2026 New Zealand Salary Guide

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Navigating New Zealand’s job market is no easy task. Competition is intense for jobseekers pursuing their next opportunity, while employers continue to face the challenge of keeping pace with rapid technological change amid a difficult economic climate.

But the 2026 Robert Half New Zealand Salary Guide is here to help.

The Robert Half Salary Guide provides the latest insights on salary benchmarks and compensation trends, giving both employers and jobseekers the information they need to make confident, well-informed decisions. In a market shaped by economic shifts, specific skill shortages, and changing workplace expectations, this guide is an invaluable tool for salary negotiations, workforce planning, and career development.

Covering projected starting salaries across two core professional fields, along with key insights into benefits and bonus trends, the 2026 New Zealand Salary Guide is a trusted resource for smarter hiring, stronger retention strategies, and more strategic career planning in the current Kiwi workplace.

Hiring managers: Get customised salary data and insights from a Robert Half talent solutions professional.

New Zealand compensation trends

Organisations are rethinking their compensation strategies to attract the professionals vital to maintaining a competitive edge, particularly as digital transformation continues to shape strategic hiring decisions. This evolution has revealed several clear salary trends, drawn from our ongoing conversations with clients and candidates, as well as insights from an independent survey among 250 employers across New Zealand.

After several years of economic uncertainty, most Kiwi employers are beginning to show renewed confidence. In fact, 84% expect the economic outlook to positively influence their approach to setting salaries in 2026.

Meanwhile, 12% anticipate a negative impact, and the remainder foresee little change. As the job market steadies, organisations need to carefully balance rewarding strong performance while keeping costs under control.

of businesses say they use online salary guides to determine salary ranges for open roles they hire for regularly

of businesses say they use fixed salary scales to determine salary ranges for open roles they haven’t hired for before

Even in an employer-led market, companies remain open to salary negotiations for professionals with specialised expertise who can make an immediate impact. However, with many organisations constrained by limited salary budgets, flexibility in compensation has become essential.

To attract top talent, businesses are broadening their incentive offerings: 50% now provide (greater) workplace flexibility, 51% are increasing performance-based bonuses, and 53% are expanding professional development opportunities to secure their preferred candidates.

of companies say that roles with people management responsibilities influence their willingness to increase a salary offer during negotiations

of companies say they are prepared to offer an increase of between 6% and 15% on the initial salary proposal during negotiations for an average role

While some organisations see counteroffers as a quick fix to prevent immediate turnover, they often fail to address the underlying reasons employees consider leaving, such as limited career growth, lack of flexibility, or workplace culture.

In fact, in 2025, 95% of Kiwi employers say they have extended a counteroffer, but 37% of those report that the employee left within 12 months. Employers should focus on proactive retention strategies to build a workplace where employees choose to stay for the right reasons, not just a higher salary.

of companies view counteroffers as a short-term fix that rarely solves deeper issues

of companies say the approach they prioritise in response to turnover is proactive retention strategies (like career development and ongoing salary reviews)

In today’s competitive job market, listing a competitive salary (range) for a role is critical to attracting candidates with the right skills and experience. Even with a larger pool of jobseekers, offering pay that accurately reflects the position’s responsibilities and market value helps screen out unsuitable applicants and attract those capable of making a real impact.

A well-calibrated salary range also demonstrates that the organisation recognises and rewards talent appropriately, enhancing the quality of applications and streamlining the hiring process.

of businesses say the compensation they offer is fully or mostly aligned with the skills and experience needed for the roles they hire for

of businesses say the alignment between compensation and role requirements has significantly improved their ability to secure preferred candidates

Why should I trust your salary numbers?

Our starting salary projections come from a detailed, multistep process that ensures our numbers accurately reflect the marketplace. They’re based on real compensation data from job candidates our recruiters have successfully matched with companies in Auckland.

The Salary Guide from Robert Half is the original. We’ve been publishing salary forecasts since 1950, and our guide has served as a trusted source for employers, jobseekers, industry associations, government and educational institutions, and national and local media.

Trends and salaries by specialisation

Get projected 2026 starting salaries and salary insights across two specialisations.

