Top 100 Recruitment Statistics & Trends in New Zealand in 2025

In June 2025, the total number of actual filled jobs in New Zealand was 2.34 million, marking a decline of 27,850 jobs or about 1.2% compared to June 2024, which illustrates the impact of slower job growth and heightened competition in the market.

The seasonally adjusted employment rate for the country fell to 66.8 percent in the June 2025 quarter, down from 67.1 percent in the preceding quarter, revealing a modest contraction in workforce engagement.

For men, the employment rate was measured at 71.5 percent for the June 2025 quarter, while for women, the figure closed the period at 62.4 percent, showing persisting gender gaps in labor participation.

The unemployment rate during the June 2025 quarter stood at 5.2 percent, an uptick from the 5.1 percent seen in March, and substantially above the 4.7 percent figure registered a year prior.

The number of persons classified as unemployed rose to approximately 158,000 in June 2025, up slightly from the previous quarter.

Underutilisation rates—which include those unemployed, underemployed, or discouraged—reached 12.8 percent in the same period, up from 12.4 percent in March and pointing to increased labor market slack.

The job vacancy index dropped to 144.3 in the second quarter of 2025 from 150.6 in the first, a sign of declining demand for workers by employers across many sectors.

Labor force participation rates reached 70.5 percent in June, a level that demonstrates continued high engagement of working-age adults in economic activity.

Median hourly earnings from wages and salaries across New Zealand climbed to $35.00 in the June 2025 quarter, representing an increase of $1.44 or 4.3 percent compared to the same period in 2024.

For those employed full-time, the median hourly wage was $36.53, up by $1.51 or 4.3 percent annually.

Wage inflation recorded an annual growth of 2.4 percent in June 2025, showing moderating wage pressures compared to the previous year’s 4.3 percent rise.

Wage rates in the manufacturing sector averaged $40.02 per hour as of June 2025.

The average wage for warehouse workers in Australia is $31.88 AUD, which equates to roughly $34.43 NZD per hour—a figure that has spurred more New Zealand workers to look at overseas opportunities due to better compensation.

Forklift operators in New Zealand earn an average hourly wage of $25.79 NZD, 40 percent less than their equivalents in Australia, who earn $36.24 NZD per hour.

Entry-level warehouse jobs in Australia average $61,800 AUD per annum, translating to about $66,745 NZD annually, noticeably higher than similar roles in New Zealand.

Experienced warehouse workers earn $64,539 AUD (around $69,702 NZD), cementing the wage differential between the two labor markets.

Full-time employment in New Zealand increased slightly by 2,000 individuals, reaching a tally of 2,295,000 engaged in full-time jobs as of Q2 2025.

Part-time employment dropped by 8,000 during Q2 2025, bringing the total to 584,000 people employed in such roles.

The construction industry shed 12,169 jobs year-on-year, a 6% sectoral drop as of June 2025.

Manufacturing sector employment declined by 6,300 positions year-on-year, leaving 245,800 workers in this industry.

Primary industries, including agriculture, forestry, and fishing, lost 5,200 jobs compared to last year, with a total of 161,700 currently employed.

Administrative and support service jobs were reduced by 4,860, marking a notable 4.7% decrease in employment for the sector.

Professional, scientific, and technical services saw a reduction of 5,150 jobs, or a 2.7% contraction, in 2025 up to June.

Hospitality and tourism, traditionally more resilient, also recorded declines in job ads by 17.6% year-on-year.

The labor force participation rate among Asian, Continental European, Middle Eastern, Latin American, and African ethnic communities was 73.8% in June 2025, up 1.9 percentage points from the previous year.

The male employment rate among these ethnic communities reached 79.3%, while the female employment rate stood at 68.3%.

The total employment count for these communities was 723,400, which marked a rise of 34,800 over the previous year.

In Auckland, the unemployment rate for Asian people for the year ending March 2025 was 5.0%, compared to Southland at 10.3%, reflecting regional disparities in job market strength.

The employment rate for disabled people aged 15 to 64 years was just 38.2% in the June 2025 quarter, compared to 78.5% for non-disabled peers, showing a persistent employment gap of 40.3 percentage points.

The labor force participation rate for disabled persons was 44.4%, significantly lower than the 82.8% recorded for non-disabled people, indicating ongoing inclusion challenges.

The unemployment rate for disabled individuals sits at 14.1%, markedly higher than the non-disabled rate at 5.2%, highlighting barriers to employment for people with disabilities.

The rate of unemployment for youth aged 15–24 years was consistently high at 12.9% in June 2025.

Not in Employment, Education, or Training (NEET) rates for young people varied, with significant pockets of NEET populations, particularly among Māori and Pacific communities.

