New Zealand workplaces are operating in a mixed benefits economy, where the same benefits can be widely embraced by some organisations but remain under-used or out of reach in others. The 2026 Robert Half Salary Guide shows employers still have only limited offerings of non-traditional, yet increasingly valued, benefits such as childcare support, life insurance and remote working.
Image credit Robert Half
Lifestyle benefits such as working from home and other flexible work arrangements plus generous leaves of absence appear on both the highest usage and lowest-usage lists in the guide. Around 91 percent of those canvassed say their employers do not offer childcare allowances or in-house/onsite childcare (87 percent)
“Employees are placing greater value on benefits that give them more flexibility and better support their wellbeing,” says Megan Alexander, Managing Director at Robert Half.
“The perks used most are those that provide practical, lasting support for work-life balance, reflecting a clear shift towards benefits many employees now see as essential rather than optional extras.”
“The fact that benefits like hybrid working and flexible arrangements appear on both the most-used and least-used lists shows there is a clear divide in how these benefits are experienced across workplaces.
“In some organisations, they are a normal part of working life, while in others, they are limited by role type, eligibility or workplace culture.
“As employers rethink their total rewards strategies, it is not just about offering benefits, but making sure employees can genuinely access and use them,” she says.
“Although childcare support is still not commonly offered, organisations that provide family-oriented benefits are in a good position to differentiate themselves, enhance their employer
workforce expectations shift, a comprehensive benefits package that also includes family- reputation and foster a more inclusive environment for working parents.
“Friendly and lifestyle offerings provide a unique competitive edge in attracting and retaining a diverse range of talent,” says Alexander.
The Top Eight benefits
- Working from home/hybrid options (41 percent)
- Flexible work arrangements (32 percent)
- (Un)paid sabbaticals/leave of absence (26 percent)
- Flexible benefits programme (23 percent)
- Extended parental leave (22 percent)
- Fundraising days (20 percent)
- Travel allowance (20 percent)
- (Paid) internal or external training (19 percent)
Well-intended, but rarely used, perks such as hybrid working and flexible arrangements may be the most utilised benefits among Kiwi workers; however, around 30 percent and 24 percent respectively of employees aren’t accessing these options.
The lowest used benefits
Unfortunately, mental health resources (38 percent) and employee assistance are among benefits least used. Plus working from home/hybrid working options (30 percent) and (un)paid sabbaticals/leave of absence (26 percent) and a remote working option beyond working from home (69 percent) follow.
The same goes for (un)paid sabbaticals/leave of absence, which is on the highest usage list (26 percent) and the lowest (26 percent). This split suggests that while some employers have successfully embedded flexible benefits into day-to-day working life, others may offer them only to certain roles, apply tighter eligibility rules or see lower uptake because employees do not feel able to use them.
The benefits still missing
Despite growing expectations for more holistic support in the workplace, many employers offer a relatively narrow range of “non-traditional” benefits, particularly those that support families.
- Childcare allowances (91 percent)
- In-house/onsite childcare (87 percent)
- Remote working option (beyond working from home) (69 percent)
- Life insurance (separate from superannuation) (56 percent)
- Tuition assistance or reimbursement (55 percent)
- Secondment (53 percent)
- Extended parental leave (48 percent)
- Home office equipment allowance (37 percent)
Note The study was developed by Robert Half and was conducted online in October 2025 by an independent research company of 250 finance, accounting, and IT and technology hiring managers. Respondents were drawn from a sample of SME as well as large private, publicly-listed and public sector organisations across New Zealand.
