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With ongoing changes in the workplace, a new cohort of employees—Generation Z (Gen Z)—entering the workforce, challenges arise for employers within the labour-intensive Tourism and Hospitality (T&H) industry, which is often characterised by irregular hours, high workloads, and poor working conditions, i.e. factors that clash with Gen Z's preferences. This seriously questions the industry as a desirable career option for youth, who prefer work-life balance (WLB) and are more willing to change employers due to dissatisfaction with the employment conditions. Therefore, the aim of this chapter is to provide a deeper understanding on how to effectively manage the dynamics of WLB given the specific nature of T&H jobs and the unique characteristics of Gen Z entering the labour market. Thus, it offers practical insights and recommendations for creating an environment that enables young workers to harmonise their work and personal life effectively. This study concludes that although providing a variety of WLB policies and benefits is important, it is insufficient, as it should be grounded in a well-established and supportive organisational culture. Both the Conservation of Resources and Spillover theories constitute a useful theoretical framework for understanding the work-life interface.
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