<p>This paper investigates the determinants of meaningful work among Generation Z employees, a cohort increasingly shaping contemporary workplaces yet underexplored in scholarly research. Although existing literature recognises that factors such as career growth, societal contribution, rewards and recognition, and work–life balance are critical to employee motivation, prior studies have often treated these drivers in isolation and not specifically for Gen Z, the emergent workforce, leaving a limited understanding of their collective influence on meaningfulness. To address this gap, a cross-sectional survey was conducted among 404 Gen Z employees in India, capturing responses through an online questionnaire. Partial least squares structural equation modelling (PLS-SEM) was employed to examine the hypothesised relationships between the selected factors and employees’ experienced meaningfulness of work. The findings demonstrate that contribution to society exerts the strongest influence on meaningful work, followed by career growth, rewards and recognition, and work–life balance. These results emphasise the contextual importance of socially oriented engagement and professional development in fostering meaningfulness within Gen Z’s employment experience. The study advances theoretical understanding by reframing meaningful work as an emergent construct shaped by multiple interacting motivators, rather than a singular dimension. This research offers practical insights for organisations to attract and retain Gen Z talent by fostering opportunities for social impact, professional development, employee recognition and supportive work-life balance policies. This contribution offers timely implications for both human resource management and organisational policy design, addressing a crucial generational shift in workforce expectations.</p>