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When it comes to workplace technology, the narrative often feels predictable. Gen Z are the digital natives. Millennials are comfortable adopters. Boomers are more cautious.

But when we looked at generational attitudes toward AI in employee benefits, the data told a different story.

At a time when AI is rapidly reshaping how organizations design, deliver and personalize benefits, one of the most surprising findings from the research wasn鈥檛 a sharp generational divide. It was unexpected alignment. In fact, two groups typically portrayed as worlds apart 鈥� Gen Z and Boomers 鈥� showed strikingly similar views on how far AI should go.

While technology is clearly central to enabling more personalized benefits experiences, one of the report鈥檚 most unexpected findings was how closely Gen Z and Boomers align on the role they want AI to play within that technology.

Our latest research shows that Gen Z employees aren鈥檛 completely ready to hand the reins over to AI 鈥� despite them being 鈥渄igital natives鈥� 鈥� and neither are Boomers. Both groups are comfortable with AI assisting them by surfacing relevant options and suggesting what might suit their needs 鈥� but that鈥檚 where they draw the line. For 64% of Gen Z and 75% of Boomers, AI should assist, not act.

Millennials, however, feel differently. They鈥檙e far more open to AI playing an active role in the benefits experience. Half say they鈥檇 be comfortable with AI going beyond simple recommendations:

Image 1: How millennials feel when it comes to trusting AI with their benefits

• 30% of Millennials are happy for AI to act as an advisor, offering expert guidance and even completing sign-up forms.
• 15% of Millennials see AI as a decision partner, tailoring and selecting benefits on their behalf.
• 5% of Millennials would trust AI to act as an autonomous agent, with the authority to select and pay for benefits automatically.

Image 2: New research shows the levels of trust that different generations place in AI when it comes to managing their employee benefits

From generational divide to spectrum of trust

The alignment between Gen Z and Boomers on AI highlights something important: attitudes toward AI in benefits aren鈥檛 determined by age alone. They appear to be influenced just as much by perceived risk, personal confidence, and how consequential the decision feels.

While Gen Z are often described as digital natives, many are still early in their careers and building financial stability. When decisions relate to pay, protection, or long-term security, caution is understandable. Comfort with technology doesn鈥檛 automatically translate into comfort with automation 鈥� particularly when the stakes feel high.

Similarly, many Boomers express a preference for oversight and control, but that doesn鈥檛 necessarily reflect resistance to technology. Rather, it can reflect a desire for clarity, reassurance, and the ability to sense-check important decisions.

Millennials, on average, appear somewhat more open to AI taking a more active role. This may reflect career stage as much as a generational mindset. With competing pressures on time and attention, AI can feel less like a risk and more like a practical tool to reduce complexity and decision fatigue.

What this suggests is not a generational divide, but a spectrum of trust.

What this means for AI adoption in benefits

The implication for employers is clear: successful AI adoption in benefits will depend less on targeting age groups and more on designing experiences that build confidence. Employees are generally comfortable with AI assisting 鈥� surfacing relevant options, simplifying navigation, reducing friction 鈥� but they want transparency and the ability to retain ultimate control.
When AI is positioned as supportive rather than autonomous, and when its role is clearly explained, employees across generations are far more likely to embrace its value.

Get the full findings in Is it time to quit the generation game in employee benefits 鈥� download now.