Finance and accounting

Technology

Frequently asked questions

The Robert Half 2026 New Zealand Salary Guide is a resource for both hiring managers and jobseekers. It features projected starting salaries and the latest compensation trends in two professional fields: finance and accounting, and technology.
Employers can use the 2026 New Zealand Salary Guide to support recruitment, retention, and workforce planning, while jobseekers can rely on it to guide career decisions and pay negotiations.

What is the Robert Half 2026 New Zealand Salary Guide?

The Robert Half 2026 New Zealand Salary Guide is a resource for both hiring managers and jobseekers. It features projected starting salaries and the latest compensation trends in two professional fields: finance and accounting, and technology.
Employers can use the 2026 New Zealand Salary Guide to support recruitment, retention, and workforce planning, while jobseekers can rely on it to guide career decisions and pay negotiations.

The 2026 Robert Half Salary Guide is highly accurate, using real compensation data from our placements in Auckland. Salary ranges are shown across three percentiles to reflect differences in skills, experience, and qualifications.
Here’s how we define each percentile in the guide:

25th Percentile: The candidate is new to the role or has limited experience and is building necessary skills.

50th Percentile: The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.

75th Percentile: The candidate has extensive experience and advanced skills for the role, and may also have specialised certifications.

Note: The 25th percentile is not the lowest end of the salary range, and the 75th percentile is not the highest or a cap. We provide these percentiles because they are the ones most commonly used. Salaries outside of this range occur far less frequently and, as a result, are not included in our guide.

How accurate is the salary data?

The 2026 Robert Half Salary Guide is highly accurate, using real compensation data from our placements in Auckland. Salary ranges are shown across three percentiles to reflect differences in skills, experience, and qualifications.
Here’s how we define each percentile in the guide:

25th Percentile: The candidate is new to the role or has limited experience and is building necessary skills.

50th Percentile: The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.

75th Percentile: The candidate has extensive experience and advanced skills for the role, and may also have specialised certifications.

Note: The 25th percentile is not the lowest end of the salary range, and the 75th percentile is not the highest or a cap. We provide these percentiles because they are the ones most commonly used. Salaries outside of this range occur far less frequently and, as a result, are not included in our guide.

Employers need salary guides to set pay that’s competitive with what other companies are offering. Jobseekers use them to negotiate fair compensation based on their skills and experience.
Employers should use a salary guide to:

Benchmark salaries with confidence

Support retention and workforce planning

Strengthen negotiation and decision-making

Jobseekers and employees should use a salary guide to:

Know their market value

Negotiate with confidence

Plan their career strategically

Why should I use a salary guide?

Employers need salary guides to set pay that’s competitive with what other companies are offering. Jobseekers use them to negotiate fair compensation based on their skills and experience.
Employers should use a salary guide to:

Benchmark salaries with confidence

Support retention and workforce planning

Strengthen negotiation and decision-making

Jobseekers and employees should use a salary guide to:

Know their market value

Negotiate with confidence

Plan their career strategically

No. Salaries listed in the 2026 New Zealand Salary Guide represent starting salaries only, meaning pay for someone new to the role. They do not include bonuses, benefits, or KiwiSaver. Total compensation, including bonuses, merit increases, and other rewards, is discussed in the perks and benefits section of the guide.

Do salaries in the Robert Half Salary Guide include bonuses or KiwiSaver?

No. Salaries listed in the 2026 New Zealand Salary Guide represent starting salaries only, meaning pay for someone new to the role. They do not include bonuses, benefits, or KiwiSaver. Total compensation, including bonuses, merit increases, and other rewards, is discussed in the perks and benefits section of the guide.

No, the 2026 New Zealand Salary Guide reports starting salaries, which represent the base pay ranges for new hires at the time they join the company. Factors, such as promotions, seniority, and individual performance influence ongoing pay and can vary widely. Similarly, bonuses, incentives, and benefits are not included as these differ greatly by industry and company.

Does “starting salaries” mean they’re all entry-level, like someone just starting their career?

No, the 2026 New Zealand Salary Guide reports starting salaries, which represent the base pay ranges for new hires at the time they join the company. Factors, such as promotions, seniority, and individual performance influence ongoing pay and can vary widely. Similarly, bonuses, incentives, and benefits are not included as these differ greatly by industry and company.

