New Zealand bosses plan pay rises as confidence grows

Employers in New Zealand expect rising economic confidence to translate into higher pay over the next year, with most saying the national outlook will shape how they set salaries.

Research commissioned by recruiter Robert Half found 84% of employers believe New Zealand's economic outlook will positively influence their approach to setting staff salaries over the next 12 months. Another 12% expect a negative impact, while 3% anticipate no impact and 1% are unsure.

The survey also found all respondents are open to negotiating pay this year. Every employer said they would consider alternative perks and benefits if a candidate's salary expectations cannot be met.

Negotiation drivers

Employers identified several factors that influence whether they increase an offer during salary negotiations. People management responsibilities ranked highest at 38%, followed by highly specialised skills at 37% and an urgent hiring need at 36%.

Years' experience and a shortage of qualified talent both ranked at 33%, followed by role seniority at 32%.

Employers also drew a distinction between New Zealand and Australia. In Australia, Robert Half said the leading factors were highly specialised skills (52%), years of experience (44%) and available budget (40%).

"After several years in which salary conversations were deprioritised, pay rises and offering higher starting salaries are firmly back on the agenda for many organisations. Businesses recognise that remaining competitive for top talent requires intentional investment in their workforce," said Megan Alexander, managing director at Robert Half.

Benefits trade-offs

When salary expectations fall outside budget, employers signalled a willingness to make up the difference with benefits they do not currently offer. Higher performance bonuses were the most common alternative, cited by 53%.

Professional development opportunities followed at 50%, with flexible work arrangements third at 48%.

Other options included stock options (40%), insurance programmes (36%), more paid time off (34%) and a one-time signing bonus (25%).

"While competitive pay remains a cornerstone of talent attraction, non‐financial incentives can be equally influential in negotiations. Employers are embracing more creative and flexible options to meet candidate expectations, particularly when hiring pressures are high and salary budgets are tight," Alexander said.

Roles and pay

Robert Half also published indicative starting salaries for permanent roles it expects to be in demand across finance and accounting, and IT and technology, in 2026. The guide provides pay ranges at the 25th, 50th and 75th percentiles, reflecting differences in experience, skills, certifications, demand and organisational complexity.

In finance and accounting, the guide lists a Head of Finance at NZD $200,000 (25th percentile), NZD $235,000 (50th) and NZD $270,000 (75th). A Financial Controller is listed at NZD $180,000, NZD $215,000 and NZD $250,000.

Management Accountants are listed at NZD $120,000 (25th), NZD $140,000 (50th) and NZD $160,000 (75th). Finance Business Partners are listed at NZD $120,000, NZD $130,000 and NZD $150,000.

Financial Accountants are listed at NZD $105,000 (25th), NZD $115,000 (50th) and NZD $130,000 (75th). At the support end, Accounts Assistants are listed at NZD $75,000, NZD $80,000 and NZD $85,000, while Accounts Payable Officers are shown at NZD $65,000, NZD $75,000 and NZD $85,000.

In IT and technology, the guide lists an AI Tech Lead at NZD $180,000 (25th), NZD $200,000 (50th) and NZD $220,000 (75th). Senior Software Developers are listed at NZD $125,000, NZD $140,000 and NZD $150,000.

Data Engineers are shown at NZD $125,000, NZD $135,000 and NZD $150,000. Security Engineers are listed at NZD $120,000, NZD $135,000 and NZD $150,000. Systems Engineers are shown at NZD $110,000, NZD $120,000 and NZD $130,000, while IT Support roles are listed at NZD $72,000, NZD $75,000 and NZD $80,000.

The survey was conducted online among 250 finance, accounting, and IT and technology hiring managers across SMEs, large private firms, publicly listed organisations, the public sector and other New Zealand employers.

"While many employers were cautious about stretching offers last year, the combination of a tightening skills market and a shifting economy is creating a more optimistic outlook for 2026. Even as organisations remain mindful of budget constraints, we're seeing greater flexibility and a growing willingness to offer more for the right talent," Alexander said.