Auckland, New Zealand – 17th March 2026 – Professional mobility across New Zealand is strengthening, with new research from Robert Walters revealing that 58% of New Zealand professionals are open to relocating for work in the next 12 months. As skills shortages intensify and career expectations rise, movement across the Tasman is accelerating: 65% of New Zealanders would relocate to Australia as their first choice.
The findings form part of the Robert Walters 2026 Salary Guide, which surveyed more than 5,500 professionals across Australia and New Zealand.
Career and financial motivations dominate relocation decisions
Relocation, once associated primarily with lifestyle change, is now increasingly a strategic career move.
The top reasons New Zealand professionals are considering relocating include:
- Higher salaries: 71%
- Stronger career prospects: 65%
- Improved lifestyle: 53%
- Better work-life balance: 37%
- Lower cost of living: 38%
Relocation appetite is particularly strong among mid-career professionals seeking accelerated progression, with shorter average tenure (2–3 years) driving more frequent movement across industries and regions.
Shay Peters, CEO of Robert Walters Australia and New Zealand, said the data reflects a shift in professional decision‑making.
“These numbers highlight a clear shift in the mindset of Australian professionals. Relocation is no longer just about lifestyle, it’s increasingly a strategic career decision. Professionals are prioritising stronger career pathways – it’s evident that talent is actively looking for roles that accelerate their growth. Organisations that can offer opportunities, both domestically and overseas, will be best positioned to attract and retain talent.”
Skills shortages heighten mobility as employers brace for movement
New Zealand employers are already feeling the pressure, with 81% reporting skills shortages and 78% planning to hire in 2026.
At the same time, 43% expect to lose staff to relocation, and a further 18% believe relocation among their teams is likely in the coming year.
This mobility is reshaping workforce planning, particularly in major centres where competition for specialist talent – finance, technology, engineering, and compliance – is intensifying.
Employer challenges are compounded by a growing preference for clear growth pathways and stronger leadership, with work-life balance (64%), salary (62%), and positive culture (45%) now the top priorities for New Zealand talent.
Implications for employers in a cross‑Tasman talent marketplace
With two‑thirds of New Zealand professionals open to relocation, and Australia the preferred destination, employers are under increasing pressure to reinforce their retention strategies.
Robert Walters data shows that while salary remains a major driver, New Zealand workers place significant value on:
- Work-life balance (64%)
- Competitive salary & benefits (62%)
- Positive company culture (45%)
- Career development opportunities (34%)
- Supportive leadership (37%)
For employers, the implications are clear: competitive pay alone is no longer enough to retain talent in a high‑mobility market.
Peters said employers must act decisively to remain competitive.
“If mobility is increasing, retention becomes a value proposition question. Employees are telling us very clearly what matters – competitive pay, genuine flexibility and strong culture. Employers that fail to respond to those expectations will see talent move. Those that align their workforce strategy accordingly will hold a significant competitive advantage.”
About the Salary Guide
The Robert Walters 2026 Salary Guide provides a comprehensive overview of hiring intentions, salary trends, skills shortages, and workforce mobility across Australia and New Zealand. With insights from more than 5,500 respondents, the guide shows how organisations and professionals are navigating a labour market shaped by cost‑of‑living pressures, technology adoption, and growing mobility.
About Robert Walters
With more than 3,100 people in 30 countries, Robert Walters delivers recruitment consultancy, staffing, recruitment process outsourcing and managed services globally. From traditional recruitment and staffing to end‑to‑end talent solutions, our consultants match highly skilled people to permanent, contract and interim roles across all professional disciplines.
