Benefits with the highest usage, according to New Zealand hiring managers: Working from home/hybrid options (41%), flexible work arrangements (32%), and (un)paid sabbaticals/leave of absence (26%).
Benefits with the lowest usage: Mental health resources/employee assistance (38%), working from home/hybrid working options (30%), and (un)paid sabbaticals/leave of absence (26%).
Benefits that are not offered by employers: Childcare allowances (91%), in-house/onsite childcare (87%), and remote working option (beyond working from home) (69%).
Auckland, 18 March 2026 – New Zealand workplaces are operating in a two-speed benefits economy, where the same benefits can be widely embraced in some organisations but remain underused or out of reach in others.
The newly released 2026 Robert Half Salary Guide shows lifestyle benefits such as working from home/hybrid options, flexible work arrangements and leaves of absence appear on both the highest-usage and lowest-usage lists, highlighting a growing divide between employees who can readily access these benefits and those who cannot use them in practice.
At the same time, many employers have limited offerings of “non-traditional” yet increasingly valued benefits, such as childcare support, life insurance, and remote working.
Which benefits employees prioritise most
When it comes to the perks and benefits employees use, there’s a strong preference for ones that support flexibility and lifestyle, reflecting shifting workplace priorities shaped by post-pandemic expectations and evolving employee needs.
Top 8 benefits used the most by staff include:
Working from home/hybrid options (41%)
Flexible work arrangements (32%)
(Un)paid sabbaticals/leave of absence (26%)
Flexible benefits program (23%)
Extended parental leave (22%)
Fundraising days (20%)
Travel allowance (20%)
(Paid) internal or external training (19%).
The well-intended but rarely used perks
Hybrid working and flexible arrangements may be the most utilised benefits among Kiwi workers; however, around a quarter (30% and 24% respectively) of employees aren’t accessing these options. The same goes for (un)paid sabbaticals/leave of absence, which is on the highest usage list (26%) and the lowest (26%).
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 perks and benefits that are used the least by staff include:
Mental health resources/Employee assistance (38%)
Working from home/hybrid options (30%)
(Un)paid sabbaticals/Leave of absence (26%)
Fundraising days (26%)
Flexible work arrangements (24%)
In-office physical activities (24%)
Flexible benefits program (22%)
Travel allowance (22%).
“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.”
The benefits still missing from most workplaces
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.
Here are the perks and benefits not offered by employers:
Childcare allowances (91%)
In-house/onsite childcare (87%)
Remote working option (beyond working from home) (69%)
Life insurance (separate from superannuation) (56%)
Tuition assistance or reimbursement (55%)
Secondment (53%)
Extended parental leave (48%)
Home office equipment allowance (37%).
“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 reputation, and foster a more inclusive environment for working parents. As workforce expectations shift, a comprehensive benefits package that also includes family-friendly and lifestyle offerings provides a unique competitive edge in attracting and retaining a diverse range of talent,” concludes Alexander.
Notes
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 and the South Island. More information on roberthalf.com/nz.
