Category: Australia

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NZ-AU: DENZA Opens First South Australian Showroom in Adelaide

Source: GlobeNewswire (MIL-NZ-AU)

ADELAIDE, Australia, Feb. 26, 2026 (GLOBE NEWSWIRE) — On 13 February 2026, DENZA officially opened its first showroom in South Australia, marking another step in the brand’s expansion across Australia. The launch in Adelaide signals the continued growth of the premium new energy brand and the increasing global presence of Chinese intelligent manufacturing.

More than 150 guests attended the opening ceremony, including representatives from government, business and media, along with DENZA VIP customers. Guests included Wing You, General Manager of BYD Australia and New Zealand; Brian Jia, Deputy General Manager of BYD Australia and New Zealand; Mark Harland, Chief Operating Officer of DENZA Australia and New Zealand; Robert Milne, Regional Manager of DENZA Australia and New Zealand; Judy Sun, Country Representative of Harmony Auto Australia and New Zealand; Daniel Fang, Deputy Country Representative of Harmony Auto Australia and New Zealand; and Max Chapman, the Dealer Principal at Harmony DENZA Australia.

Following DENZA’s official entry into Sydney, Melbourne, Brisbane and Perth on 10 December 2025, the opening of DENZA Adelaide represents the next step in the brand’s Australian journey. Operated by Harmony Auto, the Adelaide showroom is its first location in South Australia. Guided by a long-term vision and a customer-first philosophy, DENZA Adelaide is committed to delivering a premium ownership experience to local drivers. Combining advanced technology with refined luxury, DENZA continues to expand its footprint across Australia, bringing high-quality, intelligent electric vehicles to South Australian consumers while strengthening the global presence of premium Chinese new energy brands.

During the ceremony, Max Chapman welcomed guests and acknowledged Adelaide’s first DENZA B5 owner and his family, while Mark Harland, Chief Operating Officer of DENZA Australia and New Zealand, thanked Harmony Auto for its support in the brand’s international expansion.

A ceremonial vehicle handover was also held during the event. Wing You presented the keys to Rod Ventura, Adelaide’s first DENZA owner, and his family. The moment symbolised the trust between brand and customer, and marked the beginning of a new chapter in intelligent, safe and sustainable mobility for more Australian families.

Located in one of Adelaide’s prominent inner-city precincts, the DENZA Adelaide showroom blends contemporary design with local cultural inspiration. The space integrates artistic aesthetics with advanced automotive technology, creating a refined environment for customers to explore the brand’s vehicles and services. The showroom is scheduled for its official grand opening in March, with the wider community warmly invited to attend.

As the economic and cultural centre of South Australia, Adelaide is home to a steadily growing premium consumer market, alongside increasing demand for new energy vehicles. The launch of DENZA Adelaide further strengthens the brand’s Australian network and introduces a new benchmark for premium electric mobility in the region.

Looking ahead, DENZA will continue to position Adelaide as a strategic hub to deepen its presence in Australia, promote intelligent and sustainable mobility, and work alongside local partners to shape the future of premium new energy transportation.

DENZA

Andrea Chai

denzaservice.mo@byd.com

https://www.denza.com/

Photos:
https://www.globenewswire.com/NewsRoom/AttachmentNg/03f75afb-5b1b-4647-8b00-ddb01960b847
https://www.globenewswire.com/NewsRoom/AttachmentNg/c3c69066-06eb-4f7d-a1d4-9393f085aafe
https://www.globenewswire.com/NewsRoom/AttachmentNg/9a657495-e797-44de-a2f6-29b0ba796c9b

– Published by The MIL Network

LiveNews: https://livenews.co.nz/2026/02/26/nz-au-denza-opens-first-south-australian-showroom-in-adelaide/

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‘Lot of urgency’ for Tall Blacks ahead of Fiba World Cup qualifying games

Source: Radio New Zealand

Tall Blacks and Australian NBL players like Reuben Te Rangi will be looking for different contracts in the off-season. www.photosport.nz

The winless Tall Blacks hit the road this week faced with the duel challenge of qualification for next year’s Fiba World Cup hanging in the balance and players leaving camp early to chase lucrative overseas contracts.

Home and away defeats against Australia late last year put New Zealand on the back foot in the Asian Qualifiers.

The Tall Blacks need a win against the Philippines on Friday or Guam on Sunday to keep hopes of finishing in the top three in their qualification group alive.

