“I want my employee to always be available. That’s why as soon as they start working, I provide them with a tablet so they can access any file I need whenever I call them—whether they are on a bus, at the gym, or out. I don’t care if they work the full eight hours. But for me, availability is a prerequisite. Otherwise, they shouldn’t expect a raise or career advancement.”
These words, shared with To Vima by a director of a major company in Greece, might seem entirely reasonable to some employees—especially those of older generations. However, for a Gen Z worker, such demands are more likely to send shivers down their spine.
After all, it is no secret that younger employees today are setting their boundaries, making it clear that signing an employment contract does not equate to signing away their autonomy or submitting to exploitation. These are the workers who followed the infamous “Great Resignation” generation—those who resigned en masse in the U.S. and other countries because their working conditions no longer satisfied them.
Gen Z: Why They Challenge Employers
The Most Educated and Skilled Generation
On the other hand, young employees maintaining the famous “work-life balance” often find themselves branded by employers with a single label: “lazy.” In fact, labor shortages are emerging as a top challenge for businesses both in Greece and abroad.
According to the 2025 Talent Shortage Survey by the ManpowerGroup, there is a difficult balance between employer expectations and employee demands, creating challenges in the Greek labor market. The data shows that 8 out of 10 employers struggle to find staff. This poses a serious problem, as many positions remain vacant. Moreover, the labor shortage is not evenly distributed—sectors such as hospitality, tourism, healthcare, and technical trades face particularly severe challenges, while administrative positions experience lower demand.
Employers Say Candidates Lack Skills, While Employees Find Job Conditions Unrewarding
Why is this happening? Employers claim that job candidates often lack the necessary skills or experience. On the other hand, many employees argue that the working conditions—salaries, hours, etc.—are not worth it. Many businesses are looking for candidates with specialized skills and previous experience, creating a gap between workers’ qualifications and job requirements.
Why do young people avoid these jobs, or why do they demand changes to the existing work model when they accept them? The answer, according to Christos Goulas, Director of the Labor Institute (INE) of the General Confederation of Greek Workers (GSEE), is not simple.
“This is the most educated and skilled generation in Greece’s history,” he explains. They have high levels of education, degrees, postgraduate studies, foreign languages, and skills—especially in IT. At the same time, they have lived through consecutive crises—from the economic crisis and austerity measures to the pandemic and the energy crisis—which have shaped different views on work and life.
Seeking Quality Employment Conditions
Despite their qualifications, young people in Greece are often accused of “not wanting to work” or avoiding specific professions. Economist and SEV (Hellenic Federation of Enterprises) management consultant Christos Ioannou calls this narrative simplistic and inaccurate.
“Younger generations seek jobs that offer prospects, fair pay, and a work-life balance. It’s not that they don’t want to work—it’s that they don’t want to work under conditions they consider unfair.”
This stance is often misinterpreted as laziness or a lack of work ethic. However, according to Goulas, neither INE-GSEE data nor his personal experience supports this claim.
“The perception that young people are lazy is extremely shortsighted. This is not about ‘pay me to sit around.’ It’s about quality working conditions, hybrid work models, remote work, and a knowledge-intensive productive system.”
Moreover, he criticizes the ongoing vilification of young workers through media narratives that label them as “lazy” or “entitled.” Instead of being criticized, he argues, young people should be provided with the right conditions to apply their knowledge and skills in ways that contribute to economic growth.
“Young people are no longer blindly accepting a labor market that, according to official statistics, pays low wages, operates with excessive working hours, and offers limited career prospects,” says Ioannou.
Rather than viewing young workers with suspicion and blame, businesses should recognize their demands and invest in them—both to improve work conditions and to transform the economy itself.
“Companies need to listen, engage in dialogue, and build upon this approach to achieve a qualitative transformation in both employment and the labor market,” emphasizes Goulas.
“The Problem Isn’t a Lack of Workers—It’s a Lack of Skills”
Goulas also points out that while unemployment in Greece is decreasing, it remains the highest in Europe, with many jobs remaining unfilled.
“There are many vacant positions in Greece that cannot be filled, even though unemployment remains the highest in Europe,” he notes. This issue is particularly prominent in low-skilled jobs in tourism, hospitality, retail, and agriculture.
According to Ioannou, “today, the issue isn’t a lack of people—it’s a lack of skills.”
The Greek labor market faces a complex crisis: on the one hand, businesses struggle to find workers with the necessary skills; on the other hand, many job seekers feel that the available jobs don’t offer adequate compensation or conditions. Meanwhile, technological advancements and shifts in production have altered the employment landscape.
“The problem isn’t just about numbers—it’s primarily a qualitative issue,” Ioannou explains. “We have many job openings but also many unemployed individuals who lack the skills needed to fill them.”
Changes in the Labor Market
Like other countries, Greece is experiencing the effects of a global shift. The pandemic, digitalization, the energy crisis, and demographic changes have accelerated the transition to a new labor model. Some professions are disappearing, while others require increasingly specialized knowledge.
“Workers today must be constantly prepared to upskill and adapt,” says Ioannou.
The issue is further compounded by low salaries relative to the cost of living. Additionally, the lack of enforcement of labor rights and increasing demands for flexibility deter many from accepting certain jobs.
“We can’t continue addressing employment issues with outdated models,” he concludes.
“Businesses must invest in employee training and offer more competitive compensation and working conditions.”
At the same time, workers must recognize that lifelong learning is now an integral part of professional life. The key question is not just why employers struggle to find workers, but whether they are willing to adapt to the new demands of the labor market. In an era of rapid workplace transformation, the solution lies not in mutual distrust but in collaboration and adaptation.
