Parents in the Workplace? For Many Gen Z Workers, It’s Not Just Support—It’s Co-Employment
If you think parental involvement ends after college, think again.
According to a new ResumeTemplates.com survey of 831 full-time Gen Z workers, a surprising number are getting more than just career advice from Mom and Dad — they’re getting hands-on assistance at work. And we’re not talking about proofreading a résumé.
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45% say their parent regularly communicates with their current manager
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1 in 4 brought a parent to a job interview
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73% receive parental help completing work assignments
The findings point to a growing generational shift in how younger professionals approach workplace autonomy—and raise questions for HR departments and hiring managers across the country.
“Parents can be valuable mentors, especially if they’ve worked in similar fields,” says Julia Toothacre, Chief Career Strategist at ResumeTemplates. “But when parents directly contact a child’s boss or attend interviews, it can hurt the employee’s credibility and stunt professional development.”
From Résumé Writing to Salary Negotiations
Many Gen Z workers aren’t just leaning on their parents for guidance—they’re handing over major responsibilities:
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63% had a parent submit job applications on their behalf
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54% had a parent email a hiring manager
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48% let a parent complete a test assignment
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41% had a parent take an HR screening call
And once in the room?
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40% say a parent sat in on the job interview
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34% say their parent answered questions during it
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27% had a parent negotiate compensation
If this sounds like the plot of a Gen Z sitcom, rest assured: it’s not fiction. 57% of those surveyed said they’ve brought a parent to their current workplace, and more than 8 in 10 report parental involvement in reviewing performance reviews, requesting time off, or even discussing promotions and raises with management.
The Rise of “Helicopter Hiring”?
The data suggests that workplace boundaries are blurring—especially for early-career professionals raised in highly involved households. Whether this is a temporary overcorrection or a new norm remains to be seen. But for many HR leaders, this level of family involvement presents new challenges around candidate maturity, communication skills, and professional independence.
It also poses legal and privacy concerns. What happens when a parent emails a hiring manager on behalf of their adult child? Or shows up uninvited to discuss PTO with HR?
While parental encouragement is nothing new, this kind of hands-on, front-line participation in job functions is. And it raises concerns about how Gen Z will grow into leadership roles if foundational experiences like interviews, project ownership, and interpersonal workplace dynamics are being outsourced.
What Can Companies Do?
Toothacre suggests companies take a proactive approach. “Early-career professionals need to learn how to navigate workplace conversations on their own,” she says. “HR departments, mentorship programs, and online resources can all help bridge the gap.”
Some companies may choose to formalize mentorship or soft skills training for younger hires. Others might start setting clearer boundaries in the hiring process—no parents in the interview room, for instance.
The takeaway? Gen Z isn’t lazy or disinterested—but many are arriving at the workplace under-equipped for independence, and organizations will need to decide how (or whether) to guide that transition.
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