Starting a new job in New Zealand comes with a set of minimum rights that every employer must meet, whatever your age, nationality or visa. Knowing the basics helps you check your pay is right, plan your time off and avoid surprises on your first payslip.
This guide covers the essentials: minimum wage, holidays and leave, KiwiSaver and your employment agreement. It is a starting point, not legal advice. The official source is Employment New Zealand, and the rules do change, so check there for the latest details.
Minimum wage in New Zealand
The minimum wage is the lowest amount an employee can be paid per hour, before tax. It applies to employees aged 16 and over, and the government reviews the rates every year.
Employment New Zealand lists three types of minimum wage. The rates below are effective from 1 April 2026:
- Adult minimum wage: $23.95 per hour
- Starting-out minimum wage: $19.16 per hour
- Training minimum wage: $19.16 per hour
The starting-out rate can apply to 16 and 17 year olds in their first 6 months with an employer, to 16 to 19 year olds whose agreement requires at least 40 credits a year of industry training, and to some 18 and 19 year olds coming off a benefit. The training rate applies to employees aged 20 or over whose agreement requires at least 60 credits a year of recognised industry training, which usually means apprentices. Neither rate applies if you supervise or train other workers. Most adult workers must be paid at least the adult rate. Always check the current minimum wage rates, as they change each year.
If you think you are being paid less than the minimum wage, Employment New Zealand asks you to call 0800 20 90 20.
Your employment agreement
Every employee in New Zealand must have a written employment agreement. Before you sign, read it carefully and check:
- your job title and main duties
- your pay rate and how often you are paid
- your hours of work and where you will work
- whether the job is permanent, fixed-term or casual
- whether there is a trial period
- how much notice you or your employer must give to end the employment.
Employment New Zealand has more on employment agreements, including your right to seek advice before signing.
Trial periods
An employer and employee can agree to a trial period of up to 90 calendar days, but only at the start of employment and only if you have not worked for that employer before. It must be agreed in writing. See trial periods for the full rules.
Holiday pay and annual leave
Employment New Zealand states that all employees become entitled to at least 4 weeks of paid annual holidays after 12 months of continuous employment with the same employer.
There is one common exception. If you are on a fixed-term agreement of less than 12 months, or your work is so irregular that it is not practical to give annual holidays, your holiday pay may be paid “pay as you go”: at least 8% of your gross earnings, added to your regular pay instead of being taken as paid time off later. If this applies to you, it should be clear in your agreement and on your payslip.
Read annual holidays on Employment New Zealand for how holiday pay is calculated.
The leave rules are changing in 2028
The Employment Leave Act 2026 became law in August 2026 and replaces the Holidays Act on 6 August 2028. It changes how annual leave, sick leave and public holidays are earned and paid, including leave being counted in hours. Until 6 August 2028 the current Holidays Act rules described here still apply, and employers cannot switch to the new rules early. Employment New Zealand has the details on the Employment Leave Act 2026.
Public holidays
New Zealand has a set of national public holidays plus a regional anniversary day. If a public holiday falls on a day you would normally work, you are entitled to a paid day off. If you work on a public holiday, you must be paid at least time and a half for the hours you work. If it is a day you would normally work, you also get an alternative holiday (a paid day off in lieu) to take later. Employment New Zealand lists the public holiday rules and dates.
Sick leave
Eligible employees are entitled to 10 days of paid sick leave each year, to care for themselves, their partner or their dependants. You generally become eligible after 6 months of continuous employment, or after 6 months of working regular hours for the same employer. Unused sick leave can be carried over, up to a maximum of 20 days. See sick leave for details.
KiwiSaver
KiwiSaver is New Zealand’s voluntary retirement savings scheme. Inland Revenue explains how it works for new employees:
- If you are eligible and not already a member, your employer may automatically enrol you when you start a new job.
- Your contributions come straight out of your before-tax pay. You can choose 3.5%, 4%, 6%, 8% or 10%. If you do not choose, the default is 3.5%, which rose from 3% on 1 April 2026.
- If you want to stay at 3%, you can apply to Inland Revenue for a temporary rate reduction of between 3 and 12 months.
- If you contribute from your pay, your employer must also contribute at least 3.5% of your gross pay. The default rate for both you and your employer rises to 4% on 1 April 2028.
- Since 1 April 2026, members aged 16 and 17 also get the employer contribution. They are not automatically enrolled, as automatic enrolment starts at 18, but they can choose to join.
- The government adds 25 cents for every dollar you contribute each year from 1 July to 30 June, up to $260.72, if your taxable income is $180,000 or less.
- If you were automatically enrolled and do not want to stay in, you can opt out between 2 and 8 weeks after starting work.
- You can change your contribution rate once every 3 months, unless your employer agrees to a shorter timeframe.
To join, you must be a New Zealand citizen or entitled to live here indefinitely. Inland Revenue states that you cannot join if you are on a temporary, visitor, work or student visa. Read more on KiwiSaver for individuals.
Tax and your IRD number
You will need an IRD number to be paid correctly. When you start, your employer will ask you to fill in a tax code declaration. If you do not give your employer your IRD number and tax code, you may be taxed at a higher rate. Inland Revenue explains how to get an IRD number and which tax code to use.
Checklist: your first payslip
- Your hourly rate is at least the minimum wage that applies to you.
- Your hours match what you actually worked, including any overtime.
- PAYE tax is deducted using the correct tax code.
- KiwiSaver deductions are at the rate you chose, if you are a member.
- Holiday pay is shown clearly if it is paid as you go.
- Any other deductions were agreed with you in writing.
If something does not look right, ask your employer or recruiter first. Most mistakes are simple to fix.
Frequently asked questions
What is the minimum wage in New Zealand?
From 1 April 2026 the adult minimum wage is $23.95 per hour before tax, according to Employment New Zealand. Rates are reviewed every year, so check their website for the latest figure.
Do migrant workers get the same rights?
Yes. Employment New Zealand states that temporary migrant workers have the same minimum employment rights as New Zealand workers, including the minimum wage. If you are moving here to work, read our AEWV work visa guide.
Do I get holiday pay as a temp or contract worker?
Yes, employees on fixed-term or temporary assignments still get holiday entitlements. For fixed terms under 12 months, or very irregular work, holiday pay is often paid as you go: at least 8% of your gross earnings, added to each pay.
Does my employer have to pay into my KiwiSaver?
Yes, if you are an eligible member contributing from your pay. Your employer must contribute at least 3.5% of your gross pay, rising to 4% from 1 April 2028. Inland Revenue lists the latest KiwiSaver changes and any exceptions.
Looking for your next job?
When you work through Canstaff on a labour hire assignment, Canstaff looks after your PAYE, ACC and holiday pay. Browse our current jobs, read our guide to your first week in a new job, or visit the job seekers page. Questions? Contact our team.