To attract and retain staff in a tight labor market, more employers are turning to gym memberships, meal discounts and special leave.
With record low unemployment and a tight labor market, employers must find new ways to attract workers.
Jonathan Dixon, chief executive of employee assistance program Raise, said many employers were talking about the non-financial benefits their businesses offered.
“In this labor market, people are shifting jobs for an extra $2 or $3 an hour. No doubt about it,” said Dixon.
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Popular perks on offer are employee assistance programs, access to counseling, health insurance and flexible working conditions, he said.
But each workplace has different needs, and it’s important for employers to understand this, he said.
“Employers need to know what’s important to their employees. Listen to the ground and give them something that makes a difference because it can really improve the culture in the workplace,” Dixon said. rice field.
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More employers are using gym memberships, retail discounts, and special leave to attract and retain staff in a tight labor market.
Trade Union Council economist Craig Rennie said hard work is great, but he recognizes that perks shouldn’t be a substitute for wages.
“Perks shouldn’t be part of the core reward. Don’t be offered free fruit at lunch and then told you have to work two hours of unpaid overtime,” Lenny said. Told.
While cash has given employees many options for how to spend their money, perks can severely limit their options, he said.
“If your boss says you work hard and gives you a voucher to a day spa, that’s great. I got
Perks with lasting impact, such as health insurance and counseling, should be valued more highly than one-time perks, such as Friday drinks and free meals, he said.
“Good employers should provide benefits that are sensitive to the needs of their employees, and not just non-monetary rewards for the financial benefits of hard work.”
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Perks with lasting impact, such as health insurance and counseling, should be valued more highly than one-time perks such as Friday drinks and free meals, says Craig Rennie.
Benefits currently offered by some of New Zealand’s biggest companies:
Note: All New Zealand employers require four weeks of annual leave each year. All companies provide this amount of leave unless otherwise specified.
zero:
Perks:
- Free Xero Subscription
- Health, life and income protection insurance.
- Discounts on Samsung products.
- Employee share plan.
- Free on-site gym.
Leave:
- An additional week of leave that can be used at any time for any reason.
- A three-day special holiday from Christmas to the end of the year.
- A day of volunteer leave.
- Welfare leave is up to 10 days.
- 26 weeks of parental leave for primary caregiver and 6 weeks for partner.
Warehouse group:
Perks:
- Discounts across brands owned by TWG. Special discount days leading up to Christmas.
- Grocery discount rate up. Discounts on health insurance, gym memberships, dental care, mobile his broadband.
- A learning fund to enable employees to acquire career-related qualifications.
Leave:
- Employees take time off on their birthdays.
- “Life leave” is up to 10 days a year.
- You can choose a “career break” of up to 12 months before returning to work.
countdown:
Perks:
- 5% off groceries and 10% off fresh produce and Countdown branded products. Discounts on shopping shipping.
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Complimentary fruit and snacks in the team room. Discounts on gym memberships, car rentals and health insurance.
Leave:
- Gender confirmation leave is 2 weeks.
- Up to 10 days of domestic violence leave.
Contact energy:
Perks:
- electricity discount.
- Health insurance.
- A one-time payment of $400.
- Employee share offer.
Leave:
- Option to purchase an additional 2 weeks vacation.
Fonterra:
Perks:
- Discounts on Fonterra products.
- Employees returning from parental leave make temporary contributions to KiwiSaver to cover potentially outstanding payments.
Leave:
- Opportunity to purchase 2 additional weeks of vacation.
- Parental Leave – 26 weeks at full pay for primary caregiver and 2 weeks for secondary caregiver.
Fletcherville:
Perks:
- Discounts at Fletcher Bill owned businesses and partner businesses.
- 1 free Fletcher Building share for every 2 shares purchased.
- Funds for career-related employee learning.
Leave:
- Two weeks until gender reassignment surgery.
- Parental Leave – 26 weeks for primary caregiver, 4 weeks for secondary caregiver. If she is a first-time parent, she will also get five days off.
Vodafone:
Perks:
- Discounts at multiple retailers (details unknown).
- Free or discounted health, life and property insurance.
Leave:
- Option to purchase 2 additional weeks of vacation.
- 10 days health leave.
- 10 days domestic violence leave.
- 22 weeks parental leave.
McDonald’s:
Perks:
- 50% discount on meals while on duty. 10% off during other hours.
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A company car is available for restaurant managers.
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Company staff receive health care, retirement and benefits packages. It is up to the franchisee to manage the health of the restaurant staff.
