在 新西兰 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Wellington UTC+12 to UTC+13
Auckland, Wellington, Christchurch
New Zealand Dollar (NZD)
English, Māori, New Zealand Sign Language
weekly, fortnightly, or monthly
3.50% + variable
新西兰人才格局
New Zealand has an estimated labor force of about 3.08 million (2025), with talent demand concentrated in agriculture and food, healthcare, construction, technology and professional services. International employers are most likely to find relevant candidate pools for Healthcare, Software & Data, and Agritech. The market is well suited to focused hiring, while niche roles benefit from targeted sourcing and a clear employer value proposition. Competition for experienced professionals is typically strongest in technology intensive and regulated functions.
主要经济中心
Auckland, Wellington, Christchurch
热门技能
Healthcare
职场文化
Accessible Leadership and Plain Speaking
New Zealand workplaces are generally informal, with managers expected to be approachable and practical. Employees often value clear communication without excessive hierarchy or self promotion.
Manaakitanga and Respectful Inclusion
Manaakitanga, the principle of care and hospitality, is relevant to building respectful relationships. Organisations should also engage thoughtfully with Māori perspectives rather than treating cultural inclusion as a symbolic exercise.
Autonomy with Work Life Balance
Employees are often trusted to manage their responsibilities independently. Clear outcomes, reasonable flexibility and respect for time outside work support engagement and retention.
平均薪资
| 职位名称 | 平均月薪（NZD） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 4,400 NZD | S$5,984 |
| Administrative Executive, Mid (3-5 years) | 5,900 NZD | S$8,024 |
| Book Keeper, Junior (1-3 years) | 3,950 NZD | S$5,372 |
| Book Keeper, Mid (3-5 years) | 5,400 NZD | S$7,344 |
| Finance Executive, Junior (1-3 years) | 5,100 NZD | S$6,936 |
| Finance Executive, Mid (3-5 years) | 6,700 NZD | S$9,112 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 5,100 NZD | S$6,936 |
| Graphic Designer, Mid (3-5 years) | 7,350 NZD | S$9,996 |
| UI/UX Designer, Junior (1-3 years) | 5,400 NZD | S$7,344 |
| UI/UX Designer, Mid (3-5 years) | 9,350 NZD | S$12,716 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 7,350 NZD | S$9,996 |
| Data Analyst, Mid (3-5 years) | 9,650 NZD | S$13,124 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 7,350 NZD | S$9,996 |
| Data Engineer, Mid (3-5 years) | 11,900 NZD | S$16,184 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 7,350 NZD | S$9,996 |
| Data Scientist, Mid (3-5 years) | 9,900 NZD | S$13,464 |
| Machine Learning Engineer, Junior (1-3 years) | 6,250 NZD | S$8,500 |
| Machine Learning Engineer, Mid (3-5 years) | 9,350 NZD | S$12,716 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 5,950 NZD | S$8,092 |
| Content Marketing, Mid (3-5 years) | 8,800 NZD | S$11,968 |
| Digital Marketing, Junior (1-3 years) | 5,950 NZD | S$8,092 |
| Digital Marketing, Mid (3-5 years) | 8,800 NZD | S$11,968 |
| Growth Marketing, Junior (1-3 years) | 6,250 NZD | S$8,500 |
| Growth Marketing, Mid (3-5 years) | 9,350 NZD | S$12,716 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 7,650 NZD | S$10,404 |
| Backend Developer, Mid (3-5 years) | 11,350 NZD | S$15,436 |
| 职位名称 | 平均月薪（NZD） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 7,350 NZD | S$9,996 |
| DevOps Engineer, Mid (3-5 years) | 9,900 NZD | S$13,464 |
| Site Reliability Engineer, Junior (1-3 years) | 7,350 NZD | S$9,996 |
| Site Reliability Engineer, Mid (3-5 years) | 10,500 NZD | S$14,280 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 3,700 NZD | S$5,032 |
| Customer Service Officer, Mid (3-5 years) | 4,800 NZD | S$6,528 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 5,400 NZD | S$7,344 |
| Customer Success Manager, Mid (3-5 years) | 7,650 NZD | S$10,404 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 4,800 NZD | S$6,528 |
| HR Executive, Mid (3-5 years) | 6,500 NZD | S$8,840 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 5,950 NZD | S$8,092 |
| Blockchain Developer, Mid (3-5 years) | 8,800 NZD | S$11,968 |
| Payments Engineer, Junior (1-3 years) | 5,950 NZD | S$8,092 |
| Payments Engineer, Mid (3-5 years) | 7,950 NZD | S$10,812 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 6,800 NZD | S$9,248 |
| Cloud Engineer, Mid (3-5 years) | 9,900 NZD | S$13,464 |
新西兰招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
新西兰的薪酬发放
发薪周期
The frequency and pay date follow the employment agreement. Fortnightly and monthly cycles are common.
