Today’s dynamic and changing market requires constant changes from organizations to maintain its competitiveness and survive in the market. As today’s labor market includes four age groups, ie generations of employees: the baby boomer generation, the X generation, the Y generation and the Z generation, organizations find it harder than ever to align the needs of the organization and organizational changes they must implement with the capabilities and requirements of employees. Each generation of employees understands and accepts change in a different way, and their reactions to organizational change vary. The aim of this paper was to explore the relationship between organizational changes and the age of employees, and to find out if there is a difference in accepting changes in terms of age, where special attention was paid to factors affecting individual groups of employees. The impact of the organizations’ leadership on employees ’attitudes toward change was also explored. Secondary data sources such as scientific books, scientific and professional papers and the like were used to research the topic. The paper determines how generations of employees differ in their attitude towards organizational change, ie that changes are accepted and understood in a different way, and the factors that affect it are listed, and technology is particularly prominent. It was concluded that all generations eventually adapt to change and accept it, but the dynamics by which they accept change and acquire new knowledge differ. It has also been proven that the management of an organization has a significant impact on the relationship between employees of different age groups and their acceptance of organizational change.