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.

So begins the new year, and there will be many who are looking to start fresh by switching over to a new job. But a volatile economy can obviously be cause for many to feel a sense of anxiety about changing jobs. On the other hand, we are still in a skills short market, with abundant opportunities creating excellent opportunities for you to get ahead in your career through an elevated job...

In the quest for ever better work-life balance, how can we begin creating the boundaries necessary at work?  

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.

Have a new role in mind for 2024? No matter your goal, constant progression is necessary in today’s world of work. Here are our top tips for advancing your career.

Adopting a Managed Service Provider can be a game-changer for your business. Find out what we’ve learned from our extensive experience as a global MSP provider.

When choosing to work for an organisation, you need to consider the benefits, and potential negatives, that the organisation might offer pending its size and maturity. We guide you through choosing the right fit.

Female participation in one of the country’s largest industries is at only 13 per cent, but much can be done to encourage more gender diversity in the construction industry.