Finding and keeping the right talent continues to be a challenge in 2025. SEEK's new Money Matters Report sheds light on what Kiwi workers really value, and what trade-offs they're willing to make for the right package.

What the research tells us

It's complicated: While 68% of Kiwis would choose work-life balance over higher pay, only 33% feel financially secure.

Return to office has a price: 80% of remote workers would come back full-time for a salary bump (91% of Gen Z).

WFH is non-negotiable for some: One in five (20%) wouldn't give up working from home for any amount of money.

Annual leave tops workers’ wish list: Workers prefer extra annual leave (43%), followed by more flexible working arrangements (29%), reduced working hours (29%), and a company car (29%).

Money matters: For a 20% pay rise, workers would take on more responsibilities (29%), work extra hours (27%), or return to the office (24%).

"The relationship between work and money is more complex than ever," says Kylie Pascoe, APAC Senior Marketing Manager of SEEK's Customer Insights & Research team. "Workers aren't simply choosing between salary and flexibility. They're looking for arrangements that address both their financial and lifestyle needs."

What this means for you as an employer

1. One size doesn't fit all

Different workers want different things. With Gen Z more open to trading flexibility for career growth and a significant group who won't give up remote work at any price, you may like to consider tailored approaches for different segments of your workforce.

2. When you can't offer more money, offer time

If your salary budget is tight, focus on what workers value most - their time. Extra annual leave, shorter working weeks, or monthly days off rank higher than traditional perks and could help you stand out to candidates.

3. Take a fresh look at where work happens

Consider what each role truly needs and how to make on-site time worthwhile. With 20% of remote workers unwilling to return to the office for any amount of money, flexible options remain essential for some segments of your workforce.

4. Talk openly about the full package

Help candidates and employees see the complete value of what you're offering. As Pascoe notes: "Thinking more holistically about workers' needs not only boosts satisfaction and wellbeing, it also helps create a more motivated, engaged and productive team."

Source: Independent research conducted by Nature of behalf of SEEK between February and June 2025. Over 1,300 responses collected Kiwis currently in the workforce (either employed or looking for work), aged 18 to 64. The data has been weighted to accurately represent the labour force based on age, gender, location, and income.