This study aims to examine the mediating role of Organizational Justice in the relationship between Holistic Well-being Support and Turnover Intention among Generation Z employees. The increasing phenomenon of job hopping among Gen Z highlights the importance of understanding the factors that drive their intention to leave a job. This research employs a quantitative approach, utilizing a survey method. Data was collected from 100 Gen Z employees working at an event organizer company. Data analysis was conducted using the Partial Least Squares (PLS) method to test the mediation hypothesis. The results show that Holistic Well-being Support has a negative and significant effect on Turnover Intention. Additionally, it was found that Organizational Justice acts as a partial mediator in this relationship. This means that when Gen Z feels they receive good well-being support, their intention to change jobs decreases. This relationship is strengthened if they also perceive fairness within the organization. The practical implication of this research is that companies must not only provide well-being programs but also ensure fair policies and practices. By doing so, companies can improve the retention of Gen Z employees and reduce the costs associated with employee turnover.