Employer of Record New Zealand

New Zealand Business Culture

Employer of Record New Zealand

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Business Culture in New Zealand

Anybody considering visiting or relocating to New Zealand should familiarise themselves with the cultural norms. 

New Zealand is more than 1,000 miles (1,600 km) southeast of Australia, its nearest neighbour. The country has two main islands, the North and South Islands, and several smaller islands, some hundreds of miles from the mainland. The quality of life, health, education, protection of civil liberties, and economic freedom are all areas in which New Zealand performs exceptionally well internationally.

New Zealand has a sophisticated free-market economy. It is the 51st-largest national economy by nominal GDP and the 63rd by purchasing power parity (PPP). New Zealand’s 5 million people generate a substantial GDP, and its revenue sources are widespread.

Its biggest industry is agriculture. Manufacturing, service, construction, and tourism are rising.

Here is a flavour of the rules and standards of conduct that newcomers to New Zealand should be aware of:

Expect some small talk before getting down to business. You may want to mention the All Blacks, New Zealand's national rugby team, for good measure as sports are a hugely popular topic of conversation there.

Keep things polite and reserved at first. You can expect Kiwis to be friendly and open to developing good relationships, but most appreciate developing these over time.

Kiwi businesspeople value honesty, hard effort, and transparency over self-promotion. They care more about actions than words.

Do not negatively compare New Zealand with Australia. These neighbours are on good terms, but have a friendly rivalry with each other that can be a sore spot for some.

New Zealand Business Culture

When it comes to New Zealand business culture, there are a few things to keep in mind to make a good impression:

Working Time Title
getting started

New Zealand - Working Hours and Overtime

Working Hours

Unless both the employer and employee agree differently, the maximum number of hours an employee can work in a week is 40 (not including overtime).

If the total number of hours worked is less than 40 (not counting overtime), the employer and employee are obligated to try and work out a schedule in which the employee works no more than five days a week.


Overtime is defined as any work performed in excess of the standard working hours agreed to in the terms of an employment contract or collective bargaining agreement. Overtime must be approved by both the employee and the employer before it can begin. Employees have the right to refuse work outside of their guaranteed hours if their employment contract does not include a legitimate availability clause that offers adequate remuneration.

​ Overtime payments are not required by law but are typically compensated at a rate of 150% of the base salary.

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We are New Zealand Employer of Record experts

We have extensive experience helping businesses expand their workforce in New Zealand. Take a look at our areas of expertise to find out more:

Find out how payroll works in New Zealand and what you can expect when it comes to salaries, bonuses and rates of pay

Enhance your understanding of what your employee is entitled to when it comes to Statutory Leave in New Zealand

Unsure what’s required when employing staff in New Zealand? Find out about New Zealand Work Permits and Visas


We deliver a fully-managed EOR Service in New Zealand, including Payroll, HR and legal support. 


Learn more about how you can attract and retain staff in New Zealand with both statutory and enhanced employee benefits

Without Agility EOR, our ability to move quickly and scale would be extremely limited. Superb work from A to Z.

Carol Oliveira
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Frequently Asked Questions

Payrolling the employees is a key part of the service offered by an employer of record company. The EOR will calculate and remit all taxes, social securities and similar payments, on behalf of both employer and employee. The client will be invoiced in advance by the EOR company, for the total cost of the payroll.

Yes. Our clients are free to dictate the structure of the employees’ remuneration including any bonuses or commissions they wish to offer. In some countries, there is a statutory requirement to provide “bonuses”, for example in the form of Christmas or holiday allowances.

Yes. Agility EOR will calculate what pay is due upon termination of an employee, factoring in such things as any untaken leave entitlements.

We find that most of our clients are in the Tech, IT, Finance and Professional Services industries. However, we have acquired the skills, knowledge and experience to help all industries across the globe.

As a private company, we’re not beholden to shareholders or asset-shredding Private Equity targets. We aim to build long-term relationships with our clients. At Agility EOR, our approach is that we never forget that our business is all about people. Our Employer of Record solutions are tailored to each requirement, not a one-size-fits-all tech platform. We do the right thing by our clients and by the laws of each country we operate in. And we believe in openness; if we don’t feel we can offer you the best solution for a specific territory, we’ll say so. 

We pride ourselves on our personable-approach so once you enter your new employees details into our dedicated platform, we’ll arrange a call with you to go through the details of the employment contract where together we can review and amend to your requirements. We liaise directly with your employee to build a rapport and obtain the necessary information to hire them compliantly, and set them up ready for their first payroll.

We never stop delivering! Even if you’re employee has been onboarded and is happily working for you and being paid each month, we’re here to partner with you whenever you or your employees need us. Even your ex-employees may need our assistance for tax documents, proof of employment requests etc… Our service never stops!