The work perks Kiwi employees prioritise most and the ones they aren’t getting

Organisations that offer family-friendly and lifestyle perks have a unique competitive edge in attracting and retaining talent. Photo / 123rf

Non-traditional work perks are becoming increasingly valued by staff, but many employers still have limited offerings, according to new research.

The 2026 Robert Half Salary Guide found that childcare allowances were not offered by 91% of employers surveyed, despite their popularity among workers.

On-site childcare (87%), remote working beyond work from home (69%), life insurance other than superannuation (56%) and tuition assistance (55%) were also the least-offered work perks.

Robert Half managing director Megan Alexander said as workforce expectations shift, family-friendly and lifestyle offerings provide a unique competitive edge in attracting and retaining talent.

“Although childcare support is still not commonly offered, organisations that provide family-oriented benefits are in a good position to differentiate themselves, enhance their employer reputation and foster a more inclusive environment for working parents,” she said.

When it comes to the perks and benefits employees use most, there’s a strong preference for ones that support flexibility and lifestyle, the research found.

The most popular benefits used by staff include working from home/hybrid options (41%), flexible work arrangements (32%), sabbaticals/leave of absence (26%), flexible benefits programme (23%) and extended parental leave (22%).

“Employees are placing greater value on benefits that give them more flexibility and better support their wellbeing,” Alexander said.

“The perks used most are those that provide practical, lasting support for work-life balance, reflecting a clear shift towards benefits many employees now see as essential rather than optional extras.”

However, while hybrid working and flexible arrangements may be the most-utilised benefits among Kiwi workers, around a quarter (30% and 24% respectively) of employees aren’t accessing these options.

“The fact that benefits like hybrid working and flexible arrangements appear on both the most-used and least-used lists shows there is a clear divide in how these benefits are experienced across workplaces,” Alexander said.

“In some organisations, they are a normal part of working life, while in others, they are limited by role type, eligibility or workplace culture.

“As employers rethink their total rewards strategies, it is not just about offering benefits, but making sure employees can genuinely access and use them.”