Author: MIL-OSI Publisher

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Hāpai Te Hauora marks 30 years of Māori-led public health leadership

Source: Hapai Te Hauora

Hāpai Te Hauora is marking 30 years of Māori-led public health leadership, acknowledging its journey and partnerships. Established in 1996 as Hāpai Te Hauora Tapui Ltd, the organisation was formed to address a critical gap in public health, recognising Māori public health is holistic in nature and requires distinct approaches, leadership, and solutions. At a time of significant change within the health sector, Hāpai was created to strengthen Māori public health across the greater Auckland region.
Guided by the leadership and vision of Te Whānau o Waipareira, Raukura Hauora o Tainui, and Te Rūnanga o Ngāti Whātua, Hāpai was established to ensure Māori communities, voices, values, and aspirations are central to public health responses and decision-making.
From the outset, Hāpai was established to provide dedicated Māori public health leadership, grounded in kaupapa Māori and focused on improving outcomes for whānau.
Over time, Hāpai has grown from a regional organisation into a national Māori public health leader, working across Aotearoa to influence policy, strengthen the Māori public health workforce, and support kaupapa that address the wider determinants of health for whānau, hapū, and iwi.
This includes leadership in areas such as SUDI prevention, alcohol harm reduction, Smokefree advocacy, community-led activations, policy submission support, and accessible policy explainers that help whānau engage with systems that impact their lives.
Chief Executive Jacqui Harema says the milestone reflects both celebration and responsibility.
“It is a real privilege to acknowledge 30 years of kaupapa Māori public health leadership,” says Harema. “This milestone reflects the strength of our foundations and the responsibility we hold to continue this mahi for future generations.”
The milestone will be acknowledged through a formal anniversary celebration in Tāmaki Makaurau, bringing together former staff, whānau, partners, and leaders to reflect on Hāpai’s journey and look ahead to the future of Māori-led public health grounded in Oranga Whenua, Oranga Tangata. 
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Northland News – Get your pod squad ready

Source: Northland Regional Council

The Northland Regional Council has launched a new competition initiative aimed at reducing the spread of moth plant, a highly invasive pest plant throughout Taitokerau.
The competition encourages individuals or teams to collect moth plant pods, vines and seedlings, with cash prizes up for grabs.
Northland Regional Councillor and Chair of the Biodiversity and Biosecurity Working Party, Jack Craw says the point-based competition will help put the spotlight on this problematic pest and reduce its spread, helping to protect native species which often fall victim to the smothering vine.
“Not only do participants get the chance to win cash, they are also being environmental heros by helping us fight the war on weeds one pod or vine at a time.
Every pod collected will prevent up to 1000 seeds from being released and spread through the wind. Participants will also get extra points for pulling out moth plant seedlings and vines with the roots intact, preventing them from producing pods in future.”
The competition awards one point per pod collected and three points for every vine/seedling with roots intact. Cash prizes include $500 for first place, $300 for second place, and $200 for third place, plus several Prezzy Card spot prizes are also available.
Once registered, participants will be advised of the safety precautions to follow to protect their eyes, skin and clothes from the harmful moth plant sap, and how to dispose of the pods responsibly.
Local competitions of this nature have been previously organised by schools and community groups and NRC is excited to be part of a region-wide competition for Northland.
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Employment Trends – Modest salary growth leaves 42% of New Zealand professionals feeling underpaid as cost‑of‑living pressures persist

Source: Robert Walters

Auckland, New Zealand – 24 February 2026 – Salary growth across New Zealand remains minimal despite stabilising business conditions, with 42% of professionals reporting they feel underpaid, according to new research released by global talent solutions partner Robert Walters.

The findings come from the firm's latest Salary Guide, which surveyed over 5,500 white‑collar professionals in ANZ across 12 industries.

Pay rises failing to keep pace with living costs

While 57% of New Zealand professionals received a pay rise in 2025, most increases fell within a modest 2.5%-5% band. Against the backdrop of continued cost‑of‑living pressure, many workers say these increases have had limited real impact.