New Zealand’s road to qualifying for the world cup for an eighth time started in November and will not conclude until March next year – all things going to plan.

But the Tall Blacks’ campaign could come to a halt as soon as July if they do not start winning.

Head coach Judd Flavell said there was a “lot of urgency” to get results in this window.

“We need to win as many games as we can, it doesn’t mean that if we lose this game it is all over but there is a lot of importance on these two games in this window and the same can be said for every window after this.”

Flavell will have a strong core of players to call on against the undefeated Philippines including New Zealand Breakers teammates Reuben Te Rangi, Taylor Britt, Max Darling, Carlin Davison, Alex McNaught and Sam Mennenga as well as Brisbane Bullets trio Tyrell Harrison, Taine Murray and Tohi Smith-Milner.

Akita Northern Happinets centre Yanni Wetzell is also back for the first game while Jordan Ngatai’s return to the black singlet will see him add to his 93 appearances.

But some of those players will leave camp before the Guam game.

“We have some players who have made themselves available [for the Philippines game] but they’re moving on to [club] contracts and the thing with these international windows is they are during the seasons and the Australian NBL season has come to an end for most of the guys in our squad and so those guys have got another contract that they’re looking to go to and some of those contracts are quite lucrative.

“Guys have put up their hand to come along to this first game because they know how important this one is and we’ve got another great chance to develop our depth in the second game.”

Big men Wetzell, Mennenga and Harrison are names that are likely to be missing as they take up new club contracts.

The Tall Blacks sit dejected after their loss during the FIBA World Cup Qualifier against Australia. Marty Melville/ Photosport

Flavell said the unavailability of players at different times of the year, either through college seasons in the United States or club contracts around the world, was the “number one challenge” the Tall Blacks faced.

“When it comes down to it you really want to try to build as much continuity as you can and that’s going to result in taking steps forward and having progression.

“But it is what it is, it’s to no one’s fault it’s just how it works and we’ve got to do the best we can and be problem solvers.

“It effects all countries, but if you look at a some of the super power teams, and Australia is one of those super power teams, with the depth they have and some of the other countries for a smaller country like us we’re probably effected a little bit more.

“It’s a funny old season the international qualification windows where you come together for a few days and play a couple of games and then you don’t see each other for three months and then you come together and try to do it again really quickly.”

Flavell has had mixed results against the Philippines.

His first game in charge of the national team in November 2024 was a loss to the Gilas in Manila. It was the first time the Tall Blacks had lost to them.

However, last year Flavell guided the team to two wins over Philippines in Asia Cup qualifiers to take the head-to-head to six wins for the Tall Blacks.

Back in “basketball-mad” Manila, Flavell said New Zealand would face a “hostile” environment fuelled by around 20,000 Gilas supporters.

Having played a number of times over the last 12 months Flavell said they “have great familiarity” with what the Philippines will put on the floor and did not expect any surprises.

Following their showdown with the Philippines, the Tall Blacks travel to Guam.

Flavell and many of the roster had not been to Guam before.

Like the Tall Blacks, Guam are at the bottom of the Group A standings with two losses, against Philippines, in the first window.

New Zealand has taken care of Guam in their two previous match-ups, with a 125-43 win back in 1999 and more recently a 113-94 win during the 2020 Fiba Asia Cup Qualifying campaign but Flavell said the current Guam team they knew less about.

“It’s always a bit of danger when you don’t know so much about your opposition”.

Guam host Australia in the first game in this window.

The third qualifier window is in July, when Philippines and Guam both come to Auckland.

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– Published by EveningReport.nz and AsiaPacificReport.nz, see: MIL OSI in partnership with Radio New Zealand

LiveNews: https://livenews.co.nz/2026/02/26/lot-of-urgency-for-tall-blacks-ahead-of-fiba-world-cup-qualifying-games/

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New Zealand Golf Open: All you need to know

Source: Radio New Zealand

Australian Ryan Peake is back to defend his New Zealand Open golf title, he won at Millbrook Resort in 2025. © Mogie Adamchik 2025

The format, the contenders, the history, the ambassadors, plenty of highlights ahead of golf’s New Zealand Open.

The tournament

New Zealand Golf Open, 26 February – 1 March 2026.

Millbrook Resort, Queenstown.

