International Women's Day (IWD) is a global celebration of the social, economic, cultural and political achievements of women. Empowerment, calls for action that unlocks equal rights, power and opportunities, and a future where no one is left behind.

The challenges that New Zealand’s organisations must overcome as part of their attraction and retention strategies for 2025.

No budget and the idea that nobody will look at your application over Christmas are just two of the myths we bust in this article about job hunting over the summer break.

Are you missing something missing in your current career? Or are you thinking that a role in an emerging sector might be a better fit for you? With many of us retiring later in life, the prospect of spending decades in an unfulfilling career isn’t a happy one.

And in honour of IDPwD this year, across the Hays Group, we are raising awareness about neurodiversity and how we can remove barriers and ensure a more inclusive environment.

From acquiring new skills to knowing your worth in the New Zealand market, we look at various ways you can progress your career in 2025.

Hays New Zealand is proud to join the movement to strengthen te reo Māori. Driven by Te Rōpū Manaaki, our Māori Inclusion Working Group, we have progressed several initiatives over the last year to embed te reo into the way we work.

As the extreme skills shortage has largely ended, inflation has lessened, and market predictability settles down, productivity has improved. And yet New Zealand’s employers are still cautious about taking risks. Now is the time to act and take advantage of an ambitious and versatile workforce.

To protect engagement and turnover, our advice is to communicate sensitively with employees about salary increases. More so than ever, when budgets are tight it’s critical to carefully manage salary expectations as part of your retention and engagement strategy. Here we present our advice on how to approach the salary expectation gap.

At Hays, we’re committed to fostering an inclusive workplace where everyone feels welcome, respected, and valued. In honour of Pride Month, we’d like to take the opportunity to highlight the initiatives we’ve implemented over the past year to support our LGBTQIA+ colleagues, as well as sharing our plans for this year’s Pride Month celebrations.

When budgets are tight for New Zealand businesses, there are benefits other than salary increases that you can offer to reward employees, such as flexible working and career progression.

Based on external business conditions, the industry you work in and the role you do, what is the likelihood of you receiving a salary increase this year.

This National Reconciliation Week, we wanted to take the opportunity to share the progress we’ve made since the launch of our inaugural Innovate Reconciliation Action Plan (RAP) in August last year.

When it comes to mental health in the workplace, who is responsible? We discuss ways employers can provide support and practices for good employee wellbeing.

New technologies, economic trends and generational preferences have all lead to an accelerating gig economy and less permanent jobs – and even then, when does permanent mean exactly that?

Deciding whether the fact you’re not enjoying your job is a mindset thing, or an indication its time to apply for another job.

At a time when it can be hard to meet salary expectations, there are other benefits that employers might be offering, that could really top up your pay packet.

Through industry research, curiosity, and some strategic thinking, you can start to create your own opportunities and navigate your own way up the internal career ladder.

The ‘right to disconnect’ has been front and centre in media reports on the Closing Loopholes Bill, but there are many other aspects for employers to consider. We give an overview of the major changes for organisations and employees alike.

With our workplaces looking more diverse than ever, teams need to know how to get along and realise the benefits of the many differences. Find out how.