30% of Gen Z Have Faked an Illness to Extend a Holiday

The dreaded end of vacation feeling is universal. We’ve all experienced that crushing sense of dread on the final afternoon of a vacation, mentally preparing for a slew of Slack messages and wishing to just have one more day.

While many simply just accept their fate and board the flight home, a surprising amount of the workforce is taking a different approach by calling in sick. 

According to a survey of 2,000 UK adults conducted by OnePoll, nearly 30% of Gen Z respondents admitted to lying about being ill to extend a holiday.

When it comes to those wanting to stretch their annual leave, age makes a big difference. Younger workers are far more likely to take a fake sick day compared to older generations.

1. Gen Z (Born after 1996): 28.99% say yes.
2. Millennials (Born 1981–1996): 19.80% say yes.
3. Gen X (Born 1965–1980): 2.42% say yes.
4. Baby Boomers (Born 1946–1964): 1.69% say yes.
5. Silent Generation (Born 1928–1945): 6.25% say yes.

Overall, 11.60% of all respondents admitted to faking an illness for a holiday extension. That means Gen Z is nearly 18 times more likely to do it than Baby Boomers

The temptation to call in sick after a vacation isn't spread equally across the UK. Certain regions show a much higher tendency to this behaviour than others:

The Top Offenders

1. London: Leads the nation at 21.54%.
2. Northern Ireland: Follows closely with 20.00%.
3. North East: Ranks third with 13.41%.

The Mid-Tier

1. West Midlands: 12.35%.
2. Scotland: 12.26%.
3. East of England: 10.26%.
4. North West: 10.09%.
5. Wales: 9.78%.
6. South West: 8.99%.

The Most Honest Regions

1. East Midlands: 8.50%.
2. South East: 7.91%.
3. Yorkshire and the Humber: Claims the lowest spot at 7.78%.

The high percentage of Gen Z respondents using sick leave to stretch out vacations points to points to a evolving workplace dynamic. Many older generations point to Gen Z as being less dedicated, less work orientated and some even accuse them to laziness. However, this generation is simply a product of its circumstances signaling a clear shift in work place attitudes.

1. Moving Away from “Hustle Culture”: Unlike older generations who often prioritised long hours and loyalty as badges of honour, Gen Z places personal well-being, boundary-setting, and burnout prevention at the center of their careers. Taking an extra day off to decompress isn’t viewed as poor ethics, but as necessary self-care.
2. Re-evaluating the Employee-Employer Contract: Having entered the workforce during a period marked by remote work, high stress levels, and global uncertainty, Gen Z tends to view workplace rules with pragmatic scepticism. They are less inclined to sacrifice their personal time for institutional loyalty alone.
3. Taking Balance into Their Own Hands: When traditional annual leave or rigid office policies feel restrictive, younger workers are increasingly taking charge of their own work-life balance, whether through mental health days, hybrid flexibility, or the occasional extra holiday day.

As Gen Z continues to make up a larger share of the workforce, traditional PTO structures may need to adapt. Rather than treating this trend purely as a disciplinary issue, forward-thinking employers might find better results by addressing the root cause.

Implementing flexible return-to-work policies or offering post-travel "buffer days" gives employees room to adjust without resorting to excuses.

Similarly, normalising personal wellness days can turn sneaky sick leave into honest, managed time off, benefiting both businesses and their teams in the long run.