This is reinforced by a significant perception gap:

42% of employees feel underpaid yet 83% of employers believe salaries are keeping pace with rising costs

The result is a growing disconnect between nominal salary growth and financial wellbeing.

Cautious optimism ahead

Nearly 67% of employers intend to offer salary increases in 2026, while 56% of professionals expect to receive one.

Shay Peters, Robert Walters Australia and New Zealand CEO, said the stabilising market gives organisations an opportunity to revisit remuneration.

“As businesses come out of last year's restructures, organisations have an opportunity to reassess remuneration. Where salary increases are not feasible, employers must focus on career progression, flexibility, and skills development.

It's no secret the movement of New Zealand talent to Australia is well underway. Dissatisfaction around pay is a high retention risk, especially as overseas markets are actively targeting New Zealand talent.”

With 58% of New Zealand professionals open to relocating this year, retention needs to be a big focus for employers this year.  

Regional dissatisfaction highest in Canterbury

The research reveals significant regional variation in how employees perceive their pay:

Canterbury: 46% do not believe their salary matches the cost of living
Auckland: 42%
Wellington: 39%

These differences highlight how lifestyle costs and local economic conditions increasingly shape career decisions and relocation intent.

Certain industries still record strong salary momentum in 2026

Despite overall modest wage movement, several industries outpaced the broader market:

  • Accounting & Finance: 14% increase: Driven by strong uplift in senior commercial finance roles, including notable rises for General Manager Finance (+25%), Financial Controller (+13.9%).
  • Technology & Data: 12% increase: Fuelled by high demand for AI, data engineering and cyber capability, with standout growth for Senior Data Scientist (+14.7%), Senior Data Engineer (+13.8%), and Cyber Security Architect (+9.9%).
  • Legal: 7% increase: Experienced counsel continue to attract premium remuneration.
  • These pockets of growth highlight where competition for specialist talent remains most pronounced.

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 New Zealand. With insights from over 2,300 respondents, the guide highlights how businesses and employees are navigating an evolving labour market shaped by cost-of-living pressures, technological adoption, and mobility opportunities.

About Robert Walters: 

With more than 3,100 people in 30 countries, Robert Walters delivers recruitment consultancy, staffing, recruitment process outsourcing and managed services across the globe. From traditional recruitment and staffing to end-to-end talent management, our consultants are experts at matching highly skilled people to permanent, contract and interim roles across all professional disciplines.

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PSA – Pay equity People’s Committee does what Govt refused to – and exposes its betrayal of women

Source: PSA

  • Constitutional vandalism laid bare
The report of the People’s Select Committee on Pay Equity today is a damning indictment of the Government’s shameful actions in riding roughshod over the rule of law, bypassing democratic process and scrapping pay equity for more than 150,000 women.
“The fact that New Zealand women had to create their own select committee to be heard is a profound indictment of this government – they should be ashamed,” said Fleur Fitzsimons, National Secretary for the Public Service Association Te Pūkenga Here Tikanga Mahi.
“This is a historic first for participatory democracy in Aotearoa and it only happened because the Government’s betrayal of women was so complete, so cynical, and so contemptuous of due process that workers had no other choice. New Zealand women will not forget that under the cover of darkness, with no prior signalling the Government cancelled pay equity claims and gutted the Equal Pay Act.
“The overwhelming response to this Committee, the volume and depth of submissions, tells you everything about the level of outrage and betrayal felt by women workers, their whānau and communities.
“The PSA represents members in 14 of the 33 cancelled claims, plus a further five claims due for review and two about to be raised. That’s more than 80,000 workers – people who show up every day to care for our most vulnerable. Their work affects every single New Zealander, and this Government is telling them their rights are expendable.
“The Committee has done what the Government should have done. It has listened. It has gathered evidence. It has produced a clear and damning record of this constitutional vandalism and it has confirmed what the PSA has said from the beginning: this was done in bad faith, to protect the Government from a future wage bill, and save its Budget, not in the interests of women or the public. We thank the former MP members of this Committee, they did the job this Government refused to do.
“The Government’s defence of its actions does not hold up to even basic scrutiny. The submissions prove it. The timeline proves it. The fact that union and employer groups were still meeting with the Minister of Health about the Care and Support Worker claim just days before the changes were announced proves it.
“Pay equity is not a privilege. It is a right. And this Government’s systematic attacks on working people, scrapping pay equity, suppressing minimum wage increases and now backing fire at will laws that make personal grievance claims far harder – will not be forgotten come the election in November.
“The PSA supports the Committee’s key recommendations and calls on the current Government and all opposition parties to commit to delivering genuine pay equity without delay. No more stalling. No more subterfuge. Women’s rights are not up for negotiation.”
The Public Service Association Te Pūkenga Here Tikanga Mahi is Aotearoa New Zealand's largest trade union, representing and supporting more than 95,000 workers across central government, state-owned enterprises, local councils, health boards and community groups.
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Holiday spending contributes to 0.9 percent increase in retail sales – Retail trade survey: December 2025 quarter – Stats NZ news story and information release