It’s that time of the year, where 156 professionals, and the same number of amateurs, flood into Queenstown for what will be the 105th New Zealand Golf Open. The tournament will feature the same format as previous years, with play on both courses at Millbrook Resort. All players will split their first two rounds on Coronet 18 (designed by Scott Macpherson and Greg Turner) and Remarkables 18 (designed by Sir Bob Charles). The top 60 plus ties will play the final two rounds over the weekend.

The total purse of the tournament is once again NZ$2 million, with the winner taking home approximately $360,000 and earning a spot at The Open Championship at Royal Birkdale in mid-July. The forecast is for rain/showers for day one and cloudy skies for the remaining three days, with temperatures hovering between 16 to 20 degrees.

History

Our national open has a rich history. It was first played in 1907, when amateur Arthur Duncan won in Napier. Some famous names have triumphed down the years, including two of Australia’s finest players. Peter Thomson won it nine times, including three times in a row between 1959-1961, and Kel Nagel, who won six titles, also winning three in a row, 1967-1969. In the 1980s, American Corey Pavin, was a well-known name, to twice win the title. He would go on to win the US Open in 1995.

And, plenty of great New Zealand players have won the title, including major winners Sir Bob Charles (four times) and Michael Campbell (who won in 2000). Michael Hendry was the last New Zealand winner in 2017.

Tiger Woods (R) with caddie Steve Williams, at the New Zealand Open in 2002. PHOTOSPORT

Arguably the most famous New Zealand Open though was in 2002 at Paraparaumu Beach, when Tiger Woods came to New Zealand. That edition of the tournament was won by Australian Craig Parry. In recent years, Australians have dominated the winners’ list, with West Australian Ryan Peake the defending champion. Seven other former New Zealand Open winners are also competing.

Local hopes

Twenty-eight New Zealanders will feature this year. While our highest ranked player Ryan Fox, isn’t here due to his PGA Tour commitments, our two players on the DP World Tour, Daniel Hillier and Kazuma Kobori, are competing. Hillier, in particular, has made big strides in recent times, and is arguably the best hope for local success. His world ranking is exactly 100, after making a cracking start to the year. He’s had three top 10 finishes in his last five tournaments (Australian Open, Dubai Invitational, Bahrain Championship), and is fifth on the order of merit.

Daniel Hillier, while competing in Dubai in November 2025. GIUSEPPE CACACE

The Japanese born Cantabrian Kobori, also comes to Queenstown in solid form, after finishing in a tie for ninth at his last tournament, the Qatar Masters earlier this month. Ben Campbell, who plays on the LIV tour, is also back, along with the in form Steven Alker, who has won 10 times on the PGA Tour Champions. Five New Zealand amateurs are featuring, with 17-year-old Cantabrian Cooper Moore, one to watch. Moore finished runner up at the NZ PGA championship last week, at Paraparaumu Beach.

Overseas contenders

Australians dominate the field with Lucas Herbert, who finished last year’s LIV tour ranked 15th and Anthony Quayle, who plays on the DP World Tour, having solid credentials. 2025 Asian Tour Order of Merit champion, Kazuki Higa, the world number 123, is back again. He finished tied for second at last year’s New Zealand Open, alongside South African Ian Snyman, who has also returned. Wang Wei-Hsuan, from Chinese Taipei, is another to keep your eye on after three top-five finishes on the 2025 Asian Tour.

Eleven Americans are also teeing it up, including former PGA Tour winners Kevin Na, Nick Watney and Kyle Stanley. Chase Koepka, younger brother of multiple major winner Brooks, is also in the field.

The ambassadors

One of the big features of the tournament in recent years has some superstars from other sports playing as amateurs. This year, two names stand out from the pack. Kelly Slater, widely regarded as the greatest surfer of all time, is here. He is an 11-time world champion, and is teaming up with German Dominic Foos in the pro-am. Three-time grand slam tennis champion, Ash Barty, is also here. She won the French Open in 2019, Wimbledon in 2021 and the Australian Open in 2022, before retiring at the age of just 25.

Ash Barty celebrates her win at Wimbledon in 2021. PHOTOSPORT

Both Slater and Barty are handy golfers. Barty plays off a four handicap, while Slater’s been given a two handicap for the event. New Zealand sporting stars Israel Dagg, Jeff Wilson, Stephen Fleming and Tom Abercrombie are also playing, alongside former Australian cricket captain Ricky Ponting and American actor Michael Pena.

