Salaries in NZ explained, from average pay to minimum wage

People often use the two words interchangeably, but they work differently. Salaried work usually means a fixed yearly amount, and your employment agreement sets out the hours you're expected to work. Your pay is the same each pay period.

Wage-paid work is based on the hours you actually work in a pay period. Hospitality, retail, trades and farm work often pay by the hour, and an employment agreement may include extra rates for things like overtime, nights or public holidays. If that applies to you, it should be written in your agreement.

The most useful number is the median, which is the middle point if you line everyone's pay up from lowest to highest. Stats NZ reports median hourly earnings from wages and salaries of about $36 an hour. The median is generally a better guide to typical pay than the mean, because a small number of very high or very low earners doesn't pull it around.

A national figure only tells you so much. Some sectors pay more than others, and your pay depends on your skills, experience and region. For a closer look, see our guides to the highest paying jobs in NZ and the highest paying trade jobs.

The minimum wage is the lowest hourly rate an employer can legally pay. The Government sets it, reviews it every year and enforces it. Employment New Zealand lists three rates, an adult rate of $23.95 an hour, and starting-out and training rates of $19.16 as of 2026. The starting-out and training rates only apply in specific situations, such as some 16 and 17 year olds in their first six months with an employer or apprentices doing industry training.

If you're on a salary, you can check you're getting at least the minimum by dividing your pay for a pay period by the hours you worked. Our article on the minimum salary in New Zealand goes into more detail.

The living wage is different from the minimum wage because it isn't a legal requirement. It's an independently calculated hourly rate that aims to cover the basics of life and let workers take part in their community, including food, housing, transport and childcare. The Family Centre Social Policy Research Unit calculates the rate each year and that it's $29.90 an hour as of 2026. Employers who choose to become accredited agree to pay it to their staff and regular contractors.

Because it's voluntary, you'll only get it if your employer has signed up. Our comparison of the living wage and minimum wage explains how the two differ.

The gender pay gap is the difference between women's and men's earnings, shown as a percentage. Stats NZ's official figure compares the median hourly earnings from wages and salaries of women and men, and the Ministry for Women puts it at 5.3%, relatively unchanged from the year before. The same page says the gap is significantly higher for wāhine Māori, Pacific, ethnic and disabled women.

A national gap isn't the same as an employer paying two people differently for the same job, which isn't allowed on grounds like gender, ethnicity, age or disability. If you suspect that's happening to you, talking to colleagues is one way to find out, and the law protects you if you do.

Comparing yourself with the national average won't tell you much, because finance and teaching, or construction and hospitality, pay very differently. You need to compare yourself with people in similar roles, and there are three good ways to do it.

• Use our salary guide: Covering 500+ roles with more to come and with the ability to toggle between hourly and annual pay.
• Talk to people you trust: Employers can't take adverse action against you for discussing pay, but not everyone wants to share, so ask only people who are open to it. Our article on talking about salary with your colleagues has tips.
• Speak to a recruiter or careers advisor who knows your sector: They'll have a feel for pay in your field, and can get into specifics a national figure can't.

If your research shows you should be earning more, it's worth having the conversation. An employer doesn't have to give a raise unless it's in your agreement, but they must consider and respond to your request in good faith. A little planning improves your odds.

Pick your moment. Avoid times when the business is under financial pressure or your manager is swamped, and book a meeting just for the topic. Come with reasons, such as beating your targets or finishing training that lifted your skills. Don't threaten to quit unless you mean it, and don't apologise for asking. Our guide on how to ask for a pay rise has a step-by-step plan, and you can read real examples in our pay rise stories.

If an offer isn't what you hoped for, you can ask for more. Check how it compares with similar roles, then thank the employer and say you'd like to talk about the pay. You could say, "Thank you for the offer, is there room to move the salary to somewhere between $X and $Y?" Explain why, using your skills and experience, and aim above what you'd be happy with so you have room to settle.

If the interviewer asks what you're expecting to be paid, the same ideas apply. It's fine to ask for more detail about the role first. Our guides on negotiating a job offer, when and how to talk about pay in an interview and answering the salary expectation question cover each situation.

Not as such. The minimum wage is an hourly rate. If you're salaried, divide your pay for a pay period by the hours you worked to check it comes to at least the minimum wage for each hour.

No. It's a voluntary rate, independently calculated each year. Only employers accredited with Living Wage Aotearoa NZ commit to paying it, so most workers are paid on the basis of their agreement and the legal minimum.

Yes, unless your employment agreement says otherwise. Employers don't have to review pay or give a raise, but they must consider your request and respond in good faith.

Use our salary guide to compare pay by category, then check live job ads for similar roles. Talking to a recruiter or trusted colleagues can help you fill in the gaps.