Gen Z returns to the office: Young workers show renewed interest in on-site work

Contrary to common assumptions, members of Generation Z are increasingly drawn to working in offices. While flexibility remains important, recent data suggest that young employees in Poland and abroad are choosing in-person work more often than their older counterparts. The findings come from Personnel Service’s “Barometer of the Polish Labour Market” and international research by JLL.

In Poland, the preferred work model among Gen Z is hybrid. Nearly half of young workers favour up to three days of remote work per week, and 11% prefer to work entirely on-site. Only 6% prefer working from home four days a week, while fully remote work appeals to about 24% of respondents. These preferences highlight that while flexibility is important, physical office space still holds significant value for younger employees.

According to Krzysztof Inglot, labour market expert and founder of Personnel Service, the office environment offers more than a desk and chair—it provides context, mentorship, and a sense of community. Many young workers, whose education and early work experiences were shaped by the pandemic, now seek real-world interaction to support their personal and professional development.

This shift is also visible in how young people perceive their career prospects. One in four rates their current situation as negative, while 34% describe it as neutral, and 38% see it as good or very good. Despite some uncertainty, a majority expects stability or improvement in their careers over the coming year.

International data further supports these findings. JLL’s research shows that employees under the age of 24 spend an average of 3.1 days per week in the office—more than Generation X (2.5 days) and Millennials (2.7 days). For Gen Z, the office is not viewed as outdated but rather as a space that fosters growth, networking, and collaboration. Face-to-face interactions and informal exchanges, which are difficult to replicate online, are key attractions.

However, some young employees express frustration with the absence of senior colleagues and managers, who often continue to work remotely. This lack of visibility can reduce the value of office time. In response, some companies have introduced initiatives such as hiring junior staff in concentrated locations to form larger in-person teams or setting up dedicated hours for open interaction with leaders.

Inglot notes that a productive office experience for younger staff relies on more than physical presence. It should include shared projects, mentoring opportunities, and collaboration. The goal is to ensure the time spent in the office adds value, not just fills time.

This renewed interest in office life is also playing out on social media platforms like TikTok. Popular content under themes like “corporate girlies” and “day in the life” gives insight into the professional routines of young office workers, drawing millions of views. These videos reflect the curiosity and enthusiasm of a generation eager to learn and engage with the working world in a tangible way.

Source: Personal Service