- 84% of Kiwi employers say the economic outlook in New Zealand will positively impact their approach to setting salaries for staff in the next 12 months.
- The top 3 factors that affect a company’s willingness to increase a salary offer during candidate negotiations: people management responsibilities (38%), the candidate possesses highly specialised skills (37%), and filling an urgent hiring need (36%).
- If they are unable to offer a candidate a salary within their expected range, the perks and benefits they do not currently offer but would be willing to offer to secure the candidate are (higher) performance bonus (53%), (more) professional development opportunities (50%), and (more) flexible work arrangements (48%).
Auckland, 23 February 2026 – Optimism in New Zealand’s economic outlook is translating into intentions for salary growth among employers in 2026, the newly released 2026 Robert Half Salary Guide reveals.
New independent research by specialised recruiter Robert Half also reveals that all surveyed businesses (100%) are open to engage in salary negotiations this year and willing to offer alternative perks and benefits if salary expectations cannot be met.
Potential pay rises loom
Renewed economic confidence is driving pay optimism among Kiwi businesses as 84% say the economic outlook in New Zealand will positively impact their approach to setting salaries for staff in the next 12 months, likely leading to salary increases. Only 12% say the economic outlook will have a negative impact on salaries for staff, while 3% say there will be no impact and 1% are unsure.
“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,” says Megan Alexander, Managing Director at Robert Half.
The traits that tip the scales in salary talks
With competition for skilled professionals intensifying, employers are becoming more strategic about which candidate qualities justify premium pay. When asked about the top factors that affect their willingness to increase a salary offer during candidate negotiations, employers cited several key areas:
|
Factor |
% of employers |
|
People management responsibilities |
38% |
|
The candidate possesses highly specialised skills |
37% |
|
Fill an urgent hiring need |
36% |
|
Years’ experience |
33% |
|
Scarcity of qualified talent in the market |
33% |
|
The seniority of the role |
32% |
Independent survey commissioned by Robert Half among 250 employers in New Zealand.
The priorities for Australian employers, besides the need for specialised skills, are slightly different from Kiwi employers. The top three factors that affect employers’ willingness to increase a salary offer during negotiations in Australia were the candidate possessing highly specialised skills (52%), years of experience (44%), and available budget (40%).
“We’re seeing a consistent trend in how employers assess value during salary negotiations. Companies consider a range of factors, with technical expertise, specialised skills, and strong soft skills often carrying the most weight.
“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 with organisations continuing to remain mindful of budget constraints, we are seeing greater flexibility and a growing willingness to offer more for the right talent,” says Alexander.
Plan B when salaries fall short
If a candidate’s salary expectations cannot be met, all (100%) surveyed employers indicate they would offer alternative benefits to secure the hire, including:
- (Higher) performance bonus (53%)
- (More) professional development opportunities (50%)
- (More) flexible work arrangements (48%)
- (More) stock options (40%)
- Insurance program (36%)
- More paid time off (34%)
- 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,” concludes Alexander.
In-demand roles for 2026
Robert Half’s 2026 Salary Guide reveals the permanent roles that are in highest demand in finance and accounting, and IT and technology this year, along with their starting salaries.
Finance and accounting
|
Role |
25th percentile |
50th percentile |
75th percentile |
|
Head of Finance |
$200,000 |
$235,000 |
$270,000 |
|
Financial Controller |
$180,000 |
$215,000 |
$250,000 |
|
Management Accountant |
$120,000 |
$140,000 |
$160,000 |
|
Finance Business Partner |
$120,000 |
$130,000 |
$150,000 |
|
Financial Accountant |
$105,000 |
$115,000 |
$130,000 |
|
Accounts Assistant |
$75,000 |
$80,000 |
$85,000 |
|
Accounts Payable Officer |
$65,000 |
$75,000 |
$85,000 |
IT and technology
|
Role |
25th percentile |
50th percentile |
75th percentile |
|
AI Tech Lead |
$180,000 |
$200,000 |
$220,000 |
|
Senior Software Developer |
$125,000 |
$140,000 |
$150,000 |
|
Data Engineer |
$125,000 |
$135,000 |
$150,000 |
|
Security Engineer |
$120,000 |
$135,000 |
$150,000 |
|
Systems Engineer |
$110,000 |
$120,000 |
$130,000 |
|
IT Support |
$72,000 |
$75,000 |
$80,000 |
Notes
About the Robert Half Salary Guide
The Robert Half Salary Guide is the most comprehensive and authoritative resource on starting salaries and recruitment trends in finance and accounting and IT and technology. The results and insights of the Robert Half Salary Guide are based on comprehensive analyses, local job placements, local expertise and independent research of industry executives.
Starting salaries are not a one-size-fits-all, which is why they are separated into three percentiles. The percentiles account for differences in experience, skills, professional certifications, demand for the role and the size/complexity of the company that’s hiring.
25th percentile
The candidate is new to the role or has limited experience and is building necessary skills.
50th percentile
The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.
75th percentile
The candidate has extensive experience and advanced skills for the role, and may also have specialised certifications.
Note: The 25th percentile is not the lowest end of the salary range, and the 75th percentile is not the highest or a cap. Robert Half provides these percentiles because they are the ones most commonly used. Salaries outside of this range occur far less frequently and, as a result, are not included in the Robert Half Salary Guide.
About the research
The study is 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 are drawn from a sample of SMEs as well as large private, publicly-listed, and public sector organisations across New Zealand. This survey is part of the international workplace survey, a questionnaire about job trends, talent management, and trends in the workplace.
About Robert Half
Robert Half is the global, specialised talent solutions provider that helps employers find their next great hire and jobseekers uncover their next opportunity. Robert Half offers both contract and permanent placement services, and is the parent company of Protiviti, a global consulting firm. Robert Half New Zealand has an office in Auckland. More information on roberthalf.com/nz.
