In the face of ongoing financial pressure, a growing number of New Zealand employees are calling for a fundamental shift in how and when they get paid. A recent survey reveals that over half of workers want more frequent salary disbursements, reflecting deeper concerns about cash flow, cost of living, and modern workplace expectations.
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Rising Demand for Frequent Payroll Cycles
Conducted by global HR platform Deel, the study surveyed 750 full-time and part-time employees across New Zealand’s private sector. The findings highlight a clear trend: traditional pay cycles may no longer align with workers’ financial realities.
Among those currently paid fortnightly, 54% expressed a desire for more frequent payments. For monthly-paid employees, that figure jumps significantly—to 69%. These numbers point to a widespread need for better alignment between work performed and compensation received.
Shannon Karaka, Deel’s regional lead for Australia and New Zealand, emphasized the growing disconnect between outdated payroll systems and modern worker expectations.
“Employees are asking: I’ve already done the work—why must I wait two weeks or an entire month to get paid?” Karaka said. “This isn’t just about convenience; it’s about financial dignity and control.”
Only 10% of respondents described their financial situation as “comfortable.” In contrast, 77% reported merely “getting by” or “doing okay,” while 13% admitted they are struggling to make ends meet.
This economic strain is driving demand for on-demand payroll solutions, where workers can access earned wages before traditional payday—a model gaining traction globally.
Beyond Cash: The Rise of Alternative Compensation
While salary remains central, employee preferences around how they are compensated are evolving. The survey found that over 40% of workers are open to receiving part of their pay in non-cash forms, signaling a shift toward more flexible, personalized compensation models.
Popular alternatives include:
- Company stock or equity options (20%)
- Employer loyalty or reward points (14%)
- Cryptocurrency such as Bitcoin or Ethereum (13%)
- Precious metals like gold or silver (12%)
- Foreign currency payments (12%)
Despite this openness, the majority—59%—still prefer to be paid entirely in local currency (NZD). However, the interest in digital and alternative assets suggests a generational and technological shift in how people view money and value.
👉 See how digital compensation methods are transforming payroll in forward-thinking companies.
Why Workers Want Pay Flexibility
The push for more frequent pay isn’t just about impatience—it’s rooted in real financial challenges. With inflation affecting essentials like housing, food, and transportation, many workers live paycheck to paycheck. Waiting up to four weeks for a salary can mean delayed bill payments, reliance on high-interest loans, or increased stress.
Karaka noted that today’s employees expect their "pay experience" to mirror other aspects of digital life: instant, customizable, and user-controlled.
“They want wages to be as easy to manage as ordering coffee through an app,” she said. “Businesses that innovate in payroll flexibility will gain a competitive edge in talent attraction and retention.”
This shift also aligns with broader trends in fintech and digital banking, where instant transfers and budgeting tools have become standard. Employers who fail to adapt risk appearing out of touch with workforce needs.
Growing Support for Salary Transparency
Another key finding from the survey is rising support for salary transparency, especially among younger workers.
Overall, 65% of employees believe transparent pay practices benefit the workplace. Among those under 35, support soars to 78%.
Jessica Pillow, Deel’s Global Head of Compensation, attributes this shift to greater access to information and changing workplace values.
“Younger generations don’t just want to know what roles pay—they want to understand why,” Pillow explained. “They’re interested in the principles behind compensation: fairness, equity, performance metrics, and career progression.”
However, not all employees welcome full transparency. About 35% consider salary too personal a topic, while 20% fear it could harm team morale or reduce productivity if mismanaged.
Pillow advises organizations to approach transparency strategically:
“Publishing salary ranges without context can backfire. What matters is helping employees understand the logic behind pay decisions—how roles are evaluated, how markets influence compensation, and how individuals can grow within the system.”
A clear compensation philosophy, paired with consistent communication, can turn transparency into a tool for trust—not tension.
Key Takeaways for Employers
The survey underscores several important trends shaping the future of work in New Zealand:
- Traditional pay cycles are under pressure—flexible or on-demand pay options could become standard.
- Employees value choice—offering alternative compensation methods may boost engagement.
- Transparency builds trust, but only when implemented thoughtfully and fairly.
- Younger workers are leading change—companies must adapt to retain next-gen talent.
Forward-thinking employers are already experimenting with solutions like mid-cycle wage access, digital wallets, and hybrid compensation packages that blend cash with digital assets.
👉 Learn how innovative payroll strategies can improve employee well-being and business performance.
Frequently Asked Questions (FAQ)
Q: What does 'more frequent pay' mean in practice?
A: It typically refers to options like weekly or even daily disbursement of earned wages, instead of waiting for fortnightly or monthly cycles. Some platforms offer “on-demand pay,” allowing workers to withdraw wages as they earn them.
Q: Is cryptocurrency a realistic form of employee compensation?
A: While still niche, crypto payments are being tested by tech-forward firms. Volatility remains a concern, but stablecoins or optional crypto components in pay packages could offer flexibility without full exposure to market swings.
Q: How can companies implement salary transparency responsibly?
A: Start with clear pay bands per role, document the factors influencing compensation (e.g., experience, location), and train managers to discuss pay openly. Avoid sharing individual salaries unless legally required or mutually agreed.
Q: Are there legal requirements for pay frequency in New Zealand?
A: Yes. Under the Holidays Act 2003, employers must pay employees at least monthly. However, nothing prevents more frequent payments—many employers already pay fortnightly or weekly.
Q: Could flexible pay increase administrative burden?
A: Not necessarily. Modern payroll platforms automate scheduling and compliance. Integrated fintech tools can handle on-demand withdrawals while maintaining accurate records.
Q: Who benefits most from alternative compensation?
A: Younger employees, remote workers in different time zones, gig economy participants, and those seeking long-term wealth-building (e.g., via equity) tend to value non-traditional pay options most.
As economic pressures persist and workplace expectations evolve, rethinking when and how employees are paid is no longer optional—it's essential. Companies that embrace innovation in payroll and compensation stand to gain not only in efficiency but in employee loyalty and competitive advantage.