A Mumbai-based lawyer, Ayushi Doshi, shared a viral experience with a Gen Z employee who demanded extra pay for additional hours. When the company refused, the employee walked out.
Doshi criticized this behavior as a mindset of "quick money, quick increments, and zero accountability." She emphasized that employees must first prove their skills and credibility before negotiating higher compensation.
Her post, originally shared on X (formerly Twitter), has crossed 180,000 views and sparked thousands of reactions. Some users supported Doshi, agreeing that patience and discipline are crucial for career growth, while others argued that expecting unpaid extra work is outdated and unfair.
In a follow-up post, Doshi clarified that she was not against asking for fair pay, but stressed that timing and maturity matter. According to her, if someone demands increments or special treatment after barely two months at a job, it reflects immaturity rather than professionalism.
This incident ignited discussions across India on generational work values, professional responsibility, and the evolving definition of success in modern workplaces.
Gen Z employees actively prioritize work-life balance, mental health, and fair compensation. Research highlights that this generation seeks jobs offering meaningful contributions and alignment with personal values.
The study "The 'Anti-Hustle' Ethos Among Generation Z Workers" notes that Gen Z rejects the traditional “grind culture,” favoring flexible schedules and roles that allow personal growth and purpose-driven work. Many Gen Z professionals also value mental wellness initiatives and transparent communication from employers, viewing these as critical factors for job satisfaction and long-term loyalty. 1
Doshi’s comments triggered a storm of online debate, with sharp divides between supporters and critics.
Some agreed with her stance. One user, Salil Bajaj, shared a similar workplace story where a junior colleague shut his laptop at 6:30 pm saying, “Meri baap ki company thodi hai.” (Not my father's company.) Another added that Gen Z needs to show commitment before negotiating, while others said that Doshi’s words reflected the frustration of many employers.
On the other hand, several users strongly opposed Doshi’s views. Ritesh, an X user, wrote that many young employees see no reward even after “struggle and commitment” because “most who are sitting above are basically exploiters.”
Another X user, Nishu Tyagi, asked: “No willingness to struggle??? Struggle unfairly? Why? This is not the era of slavery.” Others like @virperitus argued that employers want “full results at bare minimum pay” while ignoring mental health and family time. Some, such as Noah Cat, bluntly said: “If you want more work done, pay more.”
The debate also highlighted a shift in cultural expectations, with users like Sakshi noting, “That’s how it should be. Gen Z redefining definition of work,” while others accused Doshi of “engagement farming” to stir controversy.
Managers often perceive Gen Z as entitled. Eagle Hill Consulting reports that 31% of hiring managers avoid hiring young candidates due to concerns about entitlement and communication skills. 2
Gen Z employees often challenge outdated workplace norms, advocating for fair workloads, ethical practices, and measurable outcomes rather than long hours alone.
The online debate around Doshi’s post reflects this divide. While some accused her of dismissing Gen Z’s emphasis on fair treatment, others said her observations echo real hiring challenges faced by employers.
Employers must adapt to Gen Z expectations to maintain engagement and retention. Research, including "Managing Generation Z at Work: Strategies for Engagement and Performance," shows that organizations that provide flexibility, opportunities for skill development, and meaningful work experience higher employee engagement. 3
The research paper "Learning, Flexibility, and Purpose: Why Gen Z Workers Prioritize Growth Over Tenure" highlights that young employees value flexible work arrangements, fair compensation, digital adaptability, career development, and opportunities for continuous learning. 4
According to this study, organizations that fail to align with these priorities risk disengagement and higher attrition, while companies that implement adaptive strategies can enhance productivity, employee satisfaction, and long-term retention. The paper emphasizes that embracing Gen Z’s expectations is essential for organizations to remain competitive in a rapidly evolving work environment.
The Mumbai incident underscores a generational divide in work values but also highlights an opportunity for organizational evolution. Companies that balance productivity with employee well-being and acknowledge Gen Z priorities can cultivate a more dynamic, motivated, and sustainable workforce.
"The 'Anti-Hustle' Ethos Among Generation Z Workers." ResearchGate. Accessed September 9, 2025. https://www.researchgate.net/publication/385247260_The_Anti-Hustle_Ethos_Among_Generation_Z_Workers_An_Investigation_into_Shifting_Attitudes_Towards_Work-Life_Balance.
"Generation Disconnected: Data on Gen Z in the Workplace." Gallup. Accessed September 9, 2025. https://www.gallup.com/workplace/404693/generation-disconnected-data-gen-workplace.aspx.
Revuru, Indira, and Krishna Kumari Bandaru. "Managing Generation Z at Work: Strategies for Engagement and Performance." ResearchGate. Accessed September 9, 2025. https://www.researchgate.net/publication/389857368_A_comprehensive_overview_of_Generation_Z_in_the_workplace_Insights_from_a_scoping_review.
Gururaj, Sangeetha. "Learning, Flexibility, and Purpose: Why Gen Z Workers Prioritize Growth Over Tenure." SHRM Executive Network, November 1, 2024. Accessed September 9, 2025. https://www.shrm.org/executive-network/insights/learning-flexibility-purpose-why-generation-z-prioritizes-growith-tenure.
(Rh/Eth/ARC/MSM)