Now that summer is in the rearview and fall is around the bend, I’ve had some time to stop and reflect on what I’ve seen as an employment law attorney thus far, specifically one that represents employees.
I’ve seen employees put in maximum effort, at times, past the point of being reasonable only to be forced out and/or terminated. On top of all that, many are also be saddled with Performance Improvement Plans (PIPs) for questionable reasons used solely to paper the employee’s file and justify termination. I encourage you to read the other posts on our website that discuss how ridiculous PIPs are. Such “discipline” can ruin an employee’s reputation and throw a wrench in their ability to find future employment. I’ve seen employees make themselves physically ill due to the stress and pressure of their jobs only to continually feel unheard or discriminated against.
I’ve seen video snippets posted by digital creators drawing attention to the idea of “acting your wage.” A quick Google search generally defines the practice as: “The amount of labor you’re putting in reflects the amount you’re getting paid.”[1] “Acting your wage” does not have to mean refusing to work hard or abandoning professional responsibility. It can mean drawing a line between doing the job one was hired to do and routinely taking on unpaid, unsustainable, or unrecognized labor. An employee can still be ambitious and committed while also refusing to treat burnout as the price of keeping a job.
Given the lack of respect and consideration by employers, it’s not a surprise that concepts such as “quiet quitting” or “acting your wage” have received so much attention, and “Gen Z” has been touted as being “difficult”[2] for their entitlement, lack of motivation, and lack of productivity. All you have to do is read the comments in social media posts about “acting your wage” that echo the frustration many employees face and praise the idea of doing the minimum. Long gone are the days when an employee gives 110% to an employer (i.e., overtime, working weekends) they could expect to achieve certain milestones such as owning a home, retirement benefits, and comprehensive healthcare. Just look at the headlines from the tech industry with the almost quarterly layoffs despite record profits. Employers no longer value their workers and what they produce, they value their shareholders. Maybe it’s always been this way but now we’re pushing back.
Employers can easily argue that employees should be grateful for the job they have and that they cannot afford to pay employees much beyond minimum wage. To that, I point to an age old adage, “You get what you pay for.” If employers continue to treat employees as disposable yet expect them to go above and beyond, then they’re in for a rude awakening. According to the World Economic Forum: “By 2025, 27% of the workforce in OECD [Organization for Economic Cooperation and Development] countries will be Gen Z.” Now, Gen Z is no longer merely the “upcoming” generation at work. It is already a meaningful part of today’s workforce, and employers who continue to dismiss younger workers as lazy, entitled, or difficult risk missing the larger issue. Recent workplace research shows that employees, particularly younger ones, are looking for fair compensation, meaningful opportunities to learn, reasonable flexibility, and managers who respect boundaries. When those basics are absent, disengagement should not come as a surprise.
The data also suggest that this conversation is bigger than one generation or one viral workplace phrase. Gallup continues to identify disengagement as a major workplace problem, and the American Psychological Association reported in 2024 that 67% of workers experienced at least one burnout-related outcome in the prior month.[3] Employees who believe their compensation has not kept pace with inflation are also more likely to report job dissatisfaction. In that context, “acting your wage” can be understood as a demand for fair pay, realistic expectations, and respect for employees’ time and health.
Employers cannot easily overlook that they’ll need their technological and social media skills to compete. Other workers outside of Gen Z are becoming more savvy due to the rise of legal content creators and better equipped to defend themselves against employers. Part of what we do is try to disseminate that knowledge as well with our Employee Survival Guide.[4]
So, how does this impact you, the reader? I hope this makes you stop to think about your work situation whether you are the employee or employer.
Employees should be thoughtful about how they set boundaries. Keep records of your workload and job duties, communicate when demands are becoming unreasonable (in writing!), ask for clarification about changing expectations (in writing!), and use available leave when you need it. Setting boundaries is different from giving an employer permission to claim poor performance, so employees should continue meeting legitimate job expectations while protecting their health and documenting concerning treatment.
Employers should view disengagement as information, not simply insubordination. If employees are consistently overwhelmed, leaving in droves, or limiting their effort to merely the scope of their roles, management should examine whether compensation, staffing, advancement opportunities, training, and expectations are aligned. A workplace that expects constant availability but offers little support, recognition, or growth will struggle to retain employees, regardless of generation.
“Acting your wage” is not an excuse for employers to disregard performance concerns, nor is it necessarily an excuse for employees to disengage completely. It is, however, a reminder that effort has limits and that workers should not have to sacrifice their health, personal lives, or dignity to prove they deserve basic respect. Employers who offer fair compensation, manageable expectations, meaningful development, and a culture of respect are more likely to retain talent. It’s never too late to turn things around. Employees facing unreasonable demands, retaliation, discrimination, or a sudden push toward termination should understand their rights and seek informed advice before assuming they have no options.
It’s important for employees to consult with an employment attorney to gain a comprehensive understanding of the specific legal requirements and obligations related to laws in the workplace within their jurisdiction. Please contact Carey & Associates, P.C. on our website or call us at (475) 242-8317 or by email at info@capclaw.com.
[1] https://www.businessinsider.com/how-act-your-wage-quiet-quit-work-less-get-paid-2022-9
[2] https://www.forbes.com/sites/jackkelly/2023/07/31/gen-z-is-labeled-as-difficult-in-the-workplace-but-theres-more-to-the-story/?sh=4751fc8e7d7f
[3] chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://www.apa.org/pubs/reports/work-in-america/2024/2024-work-in-america-report.pdf?utm_source=openai
[4] https://employeesurvival.com/