The increasing decentralisation of work has expanded the range of locations in which employees can perform their tasks, making workplace location an increasingly important contextual dimension of work design. This study examines preferences for different workplace arrangements among Generation Z respondents and investigates the organisational, spatial, relational/status, and job-survival characteristics associated with these preferences. Data were collected from 731 respondents in Poland using a researcher-developed questionnaire. Seven workplace arrangements were evaluated, including onsite work at the organisation’s premises and six arrangements involving work outside or across the boundaries of the traditional organisational workplace: working from home, coworking, work at the client’s location, mobile work, platform work, and hybrid work. Descriptive statistics and Pearson correlations were complemented by six multiple linear regression models. Statistical inference was strengthened using HC3 heteroskedasticity-robust standard errors and Benjamini–Hochberg false discovery rate correction. Hybrid work received the highest preference rating, followed by working from home, whereas mobile work and work at the client’s location were evaluated less favourably. The regression models showed that different workplace arrangements were associated with different configurations of workplace characteristics. The strongest explanatory performance was obtained for working from home (R² = 0.353; adjusted R² = 0.318). For hybrid work, employment security emerged as the strongest robust association (β = 0.185) and remained significant after correction for multiple testing. Overall, the findings indicate that preferences for decentralised work cannot be reduced to a general preference for spatial flexibility. Instead, the observed pattern can be interpreted in terms of structured flexibility, combining some discretion over workplace location with organisational stability, autonomy, access to information, coordination, and social connectedness. Workplace location is therefore proposed as a contextual dimension for comparing configurations of established work-design characteristics rather than as a new independent work-design construct. Because the study is cross-sectional and sustainability outcomes were not directly measured, causal and sustainability interpretations should be made cautiously.