Online job advertisements fell by 21.7% year-on-year in March 2025, marking the tenth consecutive quarterly decline and tighter labor market conditions.

Construction and infrastructure postings fell 31.1%, manufacturing and operations fell 25.3%, logistics dropped 24.3%, while hospitality and tourism shed 17.6% of their listings.

Around 28% of employers in 2025 declared intentions to increase workforce size, whereas 18% have delayed recruitment, reflecting business caution.

Technology, professional and corporate services, healthcare, and skilled trades faced ongoing talent shortages in 2025.

Remote work broadened candidate pools and supported job flexibility, changing compensation structures and hiring practices in both urban and regional industries.

Labor force participation increased to 71%, fueled by greater participation among women, older workers, and skilled immigrants entering the workforce.

High-demand skills included technology, digital marketing, data analytics, healthcare, renewable energy, and engineering across the New Zealand labor market in 2025.

The aging population has created shortages in healthcare and trades, increasing demand for younger workers and automation solutions.

Immigration continued to fill critical talent gaps, especially in technology, healthcare, and engineering segments.

Gender diversity improvements saw more women entering leadership roles, driving inclusivity and productivity.

Millennials and Gen Z workers highlighted preferences for flexible work arrangements, professional development, and meaningful occupational pursuits.

Job vacancies projected to rise by 4%–5% in 2025, especially in high-demand fields like technology, healthcare, and construction.

Contract, freelance, and gig work continued to expand, driven by flexible, project-based market needs.

Employment numbers increased by 0.1 percent in the March 2025 quarter, mainly due to a rise in part-time employment.

New Zealand’s population was about 5.36 million at the end of 2024, supporting a large and diverse labor pool and impacting labor supply trends.

Over 72,000 New Zealanders moved overseas in 2024, signifying international migration’s effect on the local workforce.

Wage gaps between New Zealand and Australia remain a motivating factor, pulling labor offshore, especially those in lower-wage sectors.

43% of New Zealand employees in surveys ranked work-life balance as the most important factor when choosing jobs.

34% of respondents prioritized manageable workloads and 33% valued job security, reflecting changing workforce needs and expectations.

The issue of chronic unemployment, where individuals repeatedly cycle through periods of joblessness interspersed with brief employment or inactivity, is becoming a significant feature of New Zealand’s labor market and presents an ongoing challenge for economic and social policy frameworks aiming to improve workforce stability.

Youth employment remains a crucial focus area, as many young New Zealanders face difficulties in securing stable employment, necessitating enhanced educational and vocational training programs to better align skills development with the evolving demands of the economy.

Employers in New Zealand continue to prioritize strong communication skills in job candidates, with over half emphasizing the need for advanced digital literacy and interpersonal communication to succeed in increasingly complex, technology-driven workplaces.

However, recent graduate surveys reveal that around 35 percent of university graduates do not meet employers’ expectations for complex communication competencies, signaling a persistent gap that could hinder their seamless transition into the labor market.

The ongoing digital transformation of the labor market is shifting the employment landscape, with a notable decline in traditional manufacturing roles offset by increased opportunities in sectors demanding digital proficiency and technical expertise.

Educational attainment plays a pivotal role in employment outcomes, where New Zealanders with tertiary qualifications exhibit significantly lower unemployment rates and enjoy higher median wages compared to those without such credentials, affirming the value of advanced education.

Female participation in the workforce has risen steadily due to legislative support and changing societal norms, yet gender disparities persist in certain high-income sectors, indicating the need for continued efforts toward workplace equity.

The growth of the gig economy and flexible work models is reshaping New Zealand’s labor market, attracting a diverse workforce that favors non-traditional employment arrangements, particularly prevalent among younger and digitally native populations.

The prevalence of remote work has expanded substantially post-pandemic, with cities such as Auckland and Wellington hosting the highest percentages of employees engaged in full-time telecommuting, reflecting a lasting shift in workplace geography and culture.

In recent employer surveys, nearly one-fifth of New Zealand businesses indicated postponing hiring decisions due to economic and geopolitical uncertainties, demonstrating a cautious approach to workforce expansion amid global challenges.

Demographic shifts, particularly the aging population, are straining labor supply as increasing retirements reduce available experienced workers, especially in healthcare and skilled trades, intensifying recruitment challenges.

Immigration remains a cornerstone of New Zealand’s strategy to meet critical labor shortages, particularly in sectors like healthcare, technology, and engineering, helping to sustain productivity and economic growth.

Projections indicate the Māori workforce will exceed 20 percent of New Zealand’s total labor force within two decades, underscoring the importance of inclusive employment practices to fully leverage this demographic’s potential.

Employment rates among Pacific peoples lag behind the national average, prompting targeted interventions to facilitate greater access to education, training, and job opportunities within these communities.

