Generations of Contractors

The average daily rate earned by the different generational groups varies. The value of age is evidenced where Boomers earn on average 63% more annually than Gen Z’s, it should be noted that industry sector plays a role, as well as the seniority of work being done. Boomers have an average daily rate of €710, Gen X have an average of €591, Millennials average daily rate is €514, and Gen Z’s is €397.

Contractors historically tend to be older as it takes time to build a valuable skill set and gather experience. In 2026 Boomers, are continuing to transition out of the contracting sector and into retirement and have decreased from 14% to 13% in 2026. Gen X grew from 36% to 38%. Millennials fell from 40% to 38%. Gen Z increased from 10% to 11% continuing to make their way into the labour market.

In 2026, most generations were doing more project-based work than in 2025, especially Gen Z. Gen Z moved from 56% project-based in 2025 to 71% in 2026, with hybrid dropping from 23% to 10%. The percentage of Millennials doing project-based work also increased in 2026, rising from 70% to 76%, while gig-based work fell from 15% to 13%. Gen X saw project-based work ease from 83% to 80%, with gig-based work increasing from 7% to 10%. Boomers stayed at 85% project-based work, but gig-based increased from 5% to 7% as hybrid fell from 10% to 8%.

In 2026, Boomers are most represented in All Other sectors at 19%, they make up 17% of both Technology and Finance. Their presence is lower in Pharma and Engineering at 6% and remains limited in Medical Locum at 8%. Gen X is the most consistently represented generation across all industries in 2026. They make up the largest share of contractors in a number of sectors: ‘All Others’ category at 42%, Engineering and Technical Activities at 40%, and Finance 39%. They have a strong presence in Technology 36%, and Pharma 35%.

Millennials are the largest cohort in several key industries. They dominate Technology 41%, Pharma, Life Sciences and Medical Devices 43%, and Medical Locum 40%. They are also strongly represented in Engineering 39% and Finance 37%. Gen Z has its strongest industry presence in Medical Locum 28% and Pharma 16%, followed by Engineering 15%. Representation remains lower in Technology 6% and Finance 7%.

Boomers are strongly concentrated in senior leadership roles. They account for 23% of managers, directors and senior officials, well above their share in most industries. They hold 11% of Professionals roles. Their representation is small in skilled trades (3%) and associate professional roles (9%). The pattern confirms Boomers’ role as experience-holders rather than delivery-focused specialists. Gen X leads in associate professionals and technicians (45%) and skilled trades (45%). They account for 42% of senior management roles, the largest share of any generation. They also hold the second largest percentage share of Professional roles at 36%. This shows Gen X combining leadership with hands-on delivery, making them structurally critical across sectors.

The average work experience by generation shows variance, which is to be expected as Gen Z are just starting to enter the workforce.

Average days for looking for work… The average time all respondents spent looking for a new contract was 16.5 days up from 12 days in 2025. Millennials and Gen X spent less time than the average contractor looking for work with 14 days and Boomers spent 16 days. Gen Z had the longest average days looking for work at 22 days.

Contract Length… The average contract length is 14 months, however generational differences apply to contract length. Boomers and Gen X have longer contract lengths than the average however they both saw contract lengths shorten in 2026 compared to 2025. Boomers 18 months to 17 months, Gen X 16 months to 15 months. Millennials contract length also reduced from 13 months in 2025 to 12 months in 2026. Gen Z lengthened from 10months in 2025 to 12 months this year.

Holidays… In 2026 data from all respondents showed the average holidays taken was 22 days per year, up from 21 days in 2025. Boomers take the highest number of holidays across the generations at 32 days per year with millennials taking the least days at 19 days per year.

In 2026, contractors moved away from relying solely on finding work themselves towards a more blended approach that combines personal networks with agency support. This change is visible across all generations. The proportion saying “I take the lead” decreased for Boomers, Gen X, Millennials, and Gen Z, while the share using both routes increased in every group. The change is most pronounced among Millennials and Gen Z, where blended sourcing is now the dominant approach. The findings point to a more collaborative and diversified way of securing work in 2026, rather than dependence on a single channel.

In 2026, satisfaction rises with age when it comes to career outcomes. Boomers are the most satisfied across almost all measures, especially career success, pay, location, and overall life satisfaction. Gen X remains positive but shows weaker satisfaction levels with career progress and pay. Millennials and Gen Z are more satisfied with how they work, particularly flexibility and work-life balance, but less satisfied with career success and long-term progress.

Intentions to remain contracting remain high in 2026. Boomers show the strongest commitment, with 91% intending to continue contracting. Gen X also remains strongly committed at 84%. Millennials intention to stay is at 75% and Gen Z records 74%, reflecting continued interest in contracting, though with greater uncertainty than older generations.

All generations identify that the biggest benefit they bring to client companies is increased agility. Boomers highlighted their ability assist with risk management and reduction. Gen X highlight cost savings as a benefit they bring. Millennials and Gen Z’s report addressing headcount issues and hiring freezes as a benefit they bring. Product and process innovation scored much higher for all cohorts this year over last year.