How Gen Z are making friends at work. Do you need to rethink work relationships in 2025?

You know that one employee who never comes out for coffee, or never attends social events after work? 

You barely notice them because they're always staring at their computer. But when you and other employees head out the door for drinks, smiling and joking together, they’re thinking, “Why won’t they invite me?”

Because that employee is missing out on the benefits of a genuine connection. Loneliness has been studied extensively by psychologists. It’s prevalent in workplaces and is harmful to our mental and even physical health. Studies show that if employees have just one friend at work it can help prevent feelings of loneliness at work, yet many Gen Z employees are opting out of the work friend zone. 

It used to be an important cornerstone of the workplace to make friends. These days, Gen Z employees want to build trust and if they make a friend, great, but it’s not their primary objective. 

They believe their work and personal lives should be kept separate. And they're not alone. 

A recent survey conducted by Glassdoor revealed that:

• Less than 25 per cent of Gen Z employees stayed in a job because they had a work friend; and 
• Over half of Gen Z respondents said they avoid making friends at work because they want to keep work and personal life separate.

While there’s a good argument for keeping some distance at work, we know the importance of work relationships, because loneliness at work can affect employees in a big way. Having friends at work predicts higher happiness and well-being as people perform better when they’re working with friends.

In this blog, we’ll explore the science of work friendships, what’s the deal with modern work relationships and what this means for HR.

Friends with work benefits 

Having good friendships influences general well-being as they keep your self-esteem high and mighty. Think of it like a deep well of self-love that you can continually drink from to boost your well-being. Friendships at work enhance self-esteem and subsequently well-being because of the voluntary nature of friendship and the unique support that friends provide.

We’re finding that Gen Z are struggling to prioritise friendships given the numerous demands of managing their work and well-being. Ironically their wellbeing and productivity at work will benefit from supportive friendships, either at work or outside of work.

HR should take note of friendship as a role that matters for employee well-being and consider how their policies and practices can be used to not only support positive experiences at work but also the well-being of employees.

Modern work relationships

Don’t blame it on the sunshine, or the boogie, blame it on hybrid work. 

Typically when employees enter the workforce, their friendships are built upon work relationships. But Gen Z employees are bucking that historical trend and keeping those worlds separated. 

Maybe it’s just a sign of the times, but because employees aren’t staying in jobs for as long as they once did, they don’t feel the need or desire to invest in people the same way. They view coworkers as transitory, keeping them at arm's length while reserving real friendships outside of work. 

Gen Z has also stopped referring to colleagues as “work husband” or “work wifey”. Rather, they’re using terms like “closest colleague” or “work collaborator” because the marriage metaphor doesn’t make sense, given they don’t see these relationships as a long-term commitment and they're not monogamous.

They do it to protect themselves because so many employees change roles or locations, so if they’re not “married” they can’t suddenly be “divorced”. Gen Z employees recognise they have great work friends who could be considered “spouses” but wouldn’t call each other out of respect for their real spouses.

How you can help employees set healthy boundaries 

Work friendships work best with boundaries. 

Either include in your next employee survey or include a question in your interview process to find out what Gen Z’s personal preference is around personal & professional integration. Find out if they: 

• Bring work home 
• Talk about their family at work
• Would prefer to keep the two lives separate

What you can also do is own the fact that professional relationships benefit from structural guidelines, they don’t always have to be fluid. Our approach to work friendships has changed. So even if a work friend isn’t a real ride-or-die, the time and effort spent nurturing work friendships could pay off in the long run.

The way Gen Z builds work friendships reflects a broader shift in how we view professional relationships. By recognising that genuine connections not only enhance well-being but also boost productivity, HR can create strategies that bridge the gap between personal and professional lives. 

About us

Martian Logic has been empowering HR teams for years with simple, scalable solutions that let organisations thrive. Our intuitive HRIS streamlines every aspect of HR—from recruitment and onboarding to performance tracking and employee engagement. With robust analytics and comprehensive employee surveys, our platform gives you the insights needed to understand what your people truly value in the workplace. Whether you’re fine-tuning your hiring strategies or rethinking employee engagement, Martian Logic helps you build a culture where every team member feels connected and valued.