What we covered in our chat
In this episode of the Well Workplaces Podcast, I sat down with Dr. Natalie Flatt, psychologist and co-founder of Connect Psych, to explore how Gen Z (born 1997–2012) and Millennials (born 1981–1996) are reshaping workplace culture through their approach to mental health and wellbeing.
What became clear in our discussion is that these generations are not only more open about mental health than any before them, they expect it to be embedded into the way work is designed and led.
The generational reset in workplace expectations
Millennials, many now in leadership, are values-driven, focus on psychological safety, and want opportunities for meaningful growth. They have helped make wellbeing a core workplace conversation.
Gen Z are entering the workforce with stronger boundaries and higher expectations from day one. For them, flexibility, inclusion, and mental health are not perks, they are baseline requirements. They are quick to call out poor workplace design, misaligned values, or unsafe practices, and unlike past generations, they see workplace wellbeing as a shared responsibility between employer and employee.
From compliance to culture
Natalie was clear that this is not a “resilience problem” but a work design problem. Current workplace models often fail to align with how younger generations operate and what they need to stay healthy and engaged.
Leaders should view Gen Z’s expectations not as unreasonable demands but as feedback on creating sustainable, human-centred workplaces. That means treating flexibility as a shared value, embedding mental health into daily culture, and involving younger employees in decision-making to boost buy-in, trust, and psychological safety.
Three ways leaders can meet in the middle
1. Shift from reactive to proactive support – Move beyond EAP posters and one-off webinars. Embed mental health practices in leadership through regular check-ins, workload discussions, and clear wellbeing expectations.
2. Offer flexibility with clarity – Gen Z want autonomy but also role clarity, clear expectations, and purpose.
3. Build trust through shared ownership – Involve younger workers in shaping wellbeing initiatives to ensure they are relevant and sector-specific.
Final thoughts
For HR professionals and people leaders, this conversation is a reminder that meeting the needs of Gen Z and Millennials is not about extra perks, but about smarter workplace design. The research points to a clear opportunity: make flexibility a core policy, ensure mental health support is embedded into everyday operations, and involve employees directly in shaping how wellbeing is delivered. By doing so, leaders can create cultures that retain top talent, reduce burnout, and foster long-term engagement. The challenge now is to turn this insight into consistent action.
Written by Tom Bosna
August 2025