Top factors influencing bonuses are company performance (58%), individual performance (49%), and cost/available budget (48%)
53% of employers say bonuses were higher in their last bonus cycle compared to previous years, while 40% say they were around the same amount
Auckland, 8 July 2026 – While bonuses are often viewed by employees as a direct reflection of their individual contribution, Kiwi employers reveal that broader business considerations weigh just as heavily in determining payout amounts, new independent research by specialised recruiter Robert Half reveals.
Bonuses reflect business realities over personal achievement
While individual performance remains central to how Kiwi employers determine bonuses, business results carry more weight than individual effort, based on the research results.
When asked what the top factors are influencing their company’s decision making when considering bonus amounts, employers cited:
- Company performance (58%)
- Individual performance (49%)
- Cost/available budget (48%)
- Competitor benchmarking (48%)
- Employee expectations (47%)
- Industry trends (47%).
Uplift in bonuses for some, while others remain unchanged
Despite ongoing economic pressures, bonus payouts appear to be holding firm — and in many cases, increasing.
In the most recent bonus cycle, about half (53%) of employers reported that bonuses were higher than in previous years, while 40% said payouts remained at similar levels. Only 6% indicated bonuses were lower than the year prior, and just 1% said no bonuses were awarded at all.
“In the current economic climate, bonuses are progressively reflecting overall business performance rather than individual achievement alone,” says Megan Alexander, Managing Director at Robert Half. “While personal contribution remains an important component, employers are making bonus decisions within the context of broader commercial conditions, signalling a more balanced and financially disciplined approach to reward strategy.
“Variable pay has become an important lever for managing risk. Employers are using bonuses to drive motivation and maintain market competitiveness without permanently increasing fixed remuneration. With most organisations holding bonuses steady, they are taking a considered and disciplined approach to reward calibration.”
Who gets what bonus?
Bonus eligibility and structure vary by seniority level, reflecting how employers align rewards with responsibility, tenure, and impact on overall business performance.
While performance bonuses remain the most common incentive across nearly all employee levels, the type and frequency of additional bonuses evolve as professionals progress in their careers.
|
Employee level |
Type of bonus |
||||||
|
Performance |
Profit- sharing |
Sign on |
Retention |
Project completion |
Holiday |
Referral |
|
|
Entry level |
22% |
20% |
16% |
15% |
17% |
17% |
20% |
|
Individual contributor with 2-5 years’ experience |
30% |
22% |
21% |
26% |
29% |
33% |
30% |
|
Individual contributor with 5+ years’ experience |
28% |
30% |
26% |
32% |
28% |
24% |
28% |
|
People manager |
25% |
25% |
26% |
20% |
29% |
23% |
20% |
|
Senior leader |
22% |
20% |
18% |
21% |
20% |
17% |
22% |
|
Executive leader |
25% |
20% |
18% |
18% |
17% |
18% |
11% |
Independent survey commissioned by Robert Half among 250 hiring managers in New Zealand.
“The difference in bonus structures across seniority levels depicts how incentives are aligned to impact. Executives and senior leaders are typically more closely tied to profit-sharing and performance because their influence sits at the enterprise level. The modern remuneration strategy is strategically engineered to mirror accountability, influence, and business outcomes,” concludes Alexander.
Notes
About the research
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 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.