6 employee expectations from businesses this year
What are the employee expectations for businesses this year?
New Zealand employers are navigating a workplace transformation unlike any seen before.
The expectations from employees for the businesses they work for have shifted dramatically over the past few years, influenced by the cost-of-living pressures, evolving workplace norms, and a growing focus on work-life balance.
As a business leader, meeting these expectations isn’t just about keeping employees satisfied - it’s about building a resilient, high-performing organisation where people feel valued, engaged, and motivated to stay.
Employees are no longer simply looking for a salary. They want work environments that support their financial security, well-being, and career growth. They expect flexibility, transparency, and a workplace culture that genuinely invests in them as individuals.
The challenge for employers is to align what they can realistically offer with what employees value most.
Kelsey Llewellyn, Division Manager at Robert Half says balancing employee expectations and business needs has never been harder.
“In my six years of experience in recruitment, I've observed a clear shift in employee expectations of businesses. Where once salary was the only aspect workers really cared about, now it's about holistic wellbeing. Employees in New Zealand are placing greater emphasis on work-life balance, flexible work arrangements, and a sense of purpose in their roles. It's not just about earning a living; it's about living a fulfilling life."
So, what exactly are New Zealand employee expectations in 2025, and how can employers respond effectively?
1. Fair and competitive salary
With the rising cost of living in New Zealand, employees are more financially conscious than ever.
Employers who fail to keep pace with market trends risk losing talent to competitors who are willing to invest more in their workforce.
“Our most recent Salary Guide paints a picture of the complex salary dynamics that continue to shape the job market this year,” says Kelsey
“The current work environment faces a salary dilemma. Employers continue to face budget constraints and focus on cost management while the demand for higher pay has become louder from employees who haven’t had a significant pay rise during a turbulent few years despite their hard work and their need to feel financially stable.”
Compensation, however, is no longer just about base salary. Employees are considering the full package - performance-based bonuses, equity options, and additional benefits such as retirement plans and financial wellness programs.
Businesses that take a proactive approach by reviewing salary benchmarks and offering transparent pay structures will not only attract but retain top talent. Transparency around pay progression is also key - when employees understand how salary increases and promotions are determined, they are more likely to feel valued and stay committed.
Related: See the newest compensation trends in our New Zealand Salary Guide
2. Flexibility
Gone are the days when flexible work arrangements were seen as a privilege granted to a select few.
In 2025, flexibility is a core expectation for many workers, with many preferring a hybrid work model that balances office and remote work. This shift reflects a broader change in how people perceive work-life balance - productivity is no longer measured by time spent at a desk but by the quality of output.
Luckily, says Kelsey, most Kiwi businesses have embraced flexibility.
“While the New Zealand workforce has largely returned to the office full-time, the enduring need for flexibility had remained. The widespread adoption of flexible working hours demonstrates that employers are acknowledging the employee demand for more work-life balance and aiming to develop a more attractive and competitive work environment to secure and retain top talent.”
For employers, the challenge is to implement flexible work policies that serve both the business and employees. This requires clear communication about expectations, investment in technology to support remote collaboration, and a results-oriented approach to performance management.
Forward-thinking employers are also experimenting with alternative work structures, such as compressed workweeks and staggered hours, to give employees greater control over their schedules without sacrificing operational efficiency.
3. Beyond salaries
While pay remains crucial, employees are looking for more than just a competitive salary - they want benefits that improve their overall quality of life.
Companies that offer strong health and wellness support, parental leave, and professional development opportunities will stand out as employers of choice.
Mental health support has become a key expectation, with growing awareness of workplace stress and burnout. Employers who provide access to counselling services, employee assistance programs, and wellness initiatives will not only improve job satisfaction but also enhance overall productivity.
Other sought-after benefits include private healthcare, childcare assistance, and additional leave entitlements, such as paid volunteer days or sabbaticals. These offerings signal to employees that their well-being is a priority, fostering a more engaged and loyal workforce.
4. Career growth
A major reason employees leave a company isn’t dissatisfaction with pay - it’s a lack of career growth. Workers want to see a clear path forward, and if they don’t, they’ll start looking elsewhere. Employers who prioritise career development will benefit from higher retention and a more skilled workforce.
Kelsey agrees that in permanent and temporary work, professionals want to feel like the job at hand is a stepping stone to something better in the future.
“While I focus on temporary and contract work for finance and accounting professionals, jobseekers will ask specifically about how they could build their career at the hiring company. At a time when security is highly important for workers, professionals want to know that if they decide to join the company, they can see a concrete and secure future while also developing their skills.
