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The Generation Between 16 and 24 Demonstrates a Historic Change in the Job Market: Memes, Desire for Freedom, Entrepreneurship, and Aversion to the Figure of the Boss Are Shaping New Directions for Companies and Workers
Do you remember the excitement of your first job? For many adults, signing the work card was a source of pride, a photo for social media, and a family celebration. But this scenario is changing. According to recent data, more than two in three young people no longer want to work with a formal contract.
On the internet, the CLT has even become a joke. Memes circulate daily, turning formal employment into a synonym for “being stuck” or “punishment.” This movement raises an important question: how are companies adapting to this new mindset?
The case of Miguel, 18, shows that there are still those who see advantages in formality. Working in IT, he highlights the stability and security that the CLT regime offers. However, the prevailing trend is moving in another direction.
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Datafolha Research: 68% of Young People Do Not Want CLT
Dissatisfaction with the rigidity of the formal contract has driven the search for alternatives. A research by the Datafolha Institute indicates that 68% of young people aged 16 to 24 reject formal jobs, even knowing they might earn less. For them, satisfaction and quality of life outweigh security and stability.
Rodrigo, for example, is already planning to open his own business. “The goal is to venture out and create something I enjoy, along with my friends, and that will eventually succeed,” says the young man. This mindset represents a clear change: while financial stability used to be a priority, now purpose and personal alignment with work are at the center of choices.
According to a report released by Ric RECORD Paraná, this trend is not isolated. The phenomenon is being discussed by management and human resources specialists across the country, highlighting the need for companies to adapt.
Aversion to the Figure of the Boss and the Desire for Freedom
Another point of interest is the rejection of the word “boss.” For many young people, a boss is synonymous with authoritarianism. In contrast, the idea of leader and teamwork is much more accepted.
The CLT model, viewed as a system full of obligations—punching a clock, adhering to strict schedules, following rules, and answering to superiors—does not connect with the desire for freedom and belonging of the new generation. What young people seek is an environment where they can express themselves, be heard, and find purpose in what they do.
This cultural shift has serious consequences: some sectors are already facing a workforce shortage. While supermarkets and call centers struggle to attract young people, professions related to digital fields, such as influencers and online content creators, are gaining more space, offering autonomy and flexibility.
Paraná Leads the Ranking, but Experts Warn of Risks
Despite this new scenario, Paraná still leads the nation in young people with formal contracts. However, this data should not be interpreted as a guarantee of future stability. Experts warn that companies need to study the behavior of this generation and adapt quickly.
In the past, offering a fixed salary and a position was enough to attract professionals. Today, the challenge is different: young people want to work on something that makes sense, that aligns with their values, and that gives them freedom. For human resources specialists, it is urgent that companies understand this shift in mentality.
Preparation from High School
According to HR professionals, this cultural transformation needs to be cultivated in schools. Some high school institutions are already incorporating entrepreneurship and innovation themes into their curricula. The goal is to prepare young people better for the new demands of the market.
One interviewed teacher highlighted that, in the past, rationality and the pursuit of stability predominated. Today, teenagers demonstrate future-oriented thinking and are not afraid to question traditional models. This characteristic could be positive for the country, provided that companies are open to dialogue and create environments that encourage protagonism.
Not Everyone Rejects Formal Contracts
It is worth noting that, even in light of this movement, there are young people who still prefer the security of the CLT. A student, for instance, explained that due to anxiety issues, she feels more comfortable choosing a formal job or even a career in the public sector, which offers stability.
This diversity of views shows that the job market is not entirely closed to the CLT, but it demands hybrid models that reconcile flexibility with security. The great challenge for companies will be to balance proposals that cater to both the young person dreaming of entrepreneurship and the one seeking stability.
A Future in Transformation
People management experts affirm that the break with paradigms regarding the CLT is irreversible. The market is moving toward a coexistence of different profiles: young entrepreneurs, digital influencers, and formal workers who still value the security of traditional employment.
As emphasized in a report released by Ric RECORD Paraná, the secret to keeping teams engaged will be to understand the dreams of the new generation and provide environments that combine freedom, belonging, and purpose. After all, for these young people, working is not just about earning a salary: it is about building something that makes sense for their lives.
And you, do you believe that the stability of the CLT is still worth more than the freedom to entrepreneur, or is the future of work already heading in another direction?
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