Imagine a new funeral director interviewing for their first job.

They care deeply about serving families. They chose this profession on purpose. But they’re also asking questions that never came up in interviews 10 years ago:

Will I have flexibility in my schedule?

Will I be supported in my role?

Will I have the tools I need to do my job well?

Chances are, that candidate is Gen Z, the newest generation entering the funeral profession. They think differently about culture, technology, and work-life balance, and they want a workplace that reflects that.

To better understand what they’re looking for, we surveyed mortuary school students. What we learned was simple: Gen Z isn’t trying to change the heart of this profession. They just want a workplace that fits how they live and work today.

Here are 4 things Gen Z funeral professionals value most and how funeral homes can meet them where they are.

Who is Gen Z?

Before we discuss how to create a Gen Z-friendly workplace, let's get to know this generation a little better!

Gen Zers were born between 1997 and 2012. That means the oldest members of this group are now stepping into their late 20s, and many are graduating from mortuary school and entering the funeral profession.

You’ll often hear Gen Z described as “digital natives.” They grew up with smartphones, apps, and instant access to information, so speed, convenience, and efficiency feel normal to them.

They’re also used to researching their options before making decisions, whether that’s choosing where to shop, what to buy, or where to work. When Gen Z looks at a funeral home as a potential employer, they’re paying attention to how the business operates, how the team works together, and whether the tools and culture match the world they live in.

With that in mind, let's take a look at 4 things they value in a workplace.

#1. A flexible work schedule

Many members of Gen Z entered the workforce during a time when hybrid and flexible work schedules became more common. Now, it is less likely to be seen as a bonus and more like an expectation.

A recent report found that 71% of Gen Z preferred hybrid work, while only 23% preferred fully remote work. This is great, considering that being fully remote in this profession would be tricky! And it’s true: funeral service will always require in‑person care. But flexibility doesn’t have to mean fully remote work to make a meaningful difference.

Turns out, there are ways to give funeral professionals more flexibility without sacrificing service. Here are some tools and benefits to consider:

• Cloud-based software gives your team access to case files from anywhere.
• Mobile case management allows you and your staff to manage cases, check details, send messages, and stay connected on the go.
• Online at-need planning software creates a digital channel for families and staff to communicate without relying solely on phone calls or in‑person meetings.

These are just a few technologies that help funeral directors have a better work-life balance for everyday tasks without sacrificing the face-to-face interactions families need.

#2. Innovative technology

Unlike any other generation before them, Gen Z grew up with technology. It was a large part of their childhood, and they will expect to use it in the workplace.

A recent article in Forbes says, “They [Gen Z] are comfortable with AI, automation, and digital collaboration tools, and they expect these to be seamlessly integrated into their work environment.”

If you already use tools like social media, a website, communication apps, or funeral home software, you’re off to a great start. These types of tools show younger recruits that your funeral home values efficiency and is willing to evolve.

If not, don't worry! You can implement a few technologies to make your funeral home more attractive to younger recruits.

Some funeral homes are even adopting software with built‑in AI features. For Gen Z, that’s a huge plus. In Passare, for example, tools like:

• AI Assistant: Uses case details to help you brainstorm meaningful service ideas and personalize each tribute.
• AI Scanner: Skip the manual entry. Just snap a photo of the form to upload first call and vitals information to a case using Passare Mobile.
• AI Obituary Writer: Save time on writing. Create a thoughtful first draft for families, or give them access to use the tool in Planning Center (Passare’s online at-need planning tool).

Plus, since Gen Z is more fluent in technology, they could even help the rest of your staff adapt to learning new software. 👏

#3. Strong company culture

Forbes defines company culture as "the living, breathing persona of your company, capturing the norms, values, and behaviors that define the very character of your business."

Gen Z cares a lot about the kind of environment they’re walking into. They want to know what a workplace feels like day to day, like how people treat each other, how the team communicates, and what the organization truly values.

You don’t need a polished mission statement or a long list of buzzwords to show it. What Gen Z wants is a clear sense of how your funeral home operates and what you stand for. When you share your values openly, it helps younger recruits understand what it’s like to be part of your team.

If you are in a leadership position and want some pointers on creating a strong company culture that attracts new hires and keeps retention high, this podcast episode is worth a listen!

Culture also grows through connection. See how these funeral homes are creating great team moments:

• Charles F. Snyder Funeral Home hosts a cookout occasionally for their team. (This might be the tastiest event we've heard of!)
• French Funerals & Cremations hosted a fun team appreciation event for staff and their families at a local aquarium.

These moments may seem small, but they go a long way in building trust, reducing burnout, and making your workplace a place people want to stay.

#4. Professional growth opportunities

Many Gen Z professionals are motivated by learning and growth.

You likely already have opportunities for your staff to meet their continuing education requirements each year. But professional growth goes beyond CE.

Here are a few ideas that may be attractive to Gen Z:

• Clear career paths. Whether you're a team of 5 or 50, every role at your funeral home should have a defined career path. What do new employees have to work toward? What skills matter? What responsibilities come next? New hires are more likely to stick around if they know what they're working toward.
• Make mentorship an option. Experienced funeral professionals carry a wealth of practical knowledge that can’t be learned from textbooks alone. Offering mentorship helps transfer that knowledge and builds confidence in newer staff. It also signals that learning is part of your culture.
• Room for new ideas. Gen Z is entering the profession with fresh perspectives and a genuine desire to make a difference. Creating space for them to share ideas about processes, communication, or technology helps them feel valued and heard. And often, those ideas benefit the entire team.

Chances are, more than just your Gen Z staff will appreciate these intentional opportunities.

Make your funeral home a place people want to work

Creating a workplace that appeals to Gen Z doesn’t require a major overhaul. Small, intentional changes—more flexibility, room for growth, a supportive culture, and modern tools—can make a big difference in attracting the next generation of funeral professionals.

And here’s the good news: many of these improvements benefit everyone on your team, not just younger staff.

Take the first step with great funeral home software

Passare can add flexibility to your workflow with mobile and cloud-based case management and provide an easy way for your team to improve internal communication.

Get a demo to see how Passare can make your everyday tasks a breeze.