The Importance of Flexibility at Work for Generation Z in Germany

Aim: In order to be able to detect potential employees’ preferences on time and place-related flexibility in the workplace and to distil recommendations for employers when designing the workplace for future generations, this article examines how flexible work arrangements—particularly in terms of time and location—are perceived by Generation Z in Germany. Methodology: This study was conducted with 26 German participants with experience with flexible work arrangements. Qualitative interviews were conducted, complemented by a brief online survey, and the results were structured and analysed according to qualitative analysis following Mayring (2000, 2015), defining categories or themes also following recommendations by Braun and Clarke (2006). Results: The study highlights that flexibility is no longer seen as a ‘nice-to-have’ by this cohort, but as a core expectation. Respondents particularly valued the ability to adapt work to their personal rhythm and life circumstances, seeing flexibility as central to job satisfaction, autonomy, and work-life balance. At the same time, participants acknowledged potential downsides, including reduced team spirit, less visibility at work, and challenges in communication when working remotely. Interestingly, while some would trade flexibility for higher income or career opportunities, most viewed it as a non-negotiable part of modern working life. Conclusion: The findings point to a strong preference for hybrid models that combine autonomy with personal interaction. For employers, the challenge lies in offering flexible structures without sacrificing cohesion—and in recognising that, even within Generation Z, preferences and motivations vary considerably. The study concludes with recommendations around employer branding, recruiting and employee retention as well as a view on limitations and recommendation for potential next research stages.