New Zealand workers want faster access to the wages they have earned and greater transparency about pay and deductions, according to new research from Deel.
The global HR and payroll platform says that faced with high costs of living, workers want greater flexibility on pay day, and younger workers in particular are seeking more control and clarity over their pay experience.
The company says that among the private sector workers surveyed, just 10% report they are living comfortably. The vast majority (77%) say they are ‘just getting by’ or ‘doing okay’, and a smaller group (13%) are ‘finding it difficult to get by’.
More than half (54%) of people paid fortnightly would prefer to receive their pay more frequently…
“In this environment, more than half (54%) of people paid fortnightly would prefer to receive their pay more frequently, a figure which rises to 69% for those paid monthly. Meanwhile, workers are using alternatives to get by. In the last 12 months, more than 80% of respondents have drawn on savings, a loan or other pay service between pay days.” Such as:
- Savings 44%.
- Credit cards 42%.
- Buy Now Pay Later services 35%.
- Borrowing from friends and family 22%.
- Payday loans 7%.
- Earned wage access 7%.
Room to improve pay accuracy
Deel says in a statement that overall, one in four employees queried the accuracy of their pay or leave entitlements in the last year, with half of the issues relating to underpayment. Workers aged 25- 34 years are more likely to have raised questions about their pay (32%).
“Asked about future pay days, almost one in five respondents said they had little or no confidence that their payments would be both accurate and on time, putting extra financial stress on people living from pay cheque to pay cheque.”
The company says New Zealand workers expressed a willingness to explore alternative forms of remuneration.
“More than 40% of employees said they would consider receiving some part of their salary in non-cash form, with shares the most popular choice, especially among 25–34-year-olds. Interest in crypto and foreign currencies was lower but notable among those aged 35–45.”
Alternative forms of payment considered:
- None, full salary in local currency preferred 59%
- Shares or share options 20%
- Employer-backed rewards or loyalty points 14%
- Cryptocurrency (Bitcoin, Ethereum, etc) 13%
- Precious metals (eg gold, silver, etc) 12%
- Foreign currency 12%
Shannon Karaka, New Zealand Country Lead at Deel, says employees now expect the same level of customisation, control and speed in their pay as they do from their favourite apps.
“Just as the nature of work is evolving in today’s digital economy, so should the experience of being paid, and employers who innovate to offer an enhanced pay experience will be better positioned to attract and retain great people.”
Employees receptive to more financial education
The company also points to the study identifying opportunities for improved communication about pay and deductions, especially among younger workers.
“Over two-thirds of workers want their employers to provide financial education, with demand highest among 25–35-year-olds (78%). Employers could also improve the visibility of existing benefits as more than one in three (37%) workers felt they were paying for benefits they didn’t expect to use.”
It says a majority of respondents check their payslip each cycle, especially those on weekly payments.
“Overall, 61 percent of employees want more help to understand how their pay and deductions are calculated, a request expressed most strongly by workers aged 25 – 35 years (69%). While 98% of workers over 66 felt confident explaining their pay deductions, this falls to 71% among 18–24-year-olds.”
Mixed feelings on pay transparency
Deel says pay transparency remains a complex issue in many workplaces.
“The survey found New Zealand workers evenly divided on how comfortable they feel discussing salaries with colleagues: 39% are comfortable, while 35% find it too private. However, two-thirds (65%) believe pay transparency is ultimately good for employees.”
Reasons given for and against pay transparency include:
Jessica Pillow, Global Head of Compensation at Deel says younger workers are driving this change.
“Seventy-eight percent of under-35s support pay transparency. They now have much greater access to salary data and expect clarity not just on pay figures, but on the principles and processes behind them.”
Pillow says that employers need to establish solid compensation foundations to prepare for increasing pay transparency.
Survey methodology: Matter Intelligence surveyed over 750 full and part-time private sector employees nationwide on behalf of Deel in April 2025.
