New Zealand: News and Jobs Guide

New Zealand presents a dynamic and evolving landscape for job seekers and professionals

The market is characterized by a paradox of persistent skills shortages in key sectors alongside a gradual rise in the overall unemployment rate. Understanding this complex environment is crucial for navigating opportunities. This report provides a detailed analysis of the current state of employment, emerging trends, and future prospects across Aotearoa New Zealand. It synthesizes the latest data and expert insights to offer a authoritative guide for anyone seeking to understand or build a career in New Zealand. The following sections will delve into the economic drivers, regional variations, and in-demand skills that define the Kiwi job market.

Current Trends

The New Zealand labour market is sending mixed signals in late 2025. The overall unemployment rate has risen to 5.2 percent and is expected to nudge higher to 5.3 percent, a level not seen since the end of 2016. This reflects a period of economic softness following a recession, where job creation has been relatively flat. Economists note that firms' employment intentions are positive and job advertisements have turned upward, but it is likely too soon for these indicators to meaningfully reverse the unemployment trend. Many businesses have been hoarding labour in anticipation of an economic recovery, but if this recovery is delayed, the unemployment rate could potentially rise more than currently forecast.

Despite the rise in unemployment, there are nascent signs of stabilization. Some analysts believe the worst of the job market's decline is behind us, though a meaningful lift in employment is not widely anticipated until 2026. This cautious optimism is supported by data from job portals; Trade Me Jobs reported a significant 13 percent increase in job listings in the last quarter, ensuring that year-on-year data remained nearly flat. This uptick suggests that the period of intense competition for job hunters may be easing. The market is therefore in a transitional phase, balancing caution with emerging pockets of growth.

The distribution of job growth is highly regional. The recovery is being led not by the major metropolitan centers but by the South Island. Regions such as Southland, Otago, and Canterbury have seen job listing growth of 25.1 percent, 7.1 percent, and 6.1 percent respectively. In contrast, major North Island cities like Auckland and Wellington have recorded quarterly decreases in job listings of 5.8 percent and 6.8 percent. This indicates a significant geographical rebalancing of economic activity and employment opportunities within the country, with Te Waipounamu driving the current recovery.

Industry Analysis

Sectoral performance varies dramatically, creating a patchwork of opportunity. Industries reliant on consumer activity and infrastructure spending are showing notable strength. According to recent data, the Hospitality and Tourism sector saw a robust 16 percent quarterly increase in job listings, while Construction and Roading grew by 13 percent, and Trades and Services increased by 8.3 percent. The uplift in hospitality is particularly beneficial for entry-level job seekers, such as students, who are also facing 19 percent less competition for these roles compared to the previous year.

The technology sector remains a powerhouse of ambition and mobility. New Zealand's technology professionals are actively shaping their careers, with 57 percent having applied or interviewed for a new role in the past six months. This high mobility persists despite broader economic uncertainty. While salary remains the primary motivator for 59 percent of these professionals, flexibility (44 percent) and career progression (35 percent) are very close behind. This reflects a broader shift in how professionals define value, where culture, leadership, and opportunity now play a role nearly equal to pay in driving career decisions.

Other sectors are experiencing high competition for a limited number of roles. The Education, Legal, and Accounting sectors have recorded massive increases in applications per job listing, at 50 percent, 48.4 percent, and 31.4 percent respectively. This suggests a surplus of candidates in these fields relative to available positions. Conversely, the Banking, Finance, and Insurance sector saw a 43.1 percent drop in applications, potentially indicating better opportunities or fewer candidates in this high-paying industry. Understanding these sectoral dynamics is key to a successful job search.

Key Cities or Regions

Auckland and Wellington function as the nation's primary economic engines. Auckland, the economic capital, and Wellington, the political heart, are home to dense concentrations of corporate headquarters, government agencies, and tech startups. These cities are dynamic technology hubs, hosting numerous companies specializing in fields like artificial intelligence and retail crime intelligence. Auckland is known for offering higher average salaries, which serves as a significant attractor for professionals, particularly in the technology sector. However, recent data indicates that these major urban centers are currently experiencing a downturn in job listings, highlighting that their dominance is not absolute and that opportunities fluctuate with economic cycles.