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Rough sleepers need homes, not handcuffs – Amnesty International

Source: Amnesty International Aotearoa New Zealand
23 February 2026 – Public spaces are vital to how we collectively live together and govern ourselves. They are where we connect, where we participate in society, where we ask decision-makers to take action, where we catch up, or shop or take our daily walk. They are spaces we all have a right to.
Amnesty International is deeply concerned by the Government granting “move on” powers, which enable Police to force people to leave a public space, without evidence of criminal activity, on pain of fine or imprisonment. This effectively criminalises poverty and erodes fundamental civil liberties protected under New Zealand law.
The New Zealand Bill of Rights Act (NZBORA) guarantees the Freedom of Movement.
Amnesty International Aotearoa New Zealand’s Kaiwhakahaere Executive Director Jacqui Dillon said, “We are concerned that this proposal is discriminatory, targeting a certain group of people and their status rather than harmful behaviour – human rights are universal and must remain treated as such.
“When a person is forced to move, particularly one who may have no other place to go to, you remove their right to exist within the community. Freedom of movement is not a privilege for a few, it is a fundamental human right for us all.
“Given the ongoing effects of colonisation, we’re concerned that these “move-on” powers will have disproportionate impacts on Māori communities.”
Section 5 of the NZBORA allows for rights to be limited in some circumstances: “The rights and freedoms contained in this Bill of Rights may be subject only to such reasonable limits prescribed by law as can be demonstrably justified in a free and democratic society.”
Amnesty International fails to see how this change in Police power could meet this test. Firstly, it has been reported that public order, health and safety offence proceedings in Auckland City were at a 10-year low in 2025. Secondly, we already have laws to deal with disorderly behaviour.
We believe most New Zealanders would agree that criminalising and imprisoning a person who has no home, or who may have mental health or addiction issues, but has not broken the law, is abhorrent. It does not solve the issue of homelessness and appears a deeply worrying, disproportionate use of State power.
The new Police “move-on” powers run counter to international guidance that says States should not use criminalisation to deal with social issues.
“At a time when we’re seeing, for example, England and Wales repealing the Vagrancy Act, Aotearoa appears to be leaning back towards the Victorian era,” said Dillon.
What’s more, it could have far reaching implications.
“This is a chilling policy. While the Government has said it won’t impact people protesting, we are concerned that in practice such a law could be used to limit the rights of people across a range of scenarios,” said Dillon.
At a time when the international rules-based order is being undermined, it is essential that New Zealand stand strong in upholding international human rights standards. Freedom of movement, freedom of expression, the rights of children, the right to adequate housing and more – New Zealanders value these rights.
“The Government needs to change tack and work with people impacted and those in the sector to come up with solutions that will be effective and uphold human rights,” said Dillon.
Amnesty International Aotearoa New Zealand's Kaiwhakahere Executive Director Jacqui Dillon is available for comment. Jacqui previously held Senior Leadership roles at Auckland City Mission – Te Tāpui Atawhai.
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Landscape restoration trust committed to addressing South Island’s "worst man-made environmental disaster"

