Unlock the latest insights into executive remuneration with our summary of MHR Global’s September 2025 “Top Executive Update” report! Read also about how AI developments are impacting on jobs and pay practices.
A long-standing theory in employment circles suggests that the pay level for a role in a small business will pay less than a comparable role in a larger operation. I examine the validity of this by drawing on the results from MHR Global’s March 2024 pay survey.
There is a long-held perception in New Zealand that pay rates within the Not for Profit (NfP) sector are not as generous as those available in other sectors. Pay increases are also thought to be less competitive. It is generally thought that this “practice” flows from a preference by organisations within the sector to direct funding towards the delivery of services rather than to the recruitment and retention of staff on competitive pay. This article drills into the results from MHR’s March 2024 pay survey to establish whether there is any truth in these perceptions.
Top of mind for many employees on the back of predicted high inflation for March 2024, is the ongoing gap between average base salary increases and the level of inflation post the Covid-19 pandemic. This raises concerns about the erosion of purchasing power of employees.
In the past 18 months COVID-19 has become something of an ever-present factor in all aspects of life in New Zealand and globally. The question many employers are now facing is whether to continue policies which were designed to cope with reduced income and funding, or are we now at the point where the constraints imposed by Covid-19 need to be lifted. MHR Global’s latest survey of pay rates may have an answer.
Pay increases which have been largely static in recent years are finally showing some – slight – upward movement. But does this necessarily result in any significant lift in underlying pay levels? MHR Global’s September 2019 results explore this in more detail.
MHR RemBites 