EXCLUSIVEExperts detail the 'anti-work movement' and how big companies will SUFFER if they don't change

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For decades, a 9-to-5 job was the American Dream. 

It meant stability — a steady paycheck, clear career path and maybe even a pension if you stuck around long enough. 

But these days, that setup feels less like a dream and more like a relic of the past.

With the rise of remote work, side hustles, and a general burnout from hustle culture, more people - specifically young adults - are questioning why we still cling to such a rigid schedule.

The idea that you have to be at a desk for eight hours a day, five days a week, just to prove you're working? A lot of people aren't buying it anymore. 

Instead, they're looking for flexibility, better work-life balance, and a way to make a living that doesn't feel so exhausting. 

This shift has fueled the anti-work movement, which isn't just about quitting jobs — it's about rethinking what work should even look like in the first place. 

DailyMail.com spoke exclusively with Dr. Charles Sweet MD, a medical advisor at Linear Health, and Arianny Mercedes, a career and workforce strategist as well as the founder of global career consultancy Revamped, to understand the movement and what the future might look like. 

People are looking for a better work-life balance rather than a traditional 9-5. FEMAIL spoke to two experts - Dr. Charles Sweet MD, a medical advisor at Linear Health , and Arianny Mercedes, a Career & Workforce Strategist and the founder of Revamped - about the anti-work movement and what it means

Arianny made it clear that the anti-work movement isn't about refusal to work: 'It's a refusal to participate in systems that feel exploitative, stagnant, or misaligned with one's values. 

'People are rethinking productivity, questioning hustle culture, and pushing back on outdated notions of loyalty to employers that offer little security or flexibility in return.'

Dr. Charles said the movement began because: 'Younger generations have grown up watching economic instability, from recessions to pandemics. 

'The cost of living has skyrocketed, and most jobs demand everything while offering little security. 

'The rise of remote work and a greater awareness of mental health have influenced people to rethink how they spend their time.'

He also said research has shown that long hours and rigid schedules are the reasons behind stress and burnout.

Both experts attribute much of this attitude to the 2020 pandemic.

'COVID-19 definitely plays a big role in accelerating this change. We see that remote work is possible, flexibility is valued, and commuting for hours isn't necessary,' Dr. Sweet told FEMAIL.

He added: 'Social media also plays a part, especially with platforms like TikTok or Reddit, where workers have a space to share their frustrations. Influencers have also shown us different ways to make a living. 

'There are freelancing, side hustles, and remote jobs that make traditional employment look a bit old.'

This shift isn't just about quitting jobs—it's about rethinking what work should even look like in the first place

Is this movement a temporary trend or a long-term shift? 

Arianny said it was 'absolutely' a long-term shift.

'While the pandemic accelerated it, the discontent was already brewing. 

'We're witnessing a generational realignment of priorities where freedom, wellness, and fulfillment are more important than job titles or tenure. 

'While the rhetoric may evolve, the core demand for autonomy, dignity, and flexibility in work isn't going anywhere.'

She added: 'Companies that resist this shift will struggle with retention and relevance.'

How have generational differences influenced attitudes toward work?

Arianny said younger people in the workforce, specifically Millennials and Gen Z, 'See work as a part of life not the center of it.'

'Unlike older generations who often equated job stability with success, today's professionals are more likely to prioritize mental health, remote options, and values alignment,' she detailed to DailyMail.com.

'They're also much more vocal on social media about their dissatisfaction, which amplifies the movement and creates a shared language of resistance.

One expert said research has shown that long hours and rigid schedules are the reasons behind stress and burnout. Both experts attribute much of this attitude to the 2020 pandemic

How are big companies handling the shift?

Arianny said some 'forward-thinking companies are investing in true flexibility remote-first cultures, four-day workweeks, asynchronous collaboration.'  

'Others are opting for performative gestures or trying to return to pre-pandemic norms. 

'The companies that will win long-term are the ones treating flexibility not as a perk, but as a default. They're the ones restructuring work itself not just offering yoga classes and calling it wellness.'

Businesses are struggling to shift from control-based models to trust-based ones, the career and workforce strategist explained.

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'There's also a lag in management training leaders don't always know how to lead remote or hybrid teams, which leads to micromanagement or resistance. 

'Additionally, companies that ignore these cultural shifts are seeing higher turnover and a shrinking talent pool, especially among younger, diverse candidates who won't tolerate outdated workplace norms.'

She said businesses need to 'start by listening' to foster happier employees.  

'Conduct stay interviews, not just exit interviews. Redefine productivity to focus on outcomes, not hours. Normalize mental health days. Train managers on emotional intelligence,' she advised DailyMail.com. 

'Offer career development pathways that don't require burnout to earn a promotion. And perhaps most importantly trust your people. The future of work is built on mutual respect and flexibility, not surveillance and rigidity.' 

Dr. Sweet also recommended that big companies should: 'See employees as whole people and not just an assembly line that can get work done is a big change in how people look at employment. 

'People feel most motivated when they have a sense of autonomy, feel competent, and have meaningful connections with others.'