“Even for temporary and contract work, candidates often ask what they could gain out of this opportunity and how it can help them secure future opportunities, either on the same level or for a higher paying role. Businesses cannot underestimate how crucial it is to be clear on how a jobseeker can progress their skills, experience or overall career when hiring for new talent.”
Structured learning and development programs are no longer optional; they are an expectation. Businesses that invest in upskilling their employees - whether through leadership training, technical courses, or mentorship programs - will create a culture of continuous learning. Providing employees with internal mobility opportunities is equally important; when people feel they can progress within an organisation, they are less likely to seek advancement elsewhere.
Employers should actively engage in career planning discussions with their teams, helping employees set goals and providing the necessary support to achieve them.
Related: What are the benefits of a learning culture in the workplace?
5. Transparency
Employees don’t just want to be informed; they want to feel heard.
“Transparency is definitely a new currency that workers value. Employees are looking for stability and security, but they also want to feel valued and respected. Now more than ever, employees want to know what’s happening within their organisation so they can prepare for their future,” says Kelsey.
Open and honest communication is critical to maintaining trust and engagement in the workplace. Employers who fail to provide clarity on company decisions, business performance, and future plans risk creating a workforce that feels disconnected and uncertain about their role within the organisation.
A culture of transparency starts at the top. Regular town hall meetings, open-door policies, and employee feedback sessions help bridge the gap between leadership and staff.
However, communication should be a two-way street - employees need to feel that their opinions matter and that their feedback leads to tangible changes. Companies that act on employee insights will foster stronger loyalty and a more positive workplace culture.
6. Building a positive workplace culture
Workplace culture is no longer a buzzword - it’s a decisive factor in whether employees choose to stay or leave.
Employees expect to work in environments that are inclusive, respectful, and aligned with their personal values. A strong culture isn’t just about social events or company slogans; it’s about how leadership treats employees, how teams collaborate, and whether people feel a sense of belonging.
Recognition plays a vital role in shaping culture. Employees who feel appreciated for their contributions are significantly more engaged and productive. Employers should actively celebrate achievements, whether through formal rewards programs or simple acknowledgments in team meetings.
Inclusion is another crucial element. Employees want to work in spaces where diversity is valued and where policies reflect genuine efforts to create an equitable workplace. Employers who invest in diversity initiatives, anti-discrimination policies, and inclusive hiring practices will foster a culture that attracts and retains diverse talent.
Related: 5 activities to improve workplace culture this year
Meeting the expectations of employees
The future of work in New Zealand is being shaped by employees who expect more from their employers.
Meeting these expectations is not just about keeping people happy - it’s about driving long-term business success.
“New Zealand has a unique opportunity to lead the way in creating a more human-centered workplace. This year, businesses that prioritise employee wellbeing, purpose, and flexibility will not only meet employee expectations but attract the best talent and build a more resilient and sustainable workforce,” concludes Kelsey.
Employers who invest in fair compensation, flexibility, well-being, career growth, transparent communication, and strong workplace culture will be the ones who thrive. These aren’t just employee demands; they are the foundations of a modern, resilient workforce.
Businesses that recognise these shifts early and take action will gain a competitive advantage - not only in attracting top talent but in retaining and engaging the people who make their organisations successful. The question is no longer whether to adapt, but how quickly you can align your business with the new expectations of 2025.
For New Zealand employers, the path forward is clear: build a workplace where employees want to stay, and your business will grow stronger because of it.
Frequently Asked Questions (FAQs)
What are employee expectations?
Employee expectations encompass what workers seek from their jobs, including fair compensation (being paid the market rate for their role), work-life balance (e.g., flexible hours, remote options), professional growth opportunities (e.g., training, mentorship), a positive work environment (e.g., respectful culture, supportive leadership), and increasingly, a sense of purpose and alignment with company values (e.g., ethical practices, social responsibility).
What are job expectations examples?
Work life balance
Career development opportunities
Flexibility
Transparency and communication
A positive work environment
Fair pay
What expectations do employers have of employees?
Employers generally expect employees to demonstrate competence, reliability, and a positive work ethic. This includes fulfilling job responsibilities effectively (e.g., meeting deadlines, producing quality work), adhering to company policies, showing initiative, and collaborating well with colleagues. Examples include: completing assigned tasks on time, being punctual, communicating professionally, and contributing to a positive team environment.
