50% of workers in Spain acknowledge that they are willing to change companies or are actively considering it coinciding with the return from vacation, a proportion that rises to 75% among young people of Generation Z, according to the study "Keys to the new labor balance: trends and challenges 2026" prepared by Pluxee.
The report details that, among the youngest professionals, two out of ten are actively looking for a new job opportunity, while 55% are open to considering proposals. In the case of Millennials, 11.7% are immersed in an active search and 48.4% would be willing to change jobs.
On the opposite end, Generation X workers and Baby Boomers are more inclined to maintain their current position. 58% of Generation X professionals and 80% of Baby Boomers indicate that they do not wish to change jobs "under any circumstances."
Among the reasons that drive the consideration of a job change, 67% of respondents place salary as the main cause, in a context of rising living costs that has led 88% to cut expenses over the past year and 61% to express dissatisfaction with their current salary.
After economic compensation, flexibility, better work-life balance, and the possibility of accessing more favorable hours gain relevance. In this regard, 85% of employees state that the absence of work-life balance policies in their company would be a sufficient reason to consider a job change.
This lack of work-life balance measures impacts differently according to age and gender: 32.9% of women and 42.6% of Generation Z members would directly move to another company that would allow them to balance if they did not find those facilities in their current one.
Likewise, employee benefit plans gain relevance as a factor for changing companies, with an increase of six points in the last year (from 23% to 29%). Among the most appreciated advantages by the staff are health insurance, restaurant cards, contributions to pension plans, transportation cards, and training assistance.
The Chief Marketing Officer of Pluxee Spain, Miriam Martín, has emphasized that the results of the study describe a professional "who does not expect to be compensated solely through salary." In her opinion, "attracting and retaining talent no longer depends only on the payroll, but on the ability to respond to what people need inside and outside of work."