The South Island is currently leading the nation in job market growth. The regions of Southland, Otago, and Canterbury are displaying remarkable resilience and expansion. Southland's extraordinary 25.1 percent growth in job listings is a standout performance, suggesting booming local industries or significant new investments. Otago, with its pivotal role in the agricultural economy and renowned tourist destinations like Queenstown, offers diverse opportunities in farming, viticulture, and hospitality. Canterbury, with its strong agricultural base and the urban center of Christchurch, is also contributing positively to the national job recovery.

Specific regions offer unique sectoral strengths for job seekers. Queenstown and Rotorua are established hotspots for tourism employment, offering roles in everything from hospitality to adventure tourism activities like bungee jumping and jet boating. For those interested in agriculture and winemaking, the heartlands of the New Zealand economy, regions like Canterbury, Otago, and the Bay of Plenty are pivotal. These areas provide substantial opportunities in farming and viticulture, with the wine industry offering a diverse range of job roles from seasonal work to full-time positions that highly value hands-on skills.

Workforce and Skills

Skills scarcity remains the paramount challenge for New Zealand employers. A striking 91 percent of hiring managers identify skills scarcity as their number one challenge, highlighting an urgent need for proactive workforce planning. Furthermore, 85 percent of hiring managers report a tangible skills gap within their organizations. This gap is particularly acute in professions that require highly specific and constantly evolving skill sets, such as Accountancy, Human Resources, Procurement and Logistics, and Information Technology. These fields are subject to rapid technological integration and increasing regulation, which widens the gap between the skills needed and those available in the workforce.

The demand for human skills now rivals that for technical skills. Employers are actively prioritizing so-called soft skills alongside technical competencies. A significant 84 percent of hiring managers prioritize communication, teamwork, and collaboration. Critical thinking, adaptability, and problem-solving are also highly valued. This reflects a understanding that technical skills can be taught, but the human skills that drive innovation, team cohesion, and client relations are fundamental to organizational success. The ability to communicate effectively and work collaboratively is no longer a nice-to-have but a baseline requirement.

Employers are adopting new strategies to bridge these pervasive gaps. Confronted with persistent skills shortages, 86 percent of organizations are turning to skills-based hiring to mitigate these challenges. This approach focuses on a candidate's demonstrable skills and competencies rather than formal qualifications alone, widening the potential talent pool. Alongside this, companies are investing in upskilling and reskilling their existing employees before moving them into new positions. For many professionals, learning is no longer a perk but an expectation, and employers who invest in development are building loyalty as well as capability.

Salary Insights

National salary trends show stability with a slight downward pressure. The nationwide average pay currently stands at $72,820, according to recent data. This figure represents a very slight quarter-on-quarter dip of 0.4 percent, which can be attributed to the softer labour market and the concentration of negotiating power on the employer side. However, when viewed annually, the average salary remains one percent higher than the same period last year. This indicates that despite minor quarterly fluctuations, the broader trajectory of salaries in New Zealand continues to track upwards, albeit at a moderated pace.

Several high-skill industries are commanding record-breaking salaries. Despite the overall economic climate, employers in certain sectors are prepared to offer a premium to secure talent with specific, in-demand skills. Industries that have reached record-high average salaries include Property ($103,813), Banking, Finance, and Insurance ($103,591), and Healthcare ($78,245). Furthermore, sectors like Trades & Services ($73,300) and Office & Administration ($67,000) have also hit new peaks. This underscores the ongoing competition for specialized talent and the willingness of employers in growth sectors to pay top dollar for the right people.

Salary is a key motivator but not the sole determinant. The technology sector exemplifies a broader trend where while 59 percent of professionals cite salary as their top motivator for seeking a new role, flexibility (44 percent) and career progression (35 percent) are very close behind. This reflects a shift in how professionals define value at work. When it comes to retention, the priorities evolve further, with 57 percent of tech professionals stating flexibility is the top reason they stay in a role, followed by recognition (47 percent) and competitive pay (44 percent). This indicates that overall compensation and employee experience are complex equations where base salary is just one component.

Emerging Technologies

Artificial Intelligence is viewed as a productivity partner. The sentiment around AI in New Zealand is largely positive, with 70 percent of employers expecting AI to enhance roles rather than replace them. In practice, 46 percent of professionals are already seeing tangible productivity gains from its use, and 35 percent report that AI is automating repetitive or manual tasks, thereby freeing up time for more creative and strategic work. This shift represents a significant opportunity for organizations to rethink operational models and elevate the work of their human employees.

