Gen Z Wants Pet Insurance and Other Things I Never Thought I'd Say

Megan Gerhardt • August 31, 2025

Maybe i do too.

Merriam Webster defines a "benefit" (ben·​e·​fit) first and foremost as:

  • something that produces good or helpful results or effects or that promotes well-being : advantage
  • a useful aid: help


At its core, a benefit is intended to be something helpful.  When it comes to workplace benefits, ideally, we'd like at least part of our benefits to include something helpful to us right now.  With a 5-generation workforce, our organizations are filled with people with different generational challenges along with different life stage needs, meaning there are likely very different ideas about what is beneficial. According to the 2025 MetLife Benefits Trends Survey, 89% of employees believe their organization could improve benefits packages as a way to build employee trust.


Eighteen years ago, a 2007 research study in Human Resource Management Review raised the question of how wise it was to continue to assume that different generations of employees would find value in the same benefits: "The design and implementation of longstanding employee benefits systems in U.S. companies generally rest on the assumption that employees have similar attitudes toward and will be motivated similarly by benefits systems...Several demographic trends in the U.S. work force call into question this assumption. Consider, for instance, the increasing median age of the working population, the growing dependency ratios—defined as the number of children and elderly per 100 working aged individuals—and the increasing life expectancy of present day workers (Day, 1996). These trends may influence employee attitudes regarding their reward and benefit systems and call for greater scrutiny of these systems and their ability to address the changing needs and expectations of employees."


Last year, I wrote a bit about this: "When it comes to benefits, top companies are already exploring how variable options might better support employees across age and life stages. For example, those in later career stages have shown great interest in grandparent leave, while my fellow Gen-Xers are finding themselves in need of eldercare support right now. Younger workers are expressing a need for new kinds of benefits as well, including home-buying assistance and access to emergency funds."


This summer, I had the opportunity to work with several organizations to improve their generational climates, and inevitably, the conversation turned to the unique ways in which generation and life stage impact the kind of help and support we may need at work.  One manager said, "Now I keep getting asked by my young employees if we offer pet insurance! Do I really have to offer pet insurance??"


That was a new one for me, but I gave it some thought. As with all things generational, one must Adjust the Lens (Gentelligence practice #2). My first reaction was that it was silly, but my second reaction was, "Of course."  More and more young people are holding off on having kids, for a million reasons (economy, mobility, state of the world...). Pets take a central role in the family for many of us (not just Millennials and Gen Z).


The conversation then took an interesting turn as the manager asked, "Since when do we have to provide everything someone needs in their life? Why is that our responsibility?"


Such a fascinating question, and it definitely has a generational element. Think back to say 100 years ago, or even 50 years ago. Most people didn't expect their job to provide more than a paycheck, and hopefully a safe environment. Work wasn't expected to even necessarily provide meaning or purpose, it was what you did to pay the rent and out food on your table. As time passed, our expectations shifted, and this shift continues to happen today.


My answer to that question is "it depends".  Certainly, workplaces don't have to provide these versions of benefits. Workplaces twenty years ago didn't have to add beanbags and Foosball tables, but they did so to appeal to the youngest generation entering the workforce. Now our thinking has expanded, and the most age-inclusive organizations are brainstorming ways to attract and retain the best talent of all ages. The willingness to meet different generations where they are in terms of life stage needs sends a strong message that we understand that support and help can take many forms, and none are considered less important than others. My eldercare needs are as vital to me as your retirement or childcare needs are to you, and an employer that is willing to Adjust their Lens to see that will reap the benefits of a multigenerational workforce that feels valued and supported throughout their career lifespan.













