Oversharing on the internet is not new, but Gen Z has taken it to a whole new level. With the recent increase of #HatemyJob and #9to5IsNotForMe, Gen Z is shamelessly airing their grievances about working in corporate America on TikTok and other social media platforms. The #HateMyJob hashtag appear in more than 12,000 videos while #9to5IsNotForMe is associated with about 17,000 posts. 

What started as a few funny videos has grown into a popular trend of content creators and TikTok users venting about work as a form of catharsis. Critics are describing the posts as public temper tantrums. Others support Gen Z being unafraid to be honest about mental health. They encourage their honesty about confusion in their 20s and advocating for healthier work environments. 

@lisaremaye End of an era fr, but onto better things &lt3 #ihatemyjob #hatemyjobrightnow #iwanttoquitmydayjob #iwanttoquit #quittingmyjob #quitmyjobwithme ♬ Im sorry but I quit have a wonderful life love you – shaelovve

Amoi Alawoya, HR consultant and founder of Niche Unlimited, believes that it’s high time to disrupt the dogmatic corporate practices and push for healthier working environments 

“Previous generations, including millennials, often wore long hours and overwork as a badge  of honor,” she said. “We took pride in the higher salaries we eventually earned, only to see much of it eaten away by taxes and expensive insurances.” 

Employees Rights In and Out-of-Office

The National Labor Relations Act (NLRA) protects employees’ right to  engage in “concerted activity.” When employees tackle work-related issues together — like airing grievances on social media about work conditions — they are protected. As long as they’re talking about work conditions and it involves coworkers, they have the right to share those thoughts publicly. 

Alawoya emphasized that neither she, Niche Unlimited, nor its representatives offer legal advice. Her shared statements are not legal advice. They are from a basis of best HR and organizational practices in the workplace. If you are seeking legal counsel, Alawoya advises to consult with an attorney.

Oversharing or Vulnerability?

If the grievances are justified, Alawoya said that she does not see any reason why employees shouldn’t express them.

“I find it commendable that younger generations are challenging traditional workforce  structures and practices,” she said. “Many of us [from older generations] have reluctantly accepted them, often to our detriment,”

The outdated norms have contributed to stress, depression, and the social and economic  strain on countless families, she added. 

“It is your prerogative if you share your angst on social media,” she said. “But be sure that it’s an honest workplace grievance that is impacting you and other employees rather than a personal preference or false claims to get attention.”

Better Workplace Outcomes 

Alawoya often advises her clients that positive or negative outcomes are what influence change in the workplace. To implement change in the workplace, it will require help from both employers and employees.

Instead of ignoring employee grievances, companies should pay attention to these concerns. This will help them maintain a positive brand image, especially if the complaints are legitimate. 

For employees, it is important to not just talk about the problem. They should also be a part of finding a solution. 

“As an employee, complaining to your online followers before addressing it with the employer isn’t a pragmatic solution,” Alawoya said. “It’s just whining.” 

Depending on the grievances, employees should reach out to upper management or HR. If more serious action is needed, they should contact local or state labor agencies. They can also seek advice from a lawyer.