5 steps to negotiate benefits beyond salary
Think your next workplace chat has to be all about salary? Think again.
According to SEEK's new Money Matters Report, 68% of Kiwis would choose balance over higher pay. But with only 33% feeling financially secure, it’s clear that most of us are juggling both needs.
The good news? You don't have to choose between the two.
Benefits beyond salary: What else can you ask for at work?
Your work package includes far more than the number on your payslip. There are plenty of other benefits you can discuss with your boss that might be easier for them to say yes to - and might actually make your daily life better.
So, what's on the table?
- More time for you: Extra annual leave, shorter work weeks, monthly days off
- Flexibility: Working from home, mixed schedules, choice of location
- Career growth: Training, mentoring programs, study support
- Wellbeing perks: Gym memberships, mental health support, wellness programs
"The traditional trade-offs between salary and work-life balance are more nuanced in 2025," says Kylie Pascoe, Senior Manager of SEEK’s Customer Insights & Strategy. "Workers aren't simply choosing between salary and flexibility – they're seeking arrangements that can meet both their financial and lifestyle needs."
What Kiwi workers really want
When a pay rise isn't possible, what do workers ask for instead? SEEK's research shows clear favourites:
- Increased annual leave – 43%
- More flexible working arrangements – 29%
- Reduced working hours – 29%
- Company car – 29%
- A promotion – 25%
"We're seeing workers caught between two competing forces - the desire for genuine work-life balance and intensifying financial pressures," says SEEK Career Coach Leah Lambart. "Kiwi workers are considering the whole package of their work experience, not just their pay packet. This could look like trading a day in the office for an increase in salary, or working longer days to get every second Friday off."
Your step-by-step guide to negotiating beyond salary and getting more from work
Step 1: Work out what you value most
Before talking to your boss, get clear on what really matters to you. Would an extra week of annual leave be more valuable than a $2,000 salary increase? Would flexible work arrangements solve your daily frustrations? Would reduced hours give you the balance you're missing?
“Employees often request a salary increase when what they really need is time," says Lambart. “Think about what would make the biggest difference to your day-to-day happiness and general wellbeing."
Step 2: Look into your options
Check what's already offered where you work, what others in your industry get, and what might be possible for you. Some options to explore:
- Compressed work weeks
- Additional annual leave days
- Professional development budget
- Flexible start and finish times
- Regular work-from-home days
Want more ideas? Check out our guide on getting more from work beyond just money.
Step 3: Choose the right time and approach
Timing matters as much as what you ask for.
“It is important to understand the best time to request a change in working conditions in your organisation. For some, this may be at the annual performance review, or it could be in a separate meeting. It is advisable that you give your manager a heads-up rather than taking them unaware. For example, you could request a meeting with your manager to specifically discuss your current work arrangements” Lambart advises. “Try something like, 'I've been thinking about how I could adjust my work schedule to add more value to the business, and I'm wondering if we could chat about some options beyond just a pay review.”
Step 4: Prepare for the conversation
The key is presenting mutual benefits, not just personal wants. Instead of "I need more time off," try "I'm interested in exploring a compressed work week. This would allow me to be more focused and productive during my office days."
"Always connect your request back to business value," says Lambart. "Show how what you're asking for could actually benefit the team or company. Where possible, don’t connect the adjustment to personal reasons”
Come prepared with:
- Specific requests
- Examples of how similar arrangements work elsewhere
- Solutions to potential concerns
“Coming prepared demonstrates you've thought this through seriously," Lambart explains. " Don't just say 'I want to work from home.' Say 'I'd like to work from home on Tuesdays and Thursdays, when I can focus on detailed work without interruptions.'"
Not every request will get a yes, but that doesn't mean the conversation is over.
Step 5: Get it documented
Once you agree on something, make sure it's written down – in your contract, an email, or other documentation. This protects everyone and prevents mix-ups down the track.
Remember, these talks are about finding what works for everyone. The goal is creating a work setup that helps you thrive while still doing a great job.
To see what other Kiwis are prioritising in 2025, see the full SEEK Money Matters Report here.
