market under entirely different economic conditions. They’re used to different norms. Gen Z, living under constant social pressure and online comparison, has a different relationship with work, career-building, and communication,”
—says Karolina Lis, Senior Director at Hays Poland.
Clear communication and mutual respect are essential to overcoming these divides. Only then can both sides benefit fully from the talent and potential of younger generations.
About the Report
The “Gen Boost 2025. Youth Redefine Work” report by Hays Poland and OFF school was based on a CAWI survey conducted between June and August 2025 among nearly 200 Gen Z employees and over 100 employers from other generations. The publication was endorsed by the Responsible Business Forum.
Source: https://ceo.com.pl/76-przedstawicieli-pokolenia-z-pracuje-na-dwoch-lub-wiecej-etatach-98203