最低工资
National minimum wage rates apply by worker category, including adult, starting out, and training rates.
加班费
- The usual full-time workweek is commonly 40 hours, but the law does not impose a universal maximum for adults. Employment agreements must state agreed hours. - Assess whether additional hours are reasonable and whether availability clauses comply with the Employment Relations Act.
- Overtime Pay = Overtime Rate in the Employment Agreement or Collective Agreement × Overtime Hours. - New Zealand has no universal statutory overtime multiplier.
奖金
第 13 个月薪资
New Zealand does not mandate a 13th month salary. Bonuses are payable when required by the employment agreement or a binding incentive scheme.
Bonus = amount calculated under the employment agreement or incentive plan.
Employees are eligible according to the written terms. Discretionary decisions must be made in good faith and consistently with the employment agreement.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| KiwiSaver, ACC levies and statutory holiday pay | The core employer obligation in New Zealand is registration and payroll remittance under KiwiSaver, ACC levies and statutory holiday pay. This is not a general allowance: it is the named statutory arrangement for the pension, retirement, unemployment, medical or related branches stated in the programme title. Coverage must be checked against establishment size, employee status, nationality and earnings limits, and contributions must be paid to the relevant authority by its filing deadline. |
| Work injury protection under KiwiSaver, ACC levies and statutory holiday pay | In New Zealand, occupational injury protection is tied to KiwiSaver, ACC levies and statutory holiday pay. The employer must complete the applicable registration or insurance arrangement before exposure begins, report workplace accidents within the legal deadline, and fund the employer portion. Benefits generally cover treatment, temporary incapacity, permanent disability and survivor payments, but the responsible institution and assessable wage follow the local scheme. |
| Statutory termination or end of service entitlement in New Zealand | Redundancy compensation is not automatically required by statute and is payable only when the employment agreement provides it. Employers must still give contractual notice and pay final wages, unused annual holidays and alternative holidays. |
| Public healthcare or mandatory medical coverage in New Zealand | New Zealand relies mainly on its public health system rather than a universal employer purchased medical policy. The employer must still comply with any payroll health levy, social insurance medical branch or visa linked insurance requirement that applies to the worker. Private group medical cover is therefore supplementary unless local law expressly makes it compulsory for the employee category. |
| 可选 | |
| Supplementary private medical insurance in New Zealand | Private medical insurance in New Zealand should be designed around the gaps left by KiwiSaver, ACC levies and statutory holiday pay. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
| Performance or profit sharing bonus in New Zealand | A performance or profit sharing bonus in New Zealand is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment. |
| Meal, commuting and business travel support in New Zealand | Meal, commuting and business travel support in New Zealand should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work. |
| Housing, relocation and remote work support in New Zealand | Housing, relocation and remote work support in New Zealand is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
税务
国家税收
新西兰的国家税收名为 Goods and Services Tax (GST) 15%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Income Tax Structure | ||
| Resident Tax Rates | 10.5% to 39% | New Zealand applies 10.5% to 39% to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source. |
| Non-Resident Employment Income | 10.5% to 39% | Nonresidents are taxed on New Zealand sourced employment income using individual rates, generally without the same entitlement to resident credits. |
| Taxable Income Adjustments | ||
| Main Deductions and Allowances | See details | Employees are not permitted deductions for employment-related expenditure, except for tax return preparation fees and premiums for loss of earnings insurance if the insurance proceeds would be taxable. However, employers are able to reimburse employees on a tax-free basis for certain expenses that relate to the employee’s employment. |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In New Zealand, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies. |
| Benefits in Kind | Employer fringe benefit tax may apply | Employers may need to pay fringe benefit tax on noncash benefits provided to employees. Exemptions, valuation methods, and reporting rules depend on the benefit type. |
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