New Zealand office employees consider benefits an important part of their remuneration package. More than three-quarters of them are planning to negotiate for enhanced offerings according to a survey by specialised recruiter Robert Half. An agreed bonus coupled with remote working options and flexible working arrangements top the list. Workers in finance, accounting, IT and technology worked for SME, large private sector and publicly-listed companies plus public sector organisations.
Robert Half’s Salary Guide reveals almost all (94 percent) of workers say they are already provided with an array of perks and benefits from their employer.
“Kiwis are voicing what they want from their employer, with many asking for stronger financial rewards as well as lifestyle benefits, such as flexibility,” says Megan Alexander, Managing Director at Robert Half.
“Ignoring these requests can drive workers to competitors who better meet their needs. To secure and retain talent, companies should strategically align their benefit offerings with what they know employees are seeking, and where full alignment is not possible, focus on open communication, transparency and alternative incentives that reinforce commitment and trust.
“A company’s perks and benefits structure reflects its wider corporate culture. Innovative and comprehensive packages not only help employee attraction and retention, but they can also support a long-term talent pipeline and help build staff engagement overall,” she says.
“With many companies focused on cost management, they may not be in a position to award pay rises or higher starting salaries amid economic uncertainty.
“While salary remains the main incentive of a remuneration package, businesses recognise the power of benefits to land, motivate, engage and keep their top performers,” she says.
According to Kiwi workers, already employers are likely to offer a range of flexible work arrangements and discounts to encourage better work-life balance and an enhanced lifestyle.
| Perks/benefits received by employees | Percentage of workers |
| Working from home/hybrid options | 39 percent |
| Flexible work arrangements (ability to leave early/start late, compressed hours/weeks) | 39 percent |
| Staff benefits hub (special offers, reductions, cashback scheme) | 30 percent |
| Flexible benefits programme (allowance given monthly/yearly to be used on a range of benefits – health insurance, gym membership) | 29 percent |
| Agreed bonus (annually, quarterly, monthly, ad-hoc) | 29 percent |
| Remote working option (beyond working from home) | 27 percent |
| Mental health resources/Employee assistance | 27 percent |
More than three in four (76 percent) Kiwi workers plan to ask for the following benefits they don’t already have:
| Perk/benefit on the wish list of worker expectations | Percentage of workers |
| Agreed bonus (annually, quarterly, monthly, ad-hoc) | 19 percent |
| Remote working option (beyond working from home) | 16 percent |
| Flexible work arrangements (ability to leave early/start late, compressed hours/weeks) | 16 percent |
| Flexible benefits programme (allowance given monthly/yearly to be used on a range of benefits – – for example health insurance, gym membership | 16 percent |
| Working from home/hybrid options (more than one day a week) | 14 percent |
| Paid sabbaticals/leave of absence | 13 percent |
| Home office equipment allowance | 13 percent |
| Public transport allowance | 13 percent |
