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The Gen Z generation are people between 14 to 29 years old and the majority of them between 20 - 29 years old are already in the labor market. Different manifestations show that they have entered the labour market with expectations that differ in important respects from those of earlier generations. Beyond salary and job security, many young workers place substantial value on flexibility, psychological well-being, meaningful work, autonomy, career development and the ability to maintain a healthy relationship between employment and life outside work. This study examines the relationship between Work–life balance and employment decisions among Generation Z, with particular attention to the factors that shape job attraction, acceptance, retention and turnover intentions. The discussion draws on contemporary literature on generational change, employee well-being, flexible work, organizational culture and employment preferences. It argues that work–life balance is increasingly becoming a strategic employment factor rather than merely a personal benefit. Organizations that provide reasonable flexibility, supportive leadership, manageable workloads, opportunities for development and a culture that respects employees' non-work responsibilities are more likely to attract and retain Generation Z talent. The study concludes that employers need to move beyond traditional assumptions about commitment and productivity and intentionally develop employment practices that recognize the changing expectations of a digitally connected and values-conscious generation.
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