Kelly Slater, American surfing legend. Supplied: Piha Pro

What they said

Ben Campbell: “There’s a couple of holes where I’m going to hit 3-wood this year. It will definitely help with the scores. Hopefully the greens get nice and fast and with some good solid rough like that, I think probably the scores won’t quite be where they have been in the last couple of years.”

Defending champion Ryan Peake on laying the 18th in practice: “I got a bit emotional walking down there. Maybe I took too many emotions in, or something like that, or I just got that realisation of how much it actually changed my life.”

Daniel Hillier, who got married on Sunday is looking forward to another big week: “It would mean the world obviously if I could cap it off with my name on the Brodie Breeze Trophy. I speak for all Kiwis. It is our childhood dream.”

Kazuma Kobori said he leans on the likes of Hillier for support: “When we are on tour, we are isolated a little bit and we move within the golfers. I’ve learned a lot from the likes of Dan over the past year. It has been good to learn from him and see what he does and what he doesn’t do as well. We have a good thing going out there. If I don’t win then it would be nice for a Kiwi to win but it is obviously not controllable. I am just going to go out there and do my job and see what happens.”

Sign up for Ngā Pitopito Kōrero, a daily newsletter curated by our editors and delivered straight to your inbox every weekday.

– Published by EveningReport.nz and AsiaPacificReport.nz, see: MIL OSI in partnership with Radio New Zealand

LiveNews: https://livenews.co.nz/2026/02/25/new-zealand-golf-open-all-you-need-to-know/

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Advocacy – Gaza-based Humanitarian organisations petition Israeli High Court as closure deadline approaches – Oxfam

