That’s according to a new report from insurance and employee benefit giant MetLife, which spoke to nearly 3,000 full-time employees aged 21 and over.

The Employee Benefit Trends Study for 2025 found that 46% of Gen Z respondents said they were feeling stressed, versus the 35% reported by employees of other generations.

Likewise, Gen Z said they were more burned out than the average employee (44% vs. 34%) and more depressed (35% vs. 20%).

In addition, they felt lonelier. Of the Gen Z respondents, 30% reported feeling isolated, compared to 22% recorded across other age demographics.

It’s perhaps no surprise, then, that Gen Z also says they are less productive, happy, and engaged than their boomer colleagues.

While 79% of boomers said they were engaged at work, 86% said they were productive, and 71% said they were happy, Gen Z’s responses were 60%, 64%, and 59%, respectively.

Overall, Gen Z is pretty downbeat about their workplace performance, and it’s impacting their confidence, too.

Compared to 21- to 25-year-old respondents who took the survey in 2018, Gen Z respondents questioned in September 2024 were 5% less likely to say they were successful.

(Admittedly, they’re setting the bar higher than other generations, with a recent study finding Gen Z believes you need to have $9.5 million in the bank to be deemed financially successful.)

“Given what Gen Z has experienced in their lifetimes—beginning their careers during a global pandemic, growing up with social media, living with climate anxiety—their struggles are understandable, particularly with mental and social health,” the report reads.

“HR and business leaders can adjust multiple levers within their employee care models and the overall employee experience in support of Gen Z. Social and supportive cultures are particularly important.”

Gen Z’s outlook improved by benefits

Just 50% of Gen Z reported having decent financial health, compared to an average across other age groups of 58%.

Instead, more than half of those in the generation born between 1997 and 2012 are relying on financial support from either their parents and family, friends, or the government.

A Bank of America study last year found that the more than 1,000 respondents spent money primarily on groceries, followed by rent and utilities and phone contracts.

A further 49% reported spending the cash on health insurance or payments.

This is where MetLife has some advice to employers, finding that the holistic health of Gen Z employees can be doubled by benefits such as life and accident insurance.

“Our research confirms that offering voluntary benefits, along with the tools and resources that employees need to understand their value, will help achieve key talent outcomes.,” MetLife writes.

“Specifically, we’ve found that a few benefits (e.g., retirement planning support) appeal to workers of all generations, while others move the needle with specific generations.”

For example, Gen Z staffers’ sense of loyalty can be improved by pet insurance, dental insurance, and commuter benefits, while their happiness rating can be improved by childcare benefits and auto insurance offerings.