(The views expressed in this article are the author’s own and do not necessarily reflect the editorial stance of this publication.)
The diminishing number of young workers who are members of trade unions is a major source of concern. It raises the question of why there is a lack of interest among young workers in union membership. With an ageing membership, where the average age is around 40 and above, organising young workers has become an absolute priority.
As it stands, trade unions now face the arduous task of organising young workers who fall into the categories of Gen Z and millennials. Gen Z, or Generation Z, refers to those born roughly between 1997 and 2012. In 2026, this group is often defined as those aged 14 to 29. Millennials, on the other hand, are the generation between Gen X and Gen Z. Gen X includes those born between 1965 and 1980, now aged approximately 46 to 61, while millennials were born between 1981 and 1996 and fall within the 30 to 45 age group.
With these evolving generational distinctions, and with young workers in some quarters classified as those aged 30 and under, it is clear why this demographic must be taken seriously and not taken for granted. They are living in a revolutionary and transformational age, and are known to hold perspectives that move beyond traditional ways of doing business. In many respects, this represents a cultural shift.
It can be argued that governments are adopting policies that contribute to stagnating union growth. This is often linked to the pursuit of a neoliberal agenda, which in turn contributes to a decline in worker solidarity. For example, the rise of the gig economy promotes labour flexibility, creating a new employment landscape in which it is easier to hire on a contractual basis rather than maintain permanent employment.
The effect is fewer unionised jobs. In 2026, where the Gen Z experience is shaped by a neoliberal world, there is less understanding or appreciation of earlier periods, such as the 1970s, when the concept of a job for life, often accompanied by a pension, was more common.
Traditionally, the trade union agenda has centred on advocating for the rights and welfare of workers. However, young workers, who are generally well educated and discerning, are increasingly aware of the political intrigue that has entered the fray, leading to divisions both between and within trade unions due to perceived partisan affiliations. At this point, confidence and trust in union leadership begin to erode.
Additionally, the shift towards self-employment has had a negative impact on trade union density.
Today’s young workers are focused on exercising control over their skills and talents in a world characterised by employment flexibility. Loyalty is increasingly directed towards self, rather than to a company or employer.
Dennis De Peiza is a labour relations and employment relations consultant at Regional Management Services Inc.