A significant skills gap exists in the adoption of emerging technologies. There is a strong appetite among professionals to build capability in new technologies; 71 percent express a desire to develop skills in AI, machine learning, and automation. However, there is a clear disconnect between this demand and organizational support. Only 16 percent of professionals say their organization provides clear pathways to build AI capability. This gap presents a critical challenge and opportunity for businesses that can effectively integrate new technologies while simultaneously investing in their people to harness this potential.

The competition for tech talent has become a global affair. New Zealand employers are no longer competing just with each other for technology professionals; they are competing with the world. Almost half (49 percent) of New Zealand's technology professionals are considering or actively exploring overseas opportunities, with 67 percent of those looking toward Australia. This outward migration aligns with national data showing a net population loss. For employers, this means that retention strategies must now be benchmarked against global standards, with a heightened focus on leadership quality, flexibility, and clear progression pathways to retain top talent.

Challenges

The rising unemployment rate poses a significant economic challenge. The headline unemployment rate of 5.2 percent, expected to climb to 5.3 percent, represents a near nine-year high. This indicates a weak economy where jobs are few and far between for many. This environment has subsequently dampened wage growth, as the negotiating power has shifted toward employers. The persistence of higher unemployment threatens to slow domestic spending and poses a challenge to overall economic recovery, with a meaningful improvement in the labour market not expected until 2026.

The dual problem of skills gaps and global talent competition persists. Even within a softer labour market, 85 percent of hiring managers report a skills gap, and 91 percent cite skills scarcity as their top challenge. This is particularly acute in IT, engineering, and healthcare. Compounding this issue is the global competition for talent, especially in the technology sector. With nearly half of tech professionals looking overseas, New Zealand faces a brain drain that threatens to stifle innovation and growth in its most promising sectors. Retaining local talent is as much a challenge as attracting it from abroad.

Leadership quality has emerged as a critical retention challenge. In the technology sector, 44 percent of professionals rated the quality of leadership in their organization as average or poor. For a sector that depends on innovation and engagement, this presents a serious problem. The research shows a direct link between leadership quality and retention; where leadership is strong, engagement and stability rise, but where it is unclear or inconsistent, turnover increases. With over half of professionals open to new opportunities, the ability of leaders to create connection, be transparent, and provide clear vision is a decisive factor in maintaining a stable workforce.

Government Policies

Immigration settings are strategically targeted at skill shortages. Immigration New Zealand's Green List is a key policy tool designed to make it easier for employers to fill genuine skills gaps by recruiting overseas workers. The list focuses on skilled, highly paid, and care workforce occupations that are in chronic shortage within the domestic labour market. This provides a streamlined pathway for qualified international professionals in these fields to obtain work visas, directly addressing the skills gaps reported by employers across the country.

Sector Agreements provide a temporary relief mechanism. For lower-paid roles in sectors experiencing critical labour shortages, the government has established Sector Agreements. These are a temporary measure to make it easier for employers to attract migrants to fill these specific positions. This policy acknowledges that shortages exist not only in high-skill professions but also in essential, foundational roles that keep the economy running. Both the Green List and the Sector Agreements serve as official indicators of which jobs are in highest demand in New Zealand.

The Reserve Bank is influencing the labour market through monetary policy. The weak jobs market and slowing wage growth have been noted by the Reserve Bank of New Zealand (RBNZ). This economic context has allowed the RBNZ to continue an easing cycle, with further official cash rate cuts expected. Lower interest rates are intended to stimulate economic activity and, by extension, job creation over the medium term. Therefore, government-linked monetary policy is actively being used as a lever to improve the broader employment landscape.

Career Advice

A tailored application is fundamental to success in the Kiwi market. The New Zealand job market has its own unique norms and expectations. When crafting a CV, employers prefer a document that is concise and to the point, preferably no more than three pages in length. It is crucial to tailor your CV for each specific job application, highlighting the skills and experiences that directly align with the role's requirements. A cover letter is also considered a standard and essential part of the application process, providing context for your CV and demonstrating your genuine interest.

Leveraging online portals and networking is essential. To navigate the job market effectively, candidates should make full use of New Zealand’s primary job search websites, such as Seek and Trade Me Jobs. These platforms feature a wide range of vacancies across all industries and regions. Furthermore, proactive networking is a powerful tool. Connecting with industry professionals, joining local meetups, and attending conferences can open doors to opportunities that may not be publicly advertised. For expatriates, groups like the New Zealand Newcomers Network provide valuable community support and professional connections.

