Gen Z’s influence on NHS workforce dynamics
Gen Z is transforming the NHS workforce, driving shifts in workplace expectations, flexibility and retention challenges. This article will focus on the experience of healthcare workers under the age of 30.
Work related stress among healthcare workers aged between 21–30 increased by 14% between 2013 and 2023, with more than half (52%) of young professionals reporting stress has negatively impacted their healthi.
Across all sectors, Gen Z is reshaping workplaces with a strong focus on wellbeing, diversity and inclusionii. As the most ethnically diverse generation in England, they bring unique perspectives shaped by a tech-driven upbringing and the disruptive impact of COVID-19.
Now the third-largest generation in the UK workforce, comprising over 4.3 million employeesiii, Gen Z highly values purpose, accountability, social progress, mental health and work-life balance. A closer examination of Gen Z’s experiences within the NHS reveals notable gaps between their expectations and the reality of the workplace, especially regarding workload, stress, discrimination, pay and career progression.
These topics were recurring themes found in workforce data collected by Acacium Group’s staffing businesses. Our latest white paper captured insights from over 14,000 flexible health and social care workers operating in more than 1000 healthcare organisations across the UK. This article will focus on data insights in relation to the Gen Z experience and how providers can improve their employee value proposition to engage young workers and improve healthcare workforce stability in decades to come.
Staff shortages and heavy workloads fuel workplace stress
A study from Co-operatives UKiv found that Gen Z wants meaningful work with a good work-life balance. However, the reality of achieving this in the healthcare sector is challenging in the face of rising demand and system-wide staff shortages.
Many young professionals are taking on an increasing workload, working both substantive and flexible shifts to support overstretched services. This can be particularly acute for early-career employees juggling exams with on-the-job training in an already overstretched system.
According to the NHS Staff Survey, work-related stress remains a significant issue among the majority (54%) of healthcare professionals under 30, echoing Acacium Group’s findings that 36% of flexible health and social care workers under 30 experience poor job satisfaction.
Discrimination and inclusion concerns
Workplace discrimination exacerbates burnout and stress, particularly when policies and processes fail to protect workers experiencing discrimination. Acacium Group data found that 44% of under 30s working in health and social care reported that they had either experienced or witnessed discrimination in the workplace and only 24% of those under who raised concerns felt their reports were handled effectively.
This lack of accountability can foster frustration and alienation, leaving many Gen Z workers feeling unheard and unsupported in the workplace. This can diminish workers confidence in the system, heighten anxiety and ultimately push some healthcare professionals to quit their jobs or leave the sector entirely.
Reward, recognition and career development
As one of Europe’s largest employers, the NHS is well-placed to see how Gen Z preferences are shaping the employee experience. While Gen Z values inclusive and flexible working conditions, these expectations clash with the NHS’s longstanding challenges, such as staff shortages, heavy workloads, and rising work-related stress.
As a result, the NHS faces a growing recruitment and retention crisis among younger staff, with many leaving early in their careers. According to the Nursing Timesv, applications to study nursing have seen a 4% decline in England from 24,680 (2024) to 23,730 (2025). Recognising the ongoing challenges of attracting new workers to the industry, flexible working becomes essential in ensuring those who do enter the workplace are retained.
A challenging economy is also making it increasingly difficult for young healthcare professionals to secure financial independence. This may encourage workers to seek out other opportunities for greater compensation, including working supplementary shifts. Acacium Group data shows that 18% of under 30s in flexible roles combine full-time employment with bank/agency shifts (vs 9% of over 30s). This trend highlights both a dedication to supporting the NHS and the growing necessity of multiple income streams in the sector.
Flexibility as a driver of engagement
With Gen Z workers placing greater emphasis on the need for greater work-life balance, could flexible working be the answer to greater workforce stability in the NHS and wider healthcare sector?
The NHS Staff Survey showed that satisfaction with flexible working patterns across all ages is now at 57%, the highest level in five years. This preference for flexibility was also reported by Acacium Group’s flexible workers, with 86% of under 30s in flexible roles stating are likely to remain in healthcare in the next 2 years. 59% also stated they plan to maintain their current working pattern over the next 5-10 years and only 16% of Gen Z flexible healthcare workers plan to pursue full-time employment as a long-term career goal.
“I value the flexibility of a full-time agency; I feel that Pulse [part of Acacium Group] has been really helpful to me in that my work/life balance has been much more structured.” Band 5 Nurse, Full-time agency
For forward-thinking providers, the perception of flexible work is transitioning from a short-term, temporary solution to a means to support the long-term career strategy for young workers. While some Gen Z professionals may transition into full-time roles later in their careers, early-career flexibility allows them to effectively manage workload, training and career exploration. Many are drawn to portfolio careers that combine NHS roles with research, teaching or private sector work, while others pursue secondments, sabbaticals and leadership opportunities to support their professional growth.
Turn insights into action
Gain valuable insights from Gen Z healthcare professionals across public and private sectors, make informed decisions and nurture your employee value proposition. Our latest white paper, Confronting flexible workforce instability in health and social care, highlights key trends in workforce attrition, career motivations and the growing demand for flexible work arrangements.
Understanding these insights is critical for shaping future policies and staffing strategies as the healthcare sector faces ongoing workforce shortages and shifting professional expectations. Contact our team to build a more resilient and engaged workforce across all generations.
References:
i Campbell, D. (2025). Dissatisfaction among Gen Z staff is ‘ticking timebomb’ for NHS nurses. The Guardian. Retrieved from https://www.theguardian.com/society/2025/feb/20/dissatisfaction-among-gen-z-staff-is-ticking-timebomb-for-nhs-nurses
ii Nichols, A. and Smith, S.M. (2024). “What do Gen Z really want from a workplace?”. Strategic HR Review, Oxford Brookes University. Retrieved from https://www.emerald.com/insight/content/doi/10.1108/shr-10-2024-0082/full/html
iii Clark, D. (2024). Generation Z in the UK. Retrieved from http://statista.com/topics/11047/generation-z-in-the-uk/
v Church, E. (2025, February 13). Another fall in student nurse applications, first 2025 data reveals. Nursing Times. https://www.nursingtimes.net/education-and-training/another-fall-in-student-nurse-applications-first-2025-data-reveals-13-02-2025/
iv Toomer-McAlpine, A. (2024). Gen Z want employers with a positive impact, Co-operatives UK study finds. Retrieved from https://www.uk.coop/news/new-research-gen-z-demands-workplaces-purpose-and-co-operatives-fit-bill
