Perks and benefits

2026 Robert Half New Zealand Salary Guide

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We understand that getting employee benefits right can be a delicate balancing act, especially amid the ongoing changes in Kiwi workplaces. With shifting employee expectations, new ways of working, and rising competition for top talent, finding the right mix of perks and incentives is no easy feat. Yet, these employee benefits can make all the difference when it comes to attracting candidates and retaining them before they look to competing organisations.

The 2026 Salary Guide is not just a salary report. We share the valuable employee benefits that can make all the difference in engaging and securing high-performing professionals in New Zealand, giving you reassurance that you are offering the best benefits package.

Market at a glance: Hybrid work is widely viewed as a perk rather than a standard expectation, with more employees returning to the office. The focus for many professionals has shifted toward true flexibility which allows workers to manage their time and responsibilities effectively. To attract and retain talent, companies are leveraging their culture as a key selling point, highlighting values, leadership style, and work environment as cost-effective tools to stand out in a competitive market. Meanwhile, bonuses are becoming a stronger incentive at senior levels, often tied to company performance and long-term business outcomes.

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

Work from
home/hybrid
options Flexible work
arrangements (Un)paid
sabbaticals/
leave Life
insurance Flexible
benefits
program Extra
parental
leave (Paid) internal
or external
training Work from
home/hybrid
options Flexible work
arrangements (Un)paid
sabbaticals/
leave Life
insurance Flexible
benefits
program Extra
parental
leave (Paid) internal
or external
training

Organisations regularly refresh their benefits packages to remain competitive, meet evolving employee expectations, encourage long-term engagement, and ensure alignment with market standards to attract and retain top talent. It also signals a culture of employee wellbeing and adapting to changing needs.

Beyond retention, a thoughtfully designed benefits program can boost productivity and loyalty by supporting employees both professionally and personally.

of employers say they review and update their benefits strategy every 1-2 years, while 30% say they do it every year

of employers say employee usage influences their company’s decision-making when adding or removing employee benefits

Bonuses are not a bonus, they’re essential

Strategic use of bonuses allows organisations to recognise employees’ significant contributions without overextending base salaries. The potential of receiving a bonus is enough to make many employees stay at their current employer or jump to one who offers them.

The bonuses employers offer:

Performance bonus (98%)

Project completion bonus (97%)

Referral bonus (96%)

The basis for bonus calculations

Less than half (41%) of New Zealand employers say the bonuses their company awarded to eligible employees in the most recent cycle were about the same as previous years, while 53% report they were higher than previous years. The biggest influencers of bonus amounts in companies are:

Company performance (57%)

Employee expectations (52%)

Industry trends (49%)

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More insights

What do NZ employees want this year? It’s not what you think Discover what employees want in 2026, from flexible work and career growth to well-being and competitive benefits.

What are non-monetary benefits and why do they matter? Discover why non-monetary benefits like flexibility, training, and recognition are essential for retaining top talent in New Zealand.

How to successfully negotiate your salary this year Discover salary trends, key negotiation strategies, and a salary negotiation email sample to help you secure the pay you deserve.

How to increase productivity in the NZ workplace Learn how to increase productivity in your New Zealand workplace. This guide covers strategies for communication, teamwork, hybrid work, and more.

What are the future work skills you need to succeed in 2026 and beyond? Learn the most in-demand skills, how to upskill, and future-proof your career as a mid-career professional or career changer.

The salaries listed in Robert Half’s Salary Guide are the result of a rigorous, multistep process to ensure our projections accurately reflect the marketplace. They are based on real compensation data from professionals Robert Half has successfully matched with employers in Auckland.

The salaries listed in the salary tables represent gross yearly salaries. They do not include bonuses, benefits or KiwiSaver. We report salaries in three percentiles, recognising that professionals join companies at varied experience levels.

The non-salary data presented in this Salary Guide is derived from an online survey conducted by an independent research firm commissioned by Robert Half in October 2025. The survey gathered responses from 250 finance, accounting, and IT and technology hiring managers employed by a diverse range of organisations in New Zealand, including SMEs and large private, publicly-listed, and public sector companies.