Generation Alpha is set to follow in the footsteps of Gen Z (and then some) when it comes to workplace priorities. New research from Benenden Health shows that mental health support tops the priority list for 77% of teenagers aged 13-18. And when evaluating future job opportunities, nearly one in five consider it the most important factor.
The ‘Future of Work‘ report, which surveyed 500 Gen Alpha teenagers, reveals a generation that values wellbeing over wealth. Half would rather be happy in their role than receive high pay, whilst 46% already know they want their career to match their personal values.
Now entering the workplace, Gen Alpha looks set to continue Gen Z’s trajectory of shifting work preferences and rising expectations. For 86% of Gen Z, a sense of purpose at work matters deeply, and half would take a pay cut if their employer prioritised wellbeing at work. Benenden’s research suggests tomorrow’s workers will continue on this path toward finding meaningful, inclusive and healthy work.
Neurodiversity and flexibility take centre stage
47% of Gen Alpha want to work for companies that actively support neurodiversity. This finding signals that growing awareness around supporting neuroincluson at work is taking hold in younger generations. And with over a third (33%) of neurodiverse employees not satisfied with current workplace support, employers may see growing pressure to do more as Gen Alpha joins the workforce en masse.
Flexible working arrangements also rank highly among this cohort, with 49% emphasising the importance of flexible hours. However, traditional workplace perks are losing their appeal – only 8% showed interest in company-wide events, and just 7% were attracted to company car schemes.
Dr Amy Pressland from Benenden Health explained: “This research demonstrates a distinct step-change for the next generation of workers and what’s important to them. Employers need to urgently consider what this means for how they design workplaces, roles and employee benefits.”
Parents share workplace concerns
The research also captured parental perspectives, with 54% of parents worried about their children entering the workplace. Their primary concerns centre on the skills gap between education and professional requirements (41%) and fears about toxic workplace cultures (39%).
Yet there’s reason for optimism. An encouraging 85% of parents recognise that workplace attitudes have evolved since they began their careers. Additionally, 39% noted improved mental health support and 53% observed more flexible working patterns.
HR professionals acknowledge the shift
A separate survey of 500 HR professionals confirms this generational transition is already visible. Nearly 59% report younger workers seeking different benefits than their predecessors, including flexible hours, remote working options, and enhanced mental health support.
The implications extend beyond traditional benefits packages. Gen Alpha’s preferences suggest a workplace culture that prioritises psychological safety, inclusivity, and personal alignment over status symbols and formal social events. Pet-friendly offices were also cited as a stand-out perk for this younger generation.
Preparing for tomorrow’s workers
“Gen Alpha is rejecting hustle culture before they even enter the workplace,” highlights leadership and workplace culture expert Deborah Hartung. “They’re telling us loud and clear: values, wellbeing, and inclusion matter more than perks or paycheques. If we want to attract and retain this generation, we need to rethink leadership – not just benefits – and build cultures where humans thrive.”
Dr Amy Pressland from Benenden Health also notes: “With Generation Alpha mere years away from entering the workforce en masse, now is the time for employers, CEOs, IT and HR directors to consider how they must adapt their workplaces to attract the most diverse and digitally-savvy generation to date.”
For HR leaders, the message is clear: the workplace of tomorrow will be shaped by Gen Z and Gen Alpha’s refusal to separate personal values from professional life.
