Why 67% Of Gen Z Would Relocate For Work

Forbes

20-05-2025

As more companies lean into return-to-work mandates, many remote workers are faced with a choice: relocate or quit.
67% of Gen Z are willing to relocate for a good job
Would you relocate for your job?
Moving for work is a big decision, but one that two-thirds of Gen Z workers are willing to make. Whether because they realize the irreplaceable value of on-site mentoring and networking or because they're less constrained by family obligations, today's youngest working cohort is surprisingly willing to pull up their roots for work.
Of course, these young professionals will only relocate for what they define as a 'good job.' And their definition may not always align with traditional markers of rewarding work. Deloitte's 2025 Gen Z and Millennial Survey found that instead of climbing the career ladder toward a senior leadership role, fully 94% of Gen Z workers want something less prestigious, but perhaps more conducive to work-life balance.
This year, moving season may be more active than usual. According to Atlas' 58th annual Corporate Relocation Survey, which is the industry's first and longest-running study analyzing talent mobility trends, work-related relocations are expected to rise in 2025.
Last year, in-person workers doubled from 34% to 68% while remote work declined from 44% to 17%. 'Our study found an increased willingness for workers to relocate for work as relocation volumes and budgets rose in 2024,' says Jack Griffin, CEO and Chairman of Atlas World Group.
Of the companies surveyed, 60% of companies have a full on-site return-to-work plan in their 2024–2025 policies—prompting a cascade of relocation decisions on both sides of the employer-employee relationship.
Atlas' study also found that it's not just workers considering a move. Thirty percent of companies are considering relocating their offices to areas where talent and business friendly environments already exist.
'Two primary factors are driving this trend: companies want access to talent in particular markets and they want to operate in a more business-friendly environment,' says Griffin. 'This aligns with the increase in the number of companies that cited a lack of qualified talent as a factor for relocations in 2024, in addition to the tightening of the labor market.'
If nearly a third of the companies surveyed move their operations, this will likely cause more workers to follow their jobs to a whole new neighborhood.
Of course, many workers faced with the choice to relocate or resign will choose the latter. The survey found family to be the leading reason why employees turn down relocation offers, with 35% of companies citing family ties as a key factor.
Also of note is the fact that 15% of respondents cited support for a spouse's or partner's employment as a major reason for declining a relocation offer. 'These factors underscore the continued challenge many employees, particularly women, face while balancing a career,' says Griffin.
The uncertain housing market may also pose a challenge to talent mobility, as rising mortgage rates make people hesitant to give up their existing lower rates.
All of this combined can create what companies call the 'lock-in effect' where, for a variety of reasons, workers dig in their heels and refuse relocation offers. To combat the lock-in effect, Griffin says companies are moving away from traditional one-size-fits-all relocation packages and adopting tailored benefits that address individual employee levels and specific relocation needs.
'Many have significantly increased financial support for relocations, with a notable decrease in declines due to insufficient funds,' he says. 'This includes expanding offerings like home purchase loans and bonuses for employee-generated home sales, while adjusting other financial incentives to reflect the changing market.'
No matter how sweet the deal, a relocation offer will always be a big ask—and one that could lead to some turnover. 'We found in our survey that 47% of companies reported losing good employees due to relocation policies,' says Griffin. 'Additionally, the potential replacement costs for these workers can be substantial, reaching up to 200% of a leader's salary and up to 80% for technical professionals.'
When I asked Griffin if companies ever roll back their relocation offers to allow remote work instead, he indicated such a move is uncommon. 'However, companies may be motivated to negotiate with their employees to avoid these losses,' he says. 'This is also further evidence that an increasing trend towards customized relocation benefits show a willingness to be flexible, which can help retain talent.'
If your company is requiring you to relocate and you're not enthused about the idea, you may have some options. 'We are seeing more companies shift towards customized relocation benefits rather than a one-size-fits-all policy for employees,' says Griffin.
'This opens up the opportunity for employees to negotiate alternative options that could help the employer retain the talent while the employee can continue to advance their career.'
Instead of a full relocation, you could try to negotiate one or more of the following accommodations:
The choice to relocate for work is a highly personal one that likely affects more people than just yourself. It's important to weigh all the pros and cons before making your decision—whichever way it goes.