19.01.2026

Britain’s Quit Day: What the 31st January reveals about work today

According to a study from Crunch Accounting, Brits are most likely to hand in their resignation letters on 31st January, with a number calling in sick on the first Monday in February (4th) to attend interviews.

With more employees looking to climb the career ladder in 2026, manage work-life balance and increase happiness. To stay competitive, businesses must rethink their hiring strategies to engage and appeal to this emerging talent pool. Ben Wright, Global Head of Partnerships at The Instant Group shares how:

1. Build an Employer Brand That Resonates with Gen Z

Gen Z job seekers don’t just look for a salary—they look for purpose, values, and culture. Companies should showcase their commitment to diversity, sustainability, and social responsibility through authentic employer branding. Engaging content on social media, employee testimonials, and behind-the-scenes workplace insights can help position a company as an attractive place to work.

2. Streamline the Hiring Process

Long and complex application processes can turn off Gen Z candidates. Companies should simplify their hiring processes by leveraging technology—think mobile-friendly applications, AI-driven resume screening, and video interviews. Speed and efficiency are key for a generation accustomed to instant digital interactions.

3. Offer Flexible Work Options

Gen Z prioritises work-life balance and values flexibility. Businesses that offer hybrid or remote work options, flexible schedules, and results-driven work models will have a competitive advantage in attracting young talent.

4. Leverage Social Media for Recruitment

Traditional job boards aren’t enough to engage Gen Z candidates. Companies should optimise their presence on platforms like LinkedIn, TikTok, and Instagram to attract young professionals. Posting engaging job ads, career tips, and employee stories can help businesses connect with potential hires where they spend their time.

5. Emphasise Growth and Development

Gen Z prioritises career development and continuous learning. Companies should highlight mentorship programs, skills training, and clear career progression paths in job descriptions. Businesses that invest in learning opportunities will attract ambitious young employees eager to develop their skills.

6. Prioritise Diversity, Equity, and Inclusion (DEI)

Gen Z is the most diverse generation yet, and they expect workplaces to reflect that. Companies should not only promote DEI initiatives but also demonstrate real action—such as diverse hiring panels, inclusive workplace policies, and transparent reporting on diversity efforts.

7. Focus on Workplace Wellbeing and Mental Health

Gen Z values employers who prioritise mental health and employee wellbeing. Businesses should highlight their commitment to wellness by offering mental health support, access to employee assistance programs, and a culture that promotes work-life balance.

8. Create Meaningful Work Opportunities

Gen Z wants to feel like their work has a purpose. Businesses should craft job roles that align with meaningful projects, corporate social responsibility efforts, and opportunities to make an impact. Showing how a job contributes to a bigger mission can be a key differentiator in attracting Gen Z talent.

Instead of debating whether Gen Z is worth the investment, businesses should focus on evolving their hiring strategies to meet the needs of this dynamic generation. By embracing flexible work models, leveraging technology, and prioritising growth, inclusion, and wellbeing, companies can successfully attract and retain the next wave of top talent.

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