Source: Rata Foundation
Ten years ago, South Marlborough Landscape Restoration Trust was established to help mitigate the spread of wilding conifers in the region. These invasive trees are now threatening a large area across the top of the South and spreading at an unprecedented rate, with significant environmental and economic implications.
The threat centres on a 50,000-hectare catchment at the head of the Wairau Valley, where there are approximately 20,000 hectares of dense conifers, spreading at roughly 400 hectares annually. Beyond the catchment boundaries, seed dispersal from the Branch Leatham has affected an estimated 180,000 hectares, including 50,000 hectares in the Awatere sector and another 50,000 hectares on Molesworth Station.
“The Branch Leatham has always been at the heart of this concern because it’s a ticking time bomb of compounding seed-rain dispersal,” says Mr Oswald, Chair of the Trust. “I sincerely believe it is the worst manmade environmental disaster that New Zealand has ever faced.”
Unlike previous environmental challenges such as rabbit or deer introductions, which have been successfully managed, the conifer invasion threatens permanent landscape change. One of the primary invasive species, Douglas fir, is shade-tolerant and capable of eliminating native beech forests while establishing above the native bush tree line at elevations approaching 3,000 metres.
Mr Oswald says the invasion has significant implications for tourism, agriculture, and biodiversity. “The Marlborough tramping club has been up there with chainsaws to open up tracks that are no longer passable; you can't push your way through the dense swards of contorta pine trees,” says Mr Oswald. “As well as tourism, the economic impact extends to Marlborough's wine industry, due to reduced water yield, and the merino fine wool industry, due to loss of grazing areas.”
South Marlborough is also one of five centres in New Zealand where unique species, plants, or animals are found only in that specific geographic area and nowhere else in the world. Trust Coordinator Ket Bradshaw says many of these face habitat elimination as the invasive conifers take over the environment.
“At least 29 nationally threatened or at-risk plants species occur in the Branch Leatham, of which nine are endemic to South Marlborough,” says Ms Bradshaw. “If we continue the way we are, these trees will replace the indigenous biodiversity and tussock in the mountain landscapes of South Marlborough, all the way to Kaikōura.”
The Trust is supported by over 60 volunteers. To date, the volunteer programme has eliminated 50,000 trees from remote alpine basins, including the Lost Valley, which has no road access and requires a seven-hour walk to reach. The Trust also organises volunteer days and educational presentations to school and community groups.
Much of what the Trust has achieved over the last three years has been supported by funding of $450,000 from Rātā Foundation. The funding enabled the Trust to develop the plan to understand how the issue could be addressed, aerial control across 10,000 hectares in the western Branch Leatham sector called the Raglan Range, and the volunteer work in the Lost Valley demonstrating the feasibility of large-scale intervention.
Rātā Foundation Head of Community Investment Kate Sclater says: “The South Marlborough Landscape Restoration Trust’s mission aligns closely with our aim to support environmental resilience through collaborative approaches at a landscape-scale.
“We have seen firsthand the positive impact that investment in empowering local people to find solutions is having. The efforts of volunteers to eradicate wilding pines has resulted in the return of native plants in some areas, but this is only the beginning of the long-term approach that is required to protect the indigenous biodiversity of the area. With a peer-reviewed plan now in place, there is a course of action on tackling this challenge.”
The 10-year feasibility plan shows that $10 million annually could address the issue, says Mr Oswald. “We have an opportunity now with the 10-year plan that shows that for $10 million a year for the next 10 years we can control the worst area in New Zealand. If we do that, the rest of it will fall into place. The Sapere Report, commissioned by MPI, shows that controlling wilding conifers returns $38 for every dollar spent – the highest return of any biosecurity issue in New Zealand. If we act now, we can help preserve the top of the South for future generations.
“We're indebted to Rātā Foundation for giving this funding in the last three years because it has allowed us to upscale what we were doing. Without Rātā, we would never have got to this level.”
About Rātā Foundation: Rātā Foundation is the South Island's most significant community investment fund, managing a pūtea (fund) of around $700 million. This enables Rātā to invest around $25 million per annum into its funding regions of Canterbury, Nelson, Marlborough and the Chatham Islands. Since its inception in 1988, Rātā has invested over $600 million through community investment programmes to empower people to thrive.
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Northland News – Free goat pies for field days