Source: Oxfam Aotearoa

The clock is ticking on a large part of the humanitarian response sustaining civilians in the occupied Palestinian territory.
Thirty-seven international aid organisations have been ordered by Israeli authorities to cease operations in the occupied Palestinian territory by the end of February under revised Israeli registration rules. With efforts to force closures imminent, a group of leading humanitarian organisations have taken the unprecedented step of jointly petitioning the Israeli High Court to suspend the measures before irreparable harm is done to civilians who rely on their assistance.
On 30 December 2025, the affected organisations were formally notified that their Israeli registrations would expire the following day and that they would have 60 days to wind down activities in Gaza and the West Bank, including East Jerusalem. The notification letter stated that the decision could only be overturned if organisations completed the full registration process, with which they cannot legally or ethically comply.
Efforts to force closures could begin as early as 28 February 2026. The effect would be immediate, extending well beyond individual organisations to the wider humanitarian system. In Gaza, families remain dependent on external assistance amid continuing restrictions on aid entry and renewed strikes in densely populated areas. In the West Bank, including East Jerusalem, military incursions, demolitions, displacement, settlement expansion and settler violence are driving rising humanitarian needs.
Palestinian Authority registration provides the lawful basis for international NGOs to operate in Palestinian territory. Under the Fourth Geneva Convention, an occupying power must facilitate relief for civilians under its control. Conditioning humanitarian presence on sweeping administrative demands, including the transfer of comprehensive national staff lists, alongside vague and politicised grounds for denial, risks disrupting life-saving services and eroding the obligation to ensure civilian welfare under occupation.
The demand to transfer personal data raises acute security and legal risks. It exposes national staff to potential retaliation and undermines established data protection and confidentiality safeguards. For European organisations in particular, compliance would create serious legal and contractual liabilities. More broadly, such requirements set a precedent that could chill principled humanitarian engagement in highly politicised contexts.
International NGOs have proposed practical alternatives, including independent sanctions screening and donor-audited vetting systems, that preserve both compliance and staff protection without disclosing personal data. No substantive response has been provided. Enforcement has meanwhile begun in practice, including blocked supplies and denial of visas and access for foreign staff.
Alongside UN agencies and Palestinian partners, international NGOs support or implement the delivery of more than half of all food assistance in Gaza, 60 per cent of field hospitals’ operations, nearly three quarters of shelter and non-food item activities, all inpatient treatment for children suffering severe acute malnutrition and 30 per cent of emergency education services, in addition to funding over half of explosive hazard clearance.
The petition seeks an urgent Interim Injunction to suspend expiry of registrations and prevent further enforcement pending judicial review. The petitioning organisations contend that these administrative measures constitute an effort to curtail established humanitarian operations in a manner incompatible with the obligations of an occupying power under international humanitarian law.
Governments must act urgently to prevent implementation of these measures and to ensure that humanitarian relief remains principled, independent, and unhindered. If these measures take effect, aid will be impeded not because needs have eased, but because it has been rendered optional, conditional, or politicised. At a moment when civilians depend on assistance to survive, that outcome would carry immediate and irreversible human consequences.
Petitioners and supporting organizations
1. All We Can
2. ActionAid Australia
3. Alianza Por La Solidaridad
4. Association of International Development Agencies (AIDA)
5. Bystanders No More
6. CADUS e.V.
7. Choose Love
8. Christian Aid
9. Churches for Middle East Peace
10. DanChurchAid
11. Danish Refugee Council
12. Diakonia, Sweden
13. Humanity & Inclusion – Handicap International
14. medico international
15. Middle East Children’s Alliance
16. Movimiento por la Paz, Desarme y Libertad – MPDL
17. Muslim Aid
18. Nonviolent Peaceforce
19. Norwegian Church Aid
20. Norwegian Refugee Council
21. Oxfam
22. Pax Christi International
23. Première Urgence Internationale (PUI)
24. Pro Peace
25. Refugees International
26. Start Network
27. Tearfund
28. Terre des hommes Italy
29. Terre des hommes Lausanne (Tdh)
30. United Against Inhumanity
31. Weltfriedensdienst e.V. (WFD; World Peace Service)
Notes:
Executive Summary – Joint Petition against the Inter-Ministerial Team:
1. Introduction
This Petition is filed by 17 leading international humanitarian aid organizations (INGOs) and the Association of International Development Agencies (AIDA) which form the critical infrastructure for providing medical services, food, and water to the civilian population in the West Bank and Gaza. The Petitioners challenge the Respondents’ December 2025 decision, which orders the “termination of their activities” due to their refusal to provide personal contact details (Nominal Lists) of thousands of local employees. The Petition presents an unprecedented “legal deadlock” in which the demands of the Israeli administration directly contradict international privacy laws and the fundamental principles of humanitarian neutrality.
2. Urgent Request for an Interim Injunction
The Petitioners seek an interim Injunction to preserve the status quo and prevent the expiration of their registration, the deportation of foreign staff and cessation of all activities until a final ruling is reached. It is argued that the “Balance of Convenience” clearly favors the Petitioners: while the Respondents will suffer no harm by maintaining the current situation, the cessation of the organizations’ activities will lead to a humanitarian collapse and irreparable harm to the right to life and health of hundreds of thousands of individuals in need.
3. Legal Arguments
A. Breach of the Inter-Ministerial Team’s Basic Obligations as an Administrative Authority
The Respondents’ conduct is tainted by administrative laches (undue delay) and a lack of good faith. The Respondents delayed their response to registration requests for many months while creating a false representation that the applications were under review. These draconian requirements were imposed without granting a Right to be Heard and without meaningful dialogue, violating the heightened duty of fairness applicable to the authority.
B. The Requirement for Employees’ Personal Details (Nominal Lists)
– B.1 GDPR Regulation and the “Adequacy” Issue: The Petitioners, who are bound by European law, demonstrate that transferring employee data from the Occupied Palestinian Territory (oPt) to Israeli security authorities constitutes a criminal and administrative offense. Since the European Union’s “Adequacy” decision regarding Israel does not apply to the territories, the organizations are exposed to heavy fines and tort claims. The Petition relies on the Schrems II precedent of the Court of Justice of the European Union, which prohibits data transfer to jurisdictions lacking independent judicial oversight over security agencies.
– B.2 The Demand for Employee Details and Violation of International Law: The requirement to provide personal phone numbers and contact details of the entire staff violates the principle of “Data Minimization” and endangers the personal safety of the employees. Turning humanitarian organizations into an information-gathering arm for a party to the conflict stands in total contradiction to the principle of neutrality.
C. The Decision for a Sweeping Cessation of Activity is Void Due to Illegality
– C.1 Decision Lacking Authority (Ultra Vires): The Team’s government mandate is limited to technical registration and visas. Assuming the authority to order the termination of an international organization’s activities is an extreme deviation from authority without an explicit legal source.
– C.2 Deviation from Israel’s Sovereignty (Oslo Accords): Pursuant to the Civil Annex of the Oslo Accords, the authority to register and manage NGOs operating in Palestinian Authority territories was transferred to the Palestinians. Israel lacks the authority to order the closure of these entities.
D. Regulation Article 8.4 – Voidness due to Lack of Authority and Breach of International LawThe Petitioners challenge the article in the regulation that allows for the suspension of registration based on vague “security considerations” without a duty of specification or reasoning.
– D.1 Applicability of Article 63 of the Fourth Geneva Convention: This article imposes an obligation on the Occupying Power to allow relief societies to continue their work. The Petition relies on expert legal opinions establishing that this provision fully applies to International NGOs (INGOs) performing essential humanitarian functions.
E. Extreme Unreasonableness and Lack of Proportionality
The decision fails the “Proportionality Stricto Sensu” test: the limited administrative-security benefit of collecting phone numbers is dwarfed by the catastrophic human damage caused by withholding aid from the population. The Respondents refused to consider “less restrictive means,” such as cross-referencing names against public global terror lists.
F. Violation of Israel’s Obligations to Facilitate Humanitarian Aid
As an Occupying Power, Israel bears positive obligations (Articles 55, 56, and 59 of the Convention) to ensure the supply of food and medical services. Arbitrary and bureaucratic interference with organizations fulfilling these duties constitutes a blatant violation of international law and the directives of the International Court of Justice (ICJ).

