The Z generation takes less vacations than millennials by structural, cultural and psychological barriers, according to experts

The Z generation, despite being the first generation raised in the digital era and with greater awareness of mental health, shows a paradox: it takes less vacation days than millennials in Peru. According to the “Work in Progress 2024” Survey by Bukthose born between 1981 and 1996 ask on average 16 days a year, while those born between 1997 and 2012 only 13.

For Rosa María Fuchs, researcher at the Research Center at the University of the Pacific (CIUP), the growing gap is not a casual phenomenon, but the result of interdependent structural, cultural and generational factors.

“While millennials transform labor cultures from consolidated positions, generation Z navigates a market that glorifies hyperconnectivity and penalizes the pause,” he explained to the Republic.

Legal Framework

However, Peruvian regulations do not give greater ease to the Z or millennial generation to access more vacation days. He Legislative Decree 713which regulates vacations in the country, establishes that this benefit is granted once the worker, regardless of his age, complies with the required holiday record, that is, a certain number of days worked in the year.

In Peru, the standard holiday period for those who meet a full day and the corresponding record is 30 days a year, but some companies can expand it to 31, 32 or even more days, according to their own decisions and work well -being strategies.

However, from a generational perspective the priorities have reoriented to Other labor benefitsas greater flexibility in the entrance and exit schedules, the possibility of working from different places and the compatibility of work with personal activities.

“In this sense, legislation and business policies could evolve to balance the needs of the organization with the new expectations of workers,” said Eric Castro, a law professor at the Pacific University, to this newspaper.

Barriers

It is not a whim. For researcher Fuchs, there are four dimensions that add up to the equation: labor insecurity, which leads them to prioritize professional survival on rest; hyperconnectivitywhich normalizes constant availability; restrictive policies that limit their access to benefits; and an early growth approach, where the formation is put to immediate well -being.

These factors are intertwined with realities such as 18% of youth unemployment in Peru (INEI, 2024), the work informality of 71% in young Z (World Bank, 2024) and archaic management perceptions that stigmatize rest.

In addition, 58% of global leaders (McKinsey, 2024) associate prolonged holidays with lack of ambition, a bias that internalize to avoid risks in precarious jobs. To this is added that the 73% of Peruvian Z work during their vacations (Buk, 2024), responding messages or emails, a practice that dilutes the perceived need for more free days.

Under that premise, Sebastián Ausin, Country Manager of Buk in Peru, told this newspaper the importance that organizations consider that 57% of those who have not taken vacations in the last year declare feeling work stress many times or always.

“Holidays are an investment in the well -being and performance of talent. If an organization prioritizes the rest of your team, you will see a greater commitment and better performance, ”he concluded.

Inflexible labor markets

• Labor insecurity: 64% of young people in Latin America avoid extensive vacations for fear of being perceived as “little committed” (OECD, 2023). In Peru, 71 % have informal jobs (World Bank, 2024), and only 23 % have a stable contract (INEI, 2024). 78% do not use every day to project dedication (Gartner, 2023), and 73% work during vacation (Buk, 2024).

• Hyperconnectivity: 89% of the Peruvian Z generation responds to work messages on vacation (Deloitte, 2024). 67 % consider “natural” mix personal and work life (World Economic Forum, 2024), but 52 % suffer from constant availability (WHO, 2023). In Peru, 78% of managers demand immediate responses out of time (National Society of Industries, 2024).

• Restrictive policies: Only 34% of audited companies comply with vacations for new contracts (Sunat, 2024). 57% of SMEs conditions holiday to seniority (SNI, 2023), and only 31% of children under 25 accesses 30 legal days (INEI, 2024), vs. 83% of Millennials a decade ago.

• Early growth approach: 71% of generation Z resigns to vacation by training (Deloitte, 2023), and 67% in Peru prefers courses in holiday periods (Chamber of Commerce of Lima, 2024). 58% of global leaders stigmatizes those who prioritize rest (McKinsey, 2024), and 74% of training programs overlap with vacation (INEI, 2024).

Peru: Less vacation, more remuneration?

According to the labor lawyer Juan Valera, a worker, be it Z or millennial, does not enjoy the holiday period that corresponds to him then will be entitled to the payment of the “triple vacation” disintegrated in this way:

• A remuneration for the work done.
• A remuneration for the acquired holiday rest and not enjoyed.
• A compensation equivalent to remuneration for not having enjoyed rest.

“The culture of hyperconnectivity and the influence of remote work can make them” rest “without having to take formal vacations,” said the labor specialist, Alejandra Dinegro.

It is important to note that this compensation is not subject to payment or withholding of any contribution, contribution or tribute. The amount of the aforementioned remuneration will be calculated on the basis of the remuneration that the worker is receiving at the time the payment is made.

Finally, it is important to note that in case the holiday enjoyment is partial then the payment of the “triple holiday” will be proportional to the days of the pending enjoyment.