Job seekers must be open to new opportunities and regions. The personal experience of one American expatriate highlights that finding work can be challenging if you are not in a high-demand industry like IT, healthcare, or teaching. They emphasize the importance of being open to taking jobs you were not initially expecting, as this can sometimes lead to your dream role. Furthermore, with job growth currently strongest in the South Island regions like Southland, Otago, and Canterbury, being geographically flexible can significantly enhance a job seeker's prospects. An openness to different roles and locations is a key asset.

Education and Training

Upskilling is a direct response to the pervasive skills gap. For both organizations and individuals, investing in learning and development is a strategic imperative to address the technical and human skills gaps. The Hays 2025 Skills Report notes that 57 percent of organizations are struggling to meet technical demands, making upskilling and reskilling critical activities. For professionals, learning is no longer a nice-to-have but an expectation; however, only 16 percent of technology professionals feel they have a clear and supported development pathway at work, indicating a significant gap between demand and provision for training.

There is a strong focus on building capability in emerging technologies. A significant 71 percent of technology professionals want to develop skills in AI, machine learning, and automation. This desire is matched by a call for more national investment in technical education, with 52 percent of professionals wanting to see greater support in this area. The organizations that integrate effective training for emerging technologies are not only improving their immediate skill base but are also building loyalty and positioning themselves for future success. The focus must now shift from awareness to action in building these capabilities.

Professional development extends beyond technical skills. The Careers.govt.nz website lists a range of courses and qualifications relevant to career development, including techniques like Solution-Focused Brief Therapy (SFBT), Interactive Drawing Therapy (IDT), and Motivational Interviewing (MI). This indicates a recognition that career advancement and effectiveness often depend on a blend of technical knowledge and sophisticated interpersonal skills. For professionals in roles involving management, advisory, or coaching, developing these human skills is a crucial component of ongoing education and career progression.

Future Outlook

Economists project a gradual labour market recovery in 2026. While the current unemployment rate is elevated, many analysts believe the worst is behind us. The ASB senior economist Mark Smith states, The worst is behind us, but we don't expect to see a meaningful lift in employment until 2026. This suggests that the remainder of 2025 will likely be a period of stabilization, with a more robust recovery in job creation taking hold in the following year. This aligns with the observation that while job ads have turned upward, their impact on actual employment figures will manifest with a lag.

Confidence is cautiously optimistic within key growth sectors. Despite broader economic uncertainty, optimism within the technology, transformation, and digital workforce is strong, with 45 percent of professionals feeling positive about the year ahead. Confidence is highest in sectors where digital investment and transformation are expected to accelerate, such as Education (55 percent), Financial Services (52 percent), and Energy and Utilities (51 percent). This suggests that the drive for digitalization and technological advancement will continue to be a primary engine for employment growth in the medium term.

The future workforce will prioritize flexibility and leadership. The lessons from the technology sector, often a bellwether for broader trends, indicate that the future of work in New Zealand will be defined by a demand for greater flexibility, visible and effective leadership, and tangible career progression. Professionals are increasingly making career decisions based on alignment between personal values and organizational culture. Employers who lead with intent, build capability systematically, and make flexibility a standard practice will be the ones who successfully attract and retain the talent needed to thrive in the future.

The New Zealand job market is a study in contrasts and transitions.

An overall rise in unemployment coexists with acute skills shortages in critical sectors, while the geographic center of job growth has shifted south. Navigating this landscape requires a nuanced understanding of regional disparities, sectoral strengths, and the evolving demands of the workforce. The current period of economic softness is expected to give way to a recovery in 2026, but the structure of opportunities will continue to reflect the underlying trends of digital transformation and a redefined employer-employee contract.

Success for job seekers hinges on adaptability and strategic skill development. The ability to pivot towards high-demand regions like the South Island and sectors like technology, construction, and healthcare will be crucial. For professionals, a commitment to lifelong learning, particularly in emerging technologies and human skills, is no longer optional but essential for career resilience and advancement. The demonstrated willingness of employers to pay a premium for specific, hard-to-find skills underscores the value of targeted professional development.

The ultimate differentiator may be workplace culture and leadership. As salary becomes one factor among many in career decisions, the quality of leadership, the provision of flexibility, and a clear commitment to employee growth have emerged as powerful determinants of attraction and retention. The future of New Zealand's workforce is being shaped by a collective aspiration for a better integration of work and life. Organizations that embrace this shift, invest in their people, and bridge the skills gap with intention will not only secure their own future but will also contribute to a more robust and dynamic New Zealand economy.