MIL OSI

LiveNews: https://livenews.co.nz/2026/02/25/advocacy-gaza-based-humanitarian-organisations-petition-israeli-high-court-as-closure-deadline-approaches-oxfam/

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Science, Maths and English resources rolling into classrooms

Source: New Zealand Government

The Government is rolling out new Maths, English, and Science resources and initiatives, helping raise student achievement and sparking discovery in primary classrooms with brand-new science kits, Education Minister Erica Stanford announced.

“We’re committed to helping young people who are behind to accelerate and to ensuring they have the foundations to set them up for the next steps in their learning journey,” Ms Stanford says.

New resources now available include:

  • A new teacher-facilitated writing tool for Year 6 to 10 students a year or more behind
  • Maths resources for Year 9 and 10 students
  • New science kits for primary school classrooms

“Today’s Maths and English package will help ensure children are ready when they finish primary school, along with supporting students currently in their early years of secondary school.

“From next week, through our Make it Write action plan, Year 6 to 10 students who are a year or more behind are set to benefit from the new Writing Acceleration Tool.

“Scribo is a teacher-facilitated 14-week tutoring programme that will provide targeted support for each student’s learning needs. 

“The writing tool will help close literacy gaps and strengthen students’ writing, spelling, and grammar. It is curriculum aligned and designed to reflect New Zealand context and culture.

“We have been able to extend the programme to Year 10, which was initially announced for Years 6 to 8. There will be 120,000 student licences available to all state and state-integrated schools. Resources and strong support will be available for teachers alongside the release.”

New curriculum-aligned digital maths resources are also being provided for Year 9 and 10 students, alongside professional learning and development, following feedback from secondary schools. This is a continuation of the maths supports we have provided to every primary school across the country, now rolling up to Years 9 and 10.

“The new digital resources for Years 9 and 10 will include digital textbooks and workbooks guidance for teachers. Over the next three years, the resources are expected to benefit around 140,000 students each year, supporting 6,000 teachers.

“Teachers can choose the extent to which they use the resources, whether in full, or for supplementing existing resources that are working for them. There will also be professional learning development provided.”

Ms Stanford says a major milestone has also been reached in delivering Budget 2025 investments to strengthen science in primary and intermediate schools.

“New science kits are now rolling out across schools. These will be hands on and curriculum aligned, supporting teachers with bringing science to life in classrooms.

“We’re focused on ensuring every child is inspired and engaged with their learning. The new kits will support strong science from an early age and support teachers to deliver practical, interactive lessons.

“Science is such a fun and interesting part of school for so many young people, full of discovery and experimentation. These kits will provide another great dynamic element to lessons that helps spark interest and knowledge that can lead into new pathways in the future. This will help provide a great introduction to STEM subjects, an in-demand area with high-value jobs.”

Through the Government’s investment of $40 million, science kit provision is set to have full national coverage by early 2027, to align with the implementation of the new science curriculum.

“This is a Government that has put more resources into the hands of students to help raise achievement and close the equity gap, through careful financial management and prioritisation. 