Persons with disabilities face significant employment barriers, as evidenced by substantially lower participation and employment rates compared to non-disabled individuals, highlighting the ongoing need for workplace accessibility and support policies.

Wage data reports show median hourly earnings for full-time employees jumped by 4.3 percent year-over-year, reflecting rising compensation levels even amid broader employment softness.

The most pronounced employment losses in 2025 have occurred in construction and manufacturing sectors, largely driven by project delays, supply chain issues, and shifting economic conditions.

Contrasting with these declines, the professional and technical services sectors have demonstrated relative resilience, with modest job growth despite the uncertain economic climate.

Regional labor market disparities persist, with higher unemployment rates recorded in rural provinces like Southland compared to urban centers such as Auckland, indicating uneven economic opportunities across the country.

Government efforts to address skill shortages include scaling up vocational education, reskilling programs, and active labor market policies aimed at improving workforce participation and adaptability.

Recent employment regulation reforms focus on enhancing worker protections, promoting fair wages, and supporting flexible working arrangements to address modern workforce needs.

Rising inflation and living costs have led to increased wage demands and sporadic industrial actions in several sectors as workers seek to maintain purchasing power.

Persistent gender wage gaps remain a significant challenge, with women earning approximately 12 percent less than men in comparable roles, highlighting ongoing inequalities.

Younger workers aged 18-24 are disproportionately employed in temporary and precarious jobs compared to older age cohorts, raising concerns about job security and career progression for this demographic.

The share of contract, freelance, and gig employment is growing, particularly in the creative and information technology sectors, reflecting evolving work preferences and economic structures.

Job vacancy rates demonstrate wide variation by region and industry, with technology hubs reporting vacancy levels exceeding 10 percent while less populated regions report rates closer to 3-5 percent.

Surveys indicate that approximately 43 percent of employees now place work-life balance at the top of their priorities when evaluating potential job opportunities or staying with an employer.

Reports of mental health challenges and workplace burnout have risen among healthcare workers, negatively affecting labor supply and productivity in this critical sector.

Labor force participation among older workers (aged 55+) is increasing, driven by policies encouraging later retirement and economic necessities requiring extended workforce engagement.

Over 60 percent of employers are experiencing difficulty locating workers with the necessary skills, particularly in science, technology, engineering, and mathematics (STEM) fields, underscoring significant talent shortages.

The rate of youth classified as NEET (Not in Employment, Education, or Training) remains stubbornly high, especially within Māori and Pacific communities, necessitating tailored strategies to enhance their labor market engagement.

Wage growth, as measured by the labor cost index, is outpacing productivity gains, raising concerns about potential negative impacts on New Zealand’s international competitiveness.

Public sector employment tends to be more stable than private sector jobs, but key professional roles are facing recruitment and retention challenges.

Demand for digital skills continues to grow rapidly, prompting heavy investments in information technology education and workforce training initiatives.

The number of underemployed workers, who are seeking but unable to secure additional working hours, increased by 5 percent in 2025, signaling significant underutilization of available labor.

Job separation rates, measuring turnover in the labor market, remain stable overall, although higher rates of job changes are observed among lower-skilled workers.

The Greater Auckland area accounts for over 40 percent of all job vacancies nationwide, making it the primary center for employment opportunities.

Workplace injuries and occupational health issues have seen an uptick, especially in manual labor sectors, placing additional pressure on labor availability and productivity.

Healthcare and social assistance industries are projected to experience above-average job growth through the remainder of 2025, fueled by demographic trends and increased demand for services.

Labor productivity growth in New Zealand has been relatively modest, averaging 1.5 percent annually over the past two years, reflecting broader economic conditions.

Government education policies have increasingly emphasized vocational training to address chronic skills shortages within trades and technical fields.

Long-term unemployment affects approximately 1.5 percent of the New Zealand labor force, with older workers being disproportionately represented among the long-term unemployed.

Female representation within labor unions is slightly higher than males, aiding advocacy efforts related to workplace equity and conditions.

Employment contract trends indicate a gradual return to permanent employment roles following a surge in temporary and casual contracts during the COVID-19 pandemic years.

Investments in telecommuting infrastructure have risen by 25 percent in 2025, facilitating sustained growth in remote work capabilities across the country.

Employer spending on employee training programs has declined slightly compared to 2024, largely due to budgetary constraints amid uncertain economic conditions.

Labor market activity remains highly dynamic, with significant fluctuations observed in the levels of temporary and seasonal employment throughout the year.

Skilled migrant inflows into New Zealand increased by 8 percent in 2025, with the largest numbers entering sectors such as technology, healthcare, and engineering to fill critical skill shortages.