In our latest Work Index, we've analysed millions of data points on demand for different working environments and cultures. And we've found that increasing numbers of younger workers would forgo working from home in order to secure a new role. 

This latest analysis pooled data insights from a record sample of over 2 million job seekers - the largest number we've ever recorded - between January 2025 and March 2025.

And the findings come as labour market pressures intensify. Amidst Trump’s tariffs and higher taxes for employers taking effect, job vacancies fell to the lowest level in nearly four years in April. It's tougher out there than it has ever been.

Gen Z willing to forgo WFH to secure jobs

In these tough times, rising numbers of younger workers would sacrifice working from home in order to secure a new role, according to our latest data. At the same time, latest ONS figures show that the number of young people not in employment, education, or training (NEET) is at an 11-year high. 

Demand for ‘location flexibility’, where employees are able to work from home at least some of the time, is in decline amongst Gen Z (categorised for the purposes of this analysis as individuals aged 16 to 28). 12% fewer Gen Z job seekers listed location flexibility as a key criteria for new roles in March, compared to the start of the year. Demand for location flexibility increased amongst all other age groups during the same time period. 

Gen Z is also now least likely to want ‘remote-first’ roles - where there is no need to attend offices - compared to other age groups. Less than a quarter (24%) of Gen Z wanted remote-first roles in March, versus over a third (35%) of Gen X (individuals aged 45 to 60).

All job-seekers axe 4-day weeks from wishlists

Unlike working from home, 4-day weeks are a benefit that workers of all ages are sacrificing when looking to secure new jobs. While still popular on wishlists, they are being labelled 'nice-to-haves' as people face the struggle of job hunting in 2025.

Demand for 4-day weeks has been consistently high since Flexa started recording demand for the benefit in March 2023. But by March 2025, just 27% of all job seekers wanted 4-day weeks. This follows a 31% decline in demand for 4-day weeks since the start of the year, and a huge 43% decline over the last 12 months.

This shift in expectations aligns with the reality of cutbacks, whereby squeezed employers are rolling back freedoms for staff as well as hiring plans. In anticipation of tax hikes in April, the UK Government dropped plans to give workers the ‘right to switch off’, amidst concerns about the extra costs it could create for companies.

Two-fifths of job seekers want mental health support

The impact of current labour market pressures on younger generations in particular also align with a rise in demand for mental health support. 

In January, a third (33%) of all job seekers wanted roles offering mental health support. This figure rose to nearly two-fifths (37%) by March, as demand for mental health support increased amongst all age groups except Boomers (individuals aged 61 to 79). 

By contrast, just over one-fifth (22%) of Boomers wanted roles offering mental health support at the start of the year. This figure remained unchanged by March.

The generational gap in demand for mental health support tallies with NEET levels amongst young people, and the likelihood that workers in the advanced stages of their careers are better protected from current job market pressures.

Molly Johnson-Jones, CEO & co-founder of Flexa, comments:

“The balance of power sits firmly with employers in the current labour market. This is reflected in the sheer number of job seekers as well as the scope of roles that individuals are looking for. 

“Younger workers tend to be hailed as the biggest advocates for working from home. But Flexa data shows that Gen Z is currently least likely to want to work remotely full time, and is becoming less likely to prioritise location-based flexibility when seeking jobs. 

“It’s clear that job seekers are both aware of the competition for roles and feeling the pressure, with demand for mental health support continuing to rise. Workers have made it clear where they can and can’t compromise. Now it’s over to employers to offer the support that teams most need to ride out turbulent times and come out on top together.”