By Megan Gerhardt February 13, 2026
It has been said that everything old becomes new again on a long enough timeline. There's a fascinating generational trend I've been seeing among younger Gen Zs and the oldest of Gen A (Note: I am not calling that generation Gen Alpha, because that name is nonsensical and outdated already, and that generation is barely in their teens. More on that soon)--a craving for low-tech, no-tech, screen-free experiences. Gentelligence focuses primarily on generational dynamics in the workplace, and I do predict this will have implications for where and how these generations want to work. Despite the chaos surrounding back-to-office policies and experiments, our youngest members of the workplace (and our soon-to-be newest employees) are showing signs that they value time away from screens. I first noticed this last year among my own students, who were overwhelmingly setting change goals in my change management class focused on reducing screen time. Versions included "cleaning up my sleep routine" (putting the phone away at least 30 minutes before bed, eliminating blue light before bed, reading physical books), "reduce my weekly screentime", "stop doomscrolling", and "impose limits on TikTok and Instagram time". It was a sign that it was no longer just their parents or older generations who wanted them off their phones; they wanted themselves off their phones, too. For a wave of young people raised in an era of tech overload, it seems we have reached the point of maximum saturation, and they are pushing back. As one of my students astutely mentioned to me last year, "There are no boundaries now...our generation is just trying to figure out how to put some of them back." I've doubled down on the need for this in my teaching, having conversations with students about how to ethically use AI as a thought-partner while balancing protected time for our most scarce resource these days: deep thinking and connection. It was this need, coupled with the overwhelming research showing the improved retention and learning that occurs when students handwrite their notes and put away their laptops in class, that led me to declare our classroom a laptop and phone-free zone. We still use slides to guide conversations, but there are no longer 30 laptop screens popped up in front of them, distracting even those who are trying hard to focus. Surprisingly, I've had very little pushback. I was concerned they would feel like I was forcing them backwards, but collectively we seem to be exhaling. The discussions have never been better. As our younger Gen Zs reach young adulthood and our oldest Gen As become teenagers, they are emerging from a kind of social experiment they entered unwittingly — a life that has never known a world without constant screens. They are realizing how different they feel when they unplug. Gen Z and Gen A even have a term for this: touching grass. That's right, when the default is constant tech immersion, they had to come up with a phrase to represent the intentional effort it takes to step away. Whenever possible, I try to engage in some real-time generational anthropology, just to explore my hunches and (when possible) debunk stereotypes. Gentelligence is all about being curious rather than judgmental, and I am most definitely curious about these early signs that our younger generations are seeking a better balance between their tech and non-tech worlds. Last month, I was in Chicago for a keynote and found myself in a trendy food hall over lunch. There were little shops surrounding the food hall, including one of my all-time weaknesses, a stationery store . Pens! Journals! Paper! Notebooks! (I, too, love the analog. After indulging myself in a number of vital paper goods, I was tucking into a sandwich in the food hall and saw a (literally) noteworthy sight: a table of early 20-somethings, gathering on their lunch hour and...writing in their journals. Multi-colored pens, stamps, and conversation were plentiful. There was not a phone in sight. That in and of itself was remarkable. It turns out that stationary stores are experiencing a resurgence . Knitting, crocheting, embroidery, and sourdough baking are also all having a moment. Physical books ( and bookstores! ) are making a comeback. A few weeks later, I was at another event, this time a very trendy commercial interior design conference, where we were discussing ways to design spaces that promote intergenerational interactions (yes, it was as cool as you might be thinking). I saw a young designer at the cocktail hour and walked over to introduce myself. I asked if I could pick her brain on something, as I figured it was part of her JOB to be up on the latest trends. I asked her whether she was feeling a personal pull to use less tech, or if this was something she had seen among her peers. That's when she told me about Analog Bags . (I won't go down that rabbit hole here, but feel free to explore the link and know that I am absolutely creating my own Analog Bag as we speak). At that same design conference, a book was recommended to me: Megatrends by John Naisbett. The gentleman who suggested it said it changed his life. He thought I would find it interesting, given my interest in generational trends, behavioral cycles, and, of course, my classes in change management. I ordered it as soon as I got back to my hotel room (fun fact: it was published in 1982, so you'll have to find a vintage copy!). I've been devouring it, and among the many eye-opening insights was the observation that " the more 'High Tech' we become, the more we need 'High Touch.” Now, Naisbett was referring to the high-tech era of the early 1980s, when personal computers were entering the scene, but the relevance of the comment almost 45 years later, in the age of AI, was not lost on me. Those who have lived their entire lives as products of high-tech are now blazing the trail to meet their need for high touch. Let this be my formal declaration (for whatever it's worth) that I predict our youngest generations will lead us back to a balance between tech and high-touch: they are the proverbial canaries in the coal mine, and their message is clear. They are living, breathing embodiments of a life flooded with endless tech, fake news, constant connectivity, dopamine hits, and input dictated by algorithms, and it appears they may have had enough.
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