It is most apparent in metros such as Delhi-National Capital Region (55%) and Mumbai (48%), probably due to higher cost of living. This is in spite of the fact that Indian Gen Z recorded the fastest salary growth (11%) globally, according to Deel’s internal database.
Gen Z refers to those born between the mid-1990s and early 2010s.
At the root of Gen Z’s salary dissatisfaction is the growing financial strain. The research found that the top reasons attributed to the dissatisfaction include lack of inflation-adjusted hikes (21%), below-market compensation (19%), salaries insufficient to cover needs beyond basic expenses (14%) and poor salary growth (13%).
The study, conducted in April and May, surveyed 2,508 full-time, white-collar Gen Z professionals (ages 20-28, with up to three years of work experience) across seven Indian cities and 10 sectors.
Beyond concerns about pay, a significant number of Gen Z employees (61%) feel that older colleagues are given preferential access to career development opportunities and workplace benefits. These include promotions and leadership opportunities, training and development access, and workplace flexibility and perks.This perception contributes to a growing sense of inequity and dissatisfaction, as younger employees feel overlooked despite their skills and willingness to adapt. Many interpret this gap as a lack of investment in their long-term growth, which can affect engagement and retention.As a result of growing unhappiness, 69% are ready to switch jobs and 51% would accept a fully remote job with a global company if a better salary offer comes along.
This inclination is particularly high in cities like Bengaluru (74%), Mumbai (67%) and Chennai (65%). These urban hubs have a high concentration of tech-savvy youths who are more exposed to global work trends and see international roles as a way to break through local pay limitations.
“It’s clear that companies risk losing their top Gen Z talent to higher-paying, more flexible global roles if they don’t adapt. While compensation is still a major concern, organisations must also offer flexibility to stay competitive,” said Sumit Sabharwal, country leader for India at Deel.