Gen Zemployees want their companies to offer programs that reflect theirvalues and interest: 31 percent say diversity and inclusionprograms are necessary. (Photo: Shutterstock)

Employers can provide additional benefit offerings to help GenZers just starting their careers and fretting over money–or lackthereof, according to MetLife's "Meet Gen Z-The New Face of Work."

"Coming of age during the Great Recession, they remain worried aboutfinancial stability," the authors write. "Even at a young age, GenZers are worried about both their short-term and long-termfinances."

Related: Gen Z will transform the workplace–are employersready?

As part of its 17th Annual Employee Benefit Trends Study,Metlife interviewed more than 500 Gen Z workers and found that 54percent rank finances as their number one source ofstress. A majority (66 percent) believe their employers should helpwith financial well-being and two in three say having morenon-traditional benefits would help reduce stress.

"In addition to offering benefits related to financial wellness,offer benefits that address both short and long-term financialworries," the authors write. "This means protecting them fromunexpected financial setbacks through voluntary benefits."

Examples of such offerings that can help include accidentalinsurance, critical illness insurance, hospital indemnity insuranceand cancer insurance, according to the study.Additionally, more than half (55 percent) say retirement plans area "must-have" benefit.

MetLife also found that Gen Zers are "always on and always onthe move."

"Growing up with smart phones and seamless digital experiences,they embrace flexibility and technology in how they work andinteract," the authors write. "Flexibility means respecting thelives of Gen Zers outside of work, and half say employers known forrecognizing outside-of-work lives is a must-have."

Younger workers also value new work arrangements, like gig and contract: 55 percent of employed GenZers are gig workers and three out of four are interested infreelance or contract work, as opposed to their current job.

Like millennials, Gen Zers also want to be proud of where theywork: 43 percent believe a company's mission, purpose and valuesare essential and more than half say work with purpose is a"must-have," Metlife found. Employees want their companies to offerprograms that reflect their values and interest: 31 percent saydiversity and inclusion programs are necessaryand 65 percent are interested in international assignments.

"With increased acceptance, multiculturalism and connectedness,they value diversity and an employer who shares their values, evenviewing their workplace as an extension of their personal brands,"the authors write. "Implications? Support employees' whole selvesand provide experiences where they can find more fulfillment andalign their values more authentically."

Have you joined our group ALM Young Professionals Networkon LinkedIn? We're having powerful conversations that tackle thechallenges we all face early in our careers. Request to joinhere. 

Read more: 

• Gen Z Americans already saving to buy homes beforethey turn 30
• Gen Z is ready to learn, if you're ready toteach
• 3 ways millennials, Gen Z will pressure benefitcosts