"Generation Toolbelt" is a column dedicated to exploring the relationship between Generation Z and the workplace, and their role in filling the labor gap in the construction industry.

By the time you read this, I will likely be on vacation. As a member of Generation Z, I value both work output and personal life—and the construction industry is striving to attract this demographic.

In construction, scheduling time off is already difficult due to the demanding nature of the work, let alone having to justify the reason for time off to superiors. Nate Haight, 26, an assistant project manager at a large national contractor, said, "Tight project milestones and schedules mean you have to plan your vacation well in advance."

Beyond planning time, Gen Z also has to bear the cost of travel. As early-career employees, they often don't have much disposable income for luxury trips, so they tend to opt for shorter time off.

Based on my conversations with six Gen Z construction workers for this column, the hardest part of taking time off isn't the request itself, but having to justify it to colleagues—not just the boss. Even when using earned paid time off (PTO), these young workers say they can still face "interrogation" when requesting leave.

Shorter vacations

Whether working in manual labor or in a site office, young construction employees say they can't afford long vacations the way more senior colleagues can. Jacqueline Yeung, 24, a project engineer at McCarthy, said, "I've only been working for about a year, so I probably can't afford a truly luxurious trip yet."

Add to thatrising travel costs this summer, and it becomes even harder for them to afford a larger trip. Haight said, "I try to schedule one or two longer vacations a year, but most of the time, I use Fridays to make long weekends."

For skilled workers, shorter vacations are also more feasible. Yeung, who works in the Bay Area, noted that unions are strong there, which allows skilled workers to enjoy long weekends more frequently—unions often extend holidays to Monday when there's no work on Friday, and vice versa.

Working harder to stop working

In my job, before every vacation, I set up automatic email replies, submit articles (including this one), and create documents for my team so they can understand my workflow while I'm away. I'm happy to do this—it makes things easier for my colleagues, and they do the same for me when they're on leave. Construction workers similarly make an effort to ensure their team isn't left in a lurch by their absence.

Corbin Bradley, 28, a project manager at Rosendin, said, "In my view, if you're taking PTO or time off, then take it. It's your time—turn off your phone and fully relax. The only condition is that you make sure the team can run smoothly, forward emails and contacts, and ensure someone can cover your work."

However, when employees face pressure to explain their reasons for time off before taking it, that extra effort can feel discouraging.

Defending earned time off

Gen Z workers told me that when they request PTO, even well in advance, they encounter various questions. They might be grilled about why they need time off. For some, these aren't friendly, collegial inquiries but rather seem to question whether they deserve the break.

Haight said, "Every time you request time off or are about to leave for a week or so, someone starts commenting, 'Nobody wants to work anymore.' They're joking, but not entirely."

Overall, the Gen Z workers I interviewed said their companies' PTO policies are quite generous, and their direct supervisors tend to encourage them to take time off to fully recharge. Still, comments from colleagues can frustrate a group already burdened with a"lazy" reputation—as if their personal work ethic isn't enough to earn others' trust.

What employers can do

These feelings aren't unique to Gen Z, but the difference lies in the financial cost of time off and the stigma that "young people don't want to work." PTO is a workplace benefit, and generous leave policies are one reason respondents like their jobs. Making it easier for employees to use these benefits seems like an obvious area for improvement.

In the first article of this column, I wrote that Gen Z doesn'tview their career as their identity, but rather as a means to pursue themselves. This might explain their different perspective on taking time off.

Haight said, "For many older people in construction, work is the center of life. Some—not necessarily proudly—talk about missing important moments in their kids' lives and wishing they could have been there. Many of them are actually glad to see younger people willing to take time off for those things."

It's worth noting that these young people are indeed using PTO to attend those important events. Respondents told me their recent leave plans include reuniting with old friends, attending graduation ceremonies, or celebrating weddings—in other words, exactly the kind of life milestones most worth making time for.