What is ‘lily padding’: A smart or risky workplace trend among Gen Z?

Not long ago, careers were expected to follow a clear and steady path. A graduate joined a company, stayed for several years, moved up slowly and built a long association with one employer. The ladder was clear, even if the climb was slow.

That painted picture is now changing. Across industries, employers are noticing a different pattern among early career workers, especially members of Gen Z. Many are moving between roles, companies and sometimes industries within short periods. This pattern is increasingly described as “lily padding”, a term used to describe intentional job movement aimed at building skills and flexibility before settling into a longer role.

The change serves as a mirror to Gen Z's perspective about work, stability and career growth.

A generation moving faster between jobs

According to Randstad, the average tenure of a Gen Z employee during the first five years of their career is about 1.1 years. In comparison, millennials stay around 1.8 years, while older generations often remain close to three years in their early career roles.

The same research shows that one in three Gen Z workers plans to change jobs within the next year.

This mobility is also part of a change in work patterns. Research from Glassdoor shows that nearly six in ten Gen Z workers have side hustles, while 68% say they would not pursue a management role unless the pay is significantly higher.

Taken together, this shows that younger professionals may be less attached to traditional ideas of loyalty to one organisation.

Why the change is happening now

Several changes in the workplace help explain the rise of lily padding. In recent years, economic uncertainty and rapid technological change have moulded the relationship between employers and employees. The idea of a job that lasts decades has weakened, and long tenure no longer guarantees security.

In this environment, many workers focus more on employability than loyalty. Moving between roles can help them gain new skills, exposure to different industries and a broader professional network.

Technology has also accelerated the pace of change. Fields influenced by artificial intelligence, digital tools and automation evolve quickly. Skills that are valuable today may need updating within a few years.

For some workers, moving between roles becomes a way to keep those skills relevant.

Why some employers remain cautious

Despite its growing visibility, lily padding is not always welcomed by organisations.

In many sectors and cultures, long tenure still signals reliability and commitment. When a candidate’s work history shows several short roles, employers may worry about stability.

Replacing employees can also be costly. Hiring, training and onboarding new staff requires time and resources. For that reason, some businesses hesitate to invest in candidates who may leave quickly.

Leaders may also question the motivation behind frequent moves if the employee cannot explain clearly what skills or experience each role added.

The advantages of moving between roles

At the same time, the trend does carry potential benefits. Workers who move between roles may gain exposure to different systems, teams and problem solving approaches. This can help them build adaptable skill sets.

Shorter career cycles can also encourage professionals to shape their reputation around what they can do rather than the title they hold.

For organisations, employees who bring experience from multiple industries may introduce new perspectives and ideas. This cross industry learning can strengthen innovation within teams.

When managed well, such mobility can contribute to a workforce that adapts quickly to change.

The risks for workers and companies

However, frequent movement between roles also has limits. Employees who leave organisations quickly may not build the deeper institutional knowledge that develops over time. They may also face repeated onboarding cycles that require them to prove themselves again in each workplace.

There is also the risk of burnout, particularly when workers move too often without enough time to settle into a role.

From a company perspective, constant turnover can disrupt team stability and make it harder to build long term leadership pipelines.

Is there a middle path?

For many early career professionals, some level of movement can be valuable. Experiencing different organisations and workplace cultures may resemble the benefits of internships or gap year experiences.

Over time, however, the balance may need to change.

Strategic movement where each role builds complementary skills can strengthen a career in the early stages. But if movement continues without clear direction, it may slow long term professional growth.

The challenge for many workers is deciding when mobility supports learning and when stability begins to matter more.

A changing view of careers

It is easy to dismiss lily padding as a passing generational trend. Yet the pattern deserves some attention.

Careers today appear less like ladders and more like a series of steps that workers use to gather skills and experiences over time. In such an environment, professionals who move between roles may be responding to the realities of a faster changing labour market.

Whether lily padding becomes a lasting strategy or remains a phase in early careers will depend on how both workers and organisations adapt.

For now, it shows that the meaning of career stability is evolving, especially for Gen Z entering the workforce.
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