How we work has undergone such tremendous changes in the last few years that few of us work from nine-to-five anymore. Gen Z is to be credited, at least partially, for rewriting the rules of the workplace, normalizing the belief that we don’t have to drive ourselves into the ground to be effective in our jobs and that burnout is not a badge of honor for hard work. They are tailoring shift work for flexibility and work-life balance–essential to our mental health. And they are advocates of microshifting and proponents of employing “microshifters” a popular workplace trend that’s gaining steam.
Who Are Microshifters?
Gen Z has gone “micro” again. With flexible working, four-day workweeks and microbreaks, the way we used to toil in the office has transformed. And that’s not a bad thing. Science-backed studies have shown that, when interspersed throughout the workday, microbreaks and microshifts fuel employee well-being, engagement and productivity.
And instead of waiting until retirement to travel the world, Gen Z workers are proponents of micro-retirements between jobs to take time out from work stress, paving the way for future workers to prioritize a healthy work-life balance. And they are flipping the rules of the workplace through another trend called reverse mentoring in which they are tutoring senior executives.
Now, a new workforce report from Deputy’s The Big Shift: U.S. 2025 reveals how Gen Z microshifters are rewriting shift work with the popular “microshifting” trend. Instead of working typical eight hour shifts, microshifters work flexible, short (six hours or less) shifts, giving them more flexible work arrangements. It allows workers to balance responsibilities such as caregiving, education or multiple jobs. The trend taps into an underutilized pool of talent by challenging traditional employer-employee relationships.
The latest Deputy report shows that demand for this kind of flexibility is strongest among younger workers who have parenting or caring responsibilities. Microshifters are dominated by Gen Z, making up 51.5%, and the majority (63%) of micro-shift workers view AI positively as a tool that improves their roles rather than replacing them.
Microshifters work in short non-linear blocks to align with productivity. This trend is particularly common in retail and hospitality work, as well as office-based roles. Microshifters, for example, might work for a few hours in the morning, taking a break to for other responsibilities, and clock back in later on in the day. While microshifts are common when people balance several different jobs, there’s an increasing amount of demand for this level of flexibility in full-time roles.
“Workplaces aren’t as rigid and structured as they once were,” according to Peter Duris, CEO and Founder of AI-based career tool Kickresume. “Flexibility is one of the most common and sought after perks in a job, whether that’s having the option to work from home or working flexible hours.”
Duris believes that microshifting is a great way for microshifters to balance their personal responsibilities alongside work. He adds that if you have the option to work microshifts, it could be worth discussing with your manager. This may be especially game-changing if you’re a parent or caregiver. Duris shares his expert insights into microshifting and advice for both employees and managers when it comes to handling this style of work.
Tips For Microshifters
1. Be clear and transparent. Duris advises that you maintain clear and honest communication with your manager. Why? He says your manager and your team will need to know which hours you’ll be available for effective communication. It may be best to schedule your shift breaks in a shared group calendar.
2. Prioritize your most important tasks. If you’re planning to transition into a microshifting style of work, Duris believes it could be helpful to complete your high-priority tasks during your most productive hours.
3. Schedule your working blocks. “Microshifting involves working in blocks rather than a typical nine-to-five-schedule,” Duris points out. “It may be helpful to use a digital scheduling tool to manage your working blocks and personal responsibilities so you stay as organized as you can. This is especially important if you work microshifts at multiple jobs, since you’ll want to avoid getting double booked.”
Tips For Managers Of Microshifters
4. Offer your employees flexible options. Duris suggests that one of the benefits of microshifting is that it allows microshifters to work when they’re most productive. If you’re an employer, he encourages you to offer flexible arrangements to help boost employee satisfaction and maybe even improve the quality of work across your team.
5. Set clear expectations. “When employees work outside of typical working hours, it’s important to schedule team-wide core working hours to make sure there’s dedicated time in the workday for team meetings and collaboration,” Duris states.
6. Establish regular check-ins. To make sure your team isn’t struggling with balancing their work and personal responsibilities, Duris explains the importance of checking in to see how they’re doing, adding that microshifting could possibly lead to overworking as it’s less rigid than a typical nine-to-five-schedule.
There’s a mistaken belief that microshifters are looking for a way to work less. But Silvija Martincevic, Deputy’s CEO, insists that it’s about working smarter, making sure microshifting works for both the employee and employer. Martincevic adds it’s not just a Gen Z thing. “We’re seeing shorter average shifts among both Gen Alpha and Baby Boomers, too,” she says. “That tells us this is bigger than a niche trend–it’s a generational shift.”
The Future Of Work For Microshifters
Martincevic believes businesses that embrace microshifters will have a competitive advantage in attracting and retaining talent. “At the same time, we see that AI is enhancing–not replacing–shift work, by optimizing scheduling and improving work-life integration. The Big Shift isn’t just a report; it’s a roadmap for the future of hourly work.”
“Together, these shifts create new pathways for caregivers, parents, students and anyone seeking greater control over their time,” Martincevic states. “Deputy is helping lead this transition. Our platform enables businesses to build smarter, more flexible teams that can adapt to today’s evolving labor market. With real-time scheduling and labor insights, we’re making it easier to embrace micro-shifts as a pathway to a more sustainable and people-first approach to workforce management.”
Paul Farnsworth, president of Dice, a tech careers marketplace, told me that micro-shifts have been around for a while, although perhaps for different reasons. And Martincevic agrees, mentioning that remote workers have been microshifters all along, stepping away between calls to start laundry, pick up their kids after a meeting and logging back in later to wrap up work.
As the definition of work continues to evolve, Martincevic predicts companies that adopt flexible models by employing microshifters will be better positioned to attract and retain the talent of tomorrow. “With regulation and worker sentiment shifting toward more stable and predictable microshifts, companies that tap into this more personalized approach will challenge outdated assumptions about work and unlock a huge pool of untapped talent,” she concludes.