Source: Northland Regional Council

Free mini goat pies will be on the menu at the Northland Regional Council (NRC) marquee at the upcoming Northland Field Days.
About 20kg of goat meat sourced from Premium Game in Blenheim will be used by Whangārei’s Charlies Bakery to create pies which will be made available to visitors at the February 26-28 Dargaville event.
The council expects to give away about 1500 pies over the three days of field days from its usual site – I1 and I2.
Council Kaipara constituency representative John Blackwell says over the years the council has transformed a variety of pest animals, plants and even insects into an array of edible field day treats all designed as a fun way to spark added public interest in its broader work. Last year the council gave away Tex-Mex wallaby quesadillas with parmesan mayonnaise.
Councillor Blackwell says for anyone keen to try the goat pies, the best time to visit is around 11:30am and 1.30pm each day.
He says the pies are a fun way to draw attention to the problems posed by feral goats which are a significant environmental and economic issue in New Zealand, including here in Northland.
“They cause substantial damage to native ecosystems by browsing forest understorey, contribute to soil erosion, and can impact agriculture and forestry.”
Councillor Blackwell says both NRC and DOC consider feral goats a major pest, and both agencies are actively involved in efforts to manage and reduce their populations.
Meanwhile he says the council will have a strong field days focus on current biosecurity threats including Madagascar ragwort and the invasive freshwater clam.
“Our marquee will also feature pest plants, pest animals, biodiversity, climate action, and land management.”
“We look forward to welcoming visitors to celebrate the 40th anniversary of this iconic Northland event.”
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SUDAN: Children killed on first day of Ramadan must spur urgent action to protect every child – Save the Children

Source: Save the Children

As families across Sudan marked the first day of Ramadan, children were reportedly among those killed in renewed violence, underscoring the urgent need for international action to protect children after nearly three years of war, Save the Children said.
At least 18 people, including children, were killed on Wednesday when a drone strike hit a water collection point in Umm Rusum village, located in Al-Sunut locality of West Kordofan State, according to local media .The latest deaths came as a United Nations fact-finding mission said that atrocities committed in El-Fasher in Darfur bore the hallmarks of genocide, with the report documenting widespread and systematic attacks against civilians, including women and children.
Save the Children said urgent action is needed to protect civilians especially children, with Sudan’s children remain trapped in a relentless war that has shattered communities, caused the world's largest displacement crisis impacting 15 million people, and pushed families to the brink of famine.
Francesco Lanino, Deputy Country Director of Programmes and Operations for Save the Children in Sudan, said: “Ramadan should be a time of peace, reflection and family. Instead, children in Sudan are being killed in their homes and in places where they should be safe. No child should ever pay the price for a conflict they did not create.
“Reports from the UN about the scale of atrocities in El Fasher should shock the conscience of the world. Children are not only caught in the crossfire but in many cases, they are directly targeted or suffer the long-term consequences of displacement, hunger and trauma. At the very least parties to the conflict must commit to an immediate ceasefire during the holy month of Ramdan, allowing families to observe this sacred period in safety and dignity. This should serve as first step toward a sustained and meaningful cessation of hostilities.
“Sudan’s children cannot wait. The international community must move beyond statements of concern and take concrete action to protect children’s lives, uphold international law and ensure those responsible for atrocities are held to account.”
Save the Children has worked in Sudan since 1983 and is currently supporting children and their families across Sudan providing health, nutrition, education, child protection and food security and livelihoods support. 
About Save the Children NZ:
Save the Children works in 120 countries across the world. The organisation responds to emergencies and works with children and their communities to ensure they survive, learn and are protected.
Save the Children NZ currently supports international programmes in Fiji, Cambodia, Bangladesh, Laos, Nepal, Vanuatu, Solomon Islands and Papua New Guinea. Areas of work include child protection, education and literacy, disaster risk reduction and climate adaptation, and alleviating child poverty.
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Employment Trends – Employers anticipate salary growth with renewed economic confidence – Robert Half

Source: Robert Half
 

  • 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.