SEEK's Money Matters research found 68% of New Zealand workers would choose a good work-life balance over a higher salary. But there's a catch. 63% also said they wouldn't take a pay cut to get more of it. People want both, and when budgets are tight, the benefits you offer around pay carry real weight.
So what do people actually want when a pay rise isn't an option? We've looked at the data, added some local context, and asked our own team what they're hearing from candidates every day.
What Kiwis want instead of a pay rise
Source: SEEK Money Matters research, Feb to Jun 2025, about 1,000 NZ workers
Time and flexibility dominate. More traditional perks, like vouchers and transport subsidies, sit further down the list. Here's how to make the top three work, plus one more that's easy to overlook.
1. Give people more time
Extra annual leave is the clear favourite, appealing to 43% of workers. A birthday day off is a smaller ask, but almost a quarter of Kiwis (23%) still rate it.
Time is a benefit people feel straight away. It also signals trust: you're telling your team you know they'll get the work done and still have a life outside it.
Ways to offer it without blowing out your roster:
Service leave. An extra week after three or five years rewards loyalty and gives people a reason to stay.
A birthday or wellbeing day. Low cost, easy to administer, and genuinely appreciated.
A summer close-down. Shutting between Christmas and New Year, with the extra days on you, gives everyone a proper break at once.
Buy-a-week schemes. Let people swap a small amount of pay for extra leave if they'd rather have the time.
Worth knowing: the Employment Leave Act 2026 passed in August and will replace the Holidays Act 2003 from 6 August 2028, moving annual leave to an hours-based system that accrues from day one. If you're reviewing leave policies and payroll for the change anyway, it's a natural moment to design any extra leave so it sits cleanly in the new rules. Talk to your payroll provider or employment adviser before you write it into agreements.
2. Make flexibility real
More flexible working arrangements appeal to 29% of workers, and the same share would value reduced hours.
For some people, flexibility is close to non-negotiable. Among workers who can work from home, one in five (20%) said no amount of money would get them back in the office full-time. That jumps to 32% for Gen X and 47% for Baby Boomers, often the experienced people you can least afford to lose.
Here's the thing: in New Zealand, every employee already has the legal right to ask for flexible working under Part 6AA of the Employment Relations Act. You must consider a request in good faith and reply in writing within one month, and you can only decline on specific business grounds. So the law sets the floor. A benefit is what you build on top of it.
What that can look like:
Flexibility by design, not by request. Publish what's possible for each role (hybrid days, core hours, start and finish windows) so people don't have to negotiate from scratch.
Reduced-hour options. A nine-day fortnight or a 0.8 role on a pro-rata salary can keep great people who'd otherwise leave.
Trial first. Agree a three-month trial with a clear check-in. It takes the risk out for both sides.
Be honest about what isn't flexible. If a role needs to be on site, say so upfront. Clarity builds more trust than a vague promise.
3. Help people get around
A company car appeals to 29% of workers, rising to 38% for Gen Z. With fuel, insurance and running costs biting, it's easy to see why.
Be clear-eyed about this one, though. A car is non-financial for your employee, not for you. If a vehicle is available for private use (and that includes the commute home), you'll generally pay fringe benefit tax for every day it's available, whether or not it's actually used. Get advice from your accountant before you offer it.
If a full company car doesn't stack up, there are lighter options:
Transport support. Public transport passes or parking help appealed to 21% of workers in the same research.
Pool or work vehicles. Useful for roles with regular travel, with clear rules on private use.
Don't forget growth
One in four workers (25%) said a promotion would keep them around if a pay rise wasn't possible. Even where a step up isn't available, people want to see a path: new skills, stretch projects, mentoring, a bigger say in how things are done.
Cathi Thomson, Group Head of Capability, Tribe Recruit recommends having a look at the whole package on offer.
"When budgets are tight, the best conversation isn't 'we can't pay you more'. It's 'what would make your working life better here?' More time, real flexibility and a clear path to grow often matter as much as the number on the payslip, and they show your people you've actually been listening."
Development also pays you back. Building capability inside your team is usually faster and cheaper than hiring it in, and people stay where they're growing and feel valued.
Making it work in your business
The research tells you what Kiwis want on average. Your team isn't average. A few steps make the difference between a perk that lands and one nobody uses:
Ask your people. A short pulse survey or a few honest one-on-ones will tell you more than any national list. What a 25-year-old values is rarely what a parent of three does.
Offer choice where you can. A small menu (extra leave, a wellbeing allowance, study support) lets people pick what fits their life.
Put it in writing. Benefits only retain people if they know about them. Include them in job ads, offer letters and onboarding, not just a policy folder.
Tell the story. Candidates trust real examples over a list of perks. Share how your people actually use their flexibility or leave.
Review it every year. Check what's being used, what isn't, and what's changed, including the new leave rules coming in 2028.
Need a hand? At Tribe Group, we talk with candidates every day about what makes them move, and what makes them stay. If you'd like help shaping an offer that stands out, or telling your employee value proposition in a way that attracts the right people, get in touch with Cathi or any of our team. With 11 specialist teams and recruiting nationwide throughout New Zealand, we're here to help you find your people.