Salary levels in New Zealand are influenced or determined by a mix of market, individual, and economic factors. High demand for specialised skills often drive higher salaries, especially for roles tied to revenue generation and operations. At an individual level, experience, education, and in-demand certifications are key drivers of pay. Broader influences, including New Zealand’s high cost of living and wider economic conditions, also affect salary benchmarks and annual wage adjustments.

What factors influence (or determine) salary levels in New Zealand?

Salary levels in New Zealand are influenced or determined by a mix of market, individual, and economic factors. High demand for specialised skills often drive higher salaries, especially for roles tied to revenue generation and operations. At an individual level, experience, education, and in-demand certifications are key drivers of pay. Broader influences, including New Zealand’s high cost of living and wider economic conditions, also affect salary benchmarks and annual wage adjustments.

To access the salary data in the 2026 New Zealand Salary Guide, go to the Salary Calculator.
Enter the job title that best matches the role you are researching (e.g., Financial Accountant, Data Architect).
The Salary Calculator will display the salary data, broken down into three levels to reflect experience:

Low (25th percentile): Represents starting-level professionals new to the role.

Mid (50th percentile/Average): Represents the average starting salary.

High (75th percentile): Represents professionals with extensive experience and high-demand skills/certifications.

The results provide a gross yearly starting salary range for the selected position, helping you benchmark your pay expectations or set a competitive offer.
Another way to access the salary data in the 2026 New Zealand Salary Guide is on each specialisation page.

Finance and accounting

Technology

Scroll down until you see the ‘view salaries by category’ section. Select the role category you would like to see and click on ‘view salaries’. The Salary Calculator will display the salary data, broken down into three levels to reflect experience.

How to use the salary guide data (or salary calculator)?

To access the salary data in the 2026 New Zealand Salary Guide, go to the Salary Calculator.
Enter the job title that best matches the role you are researching (e.g., Financial Accountant, Data Architect).
The Salary Calculator will display the salary data, broken down into three levels to reflect experience:

Low (25th percentile): Represents starting-level professionals new to the role.

Mid (50th percentile/Average): Represents the average starting salary.

High (75th percentile): Represents professionals with extensive experience and high-demand skills/certifications.

The results provide a gross yearly starting salary range for the selected position, helping you benchmark your pay expectations or set a competitive offer.
Another way to access the salary data in the 2026 New Zealand Salary Guide is on each specialisation page.

Finance and accounting

Technology

Scroll down until you see the ‘view salaries by category’ section. Select the role category you would like to see and click on ‘view salaries’. The Salary Calculator will display the salary data, broken down into three levels to reflect experience.

The non-salary benefits/perks top candidates value and use the most are work-life balance and flexible work arrangements, financial benefits (bonuses, stock, overtime), and family and caregiving benefits. Explore the details in the perks and benefits section of the guide.

What non-salary benefits/perks are top candidates looking for?

The non-salary benefits/perks top candidates value and use the most are work-life balance and flexible work arrangements, financial benefits (bonuses, stock, overtime), and family and caregiving benefits. Explore the details in the perks and benefits section of the guide.

The kinds of roles and industries that are covered in this 2026 New Zealand Salary Guide are roles in finance and accounting, and technology. Businesses in all industries can use these salary ranges as a benchmark.

What kind of roles and industries does this 2026 New Zealand Salary Guide cover?

The kinds of roles and industries that are covered in this 2026 New Zealand Salary Guide are roles in finance and accounting, and technology. Businesses in all industries can use these salary ranges as a benchmark.

It is recommended that organisations review their compensation strategy using the New Zealand Salary Guide at least annually, since many guides are released yearly (e.g., 2026 edition). Upon significant changes (business strategy shift, market disruption, skills shortages) organisations should also refer back to benchmarking and adjust accordingly.

How often should organisations review their compensation strategy using the New Zealand Salary Guide?

It is recommended that organisations review their compensation strategy using the New Zealand Salary Guide at least annually, since many guides are released yearly (e.g., 2026 edition). Upon significant changes (business strategy shift, market disruption, skills shortages) organisations should also refer back to benchmarking and adjust accordingly.