“Our children and teachers deserve the resources and supports to set them up for success. We’re committed to increasing the number of students to the expected level and to growing potential – our investment today is about fixing the basics, and teaching the basics brilliantly.”

Notes to editor:

  • The initiatives support the Government’s target of 80 percent of Year 8 students at, or above, the expected curriculum level for their age in reading, writing and maths by December 2030. The Curriculum Insights and Progress Study 2024 showed that:
    • For writing, 24 percent of Year 8 students were at the expected curriculum benchmark.
    • For maths, 23 per cent of Year 8 students were at the curriculum benchmark
  • The Writing Acceleration tool has been made available in response to results released last year from the Curriculum Insights and Progress Study.
  • Scribo is used internationally by leading school systems across Australia, South-East Asia, the USA and the Middle East.
  • The Government has also funded 349 literacy intervention teachers for primary schools and 143 maths intervention teachers through Budget 2025’s learning support investment package.
  • The maths resources are being provided by Education Perfect, a local Kiwi company.
  • In Maths, through Budget 25, maths intervention teachers will also be providing a new 12-week Maths Acceleration Programme for Years 3 to 6. This will facilitate small-group sessions as an addition to the regular classroom programme. More than 800 schools will be using the programme in 2026, with almost 140 additional full-time equivalent teachers already funded.
  • The maths resources into schools programme for Years 0 to 8 has delivered more than one million maths books.
  • Science kits will be developed and provided by House of Science, a reputable local provider. Training and ongoing support will be available for teachers.
  • 720 schools have already registered for a science kit, ahead of the curriculum. There will be, on average, two kits per year level at any one time. The kits will be taken after a period of time and replaced with a brand-new kit.
  • As part of this initiative, an entirely new suite of science kits is in development for Māori‑medium education, with purpose‑built resources for and settings that align with Te Marautanga o Aotearoa, the Māori curriculum.

MIL OSI

LiveNews: https://livenews.co.nz/2026/02/24/science-maths-and-english-resources-rolling-into-classrooms/

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Employment Trends – Modest salary growth leaves 42% of New Zealand professionals feeling underpaid as cost‑of‑living pressures persist

Source: Robert Walters

Auckland, New Zealand – 24 February 2026 – Salary growth across New Zealand remains minimal despite stabilising business conditions, with 42% of professionals reporting they feel underpaid, according to new research released by global talent solutions partner Robert Walters.

The findings come from the firm’s latest Salary Guide, which surveyed over 5,500 white‑collar professionals in ANZ across 12 industries.

Pay rises failing to keep pace with living costs

While 57% of New Zealand professionals received a pay rise in 2025, most increases fell within a modest 2.5%-5% band. Against the backdrop of continued cost‑of‑living pressure, many workers say these increases have had limited real impact.

This is reinforced by a significant perception gap:

42% of employees feel underpaid yet 83% of employers believe salaries are keeping pace with rising costs

The result is a growing disconnect between nominal salary growth and financial wellbeing.

Cautious optimism ahead

Nearly 67% of employers intend to offer salary increases in 2026, while 56% of professionals expect to receive one.

Shay Peters, Robert Walters Australia and New Zealand CEO, said the stabilising market gives organisations an opportunity to revisit remuneration.

“As businesses come out of last year’s restructures, organisations have an opportunity to reassess remuneration. Where salary increases are not feasible, employers must focus on career progression, flexibility, and skills development.

It’s no secret the movement of New Zealand talent to Australia is well underway. Dissatisfaction around pay is a high retention risk, especially as overseas markets are actively targeting New Zealand talent.”

With 58% of New Zealand professionals open to relocating this year, retention needs to be a big focus for employers this year.  

Regional dissatisfaction highest in Canterbury

The research reveals significant regional variation in how employees perceive their pay:

Canterbury: 46% do not believe their salary matches the cost of living
Auckland: 42%
Wellington: 39%

These differences highlight how lifestyle costs and local economic conditions increasingly shape career decisions and relocation intent.

Certain industries still record strong salary momentum in 2026

Despite overall modest wage movement, several industries outpaced the broader market:

  • Accounting & Finance: 14% increase: Driven by strong uplift in senior commercial finance roles, including notable rises for General Manager Finance (+25%), Financial Controller (+13.9%).
  • Technology & Data: 12% increase: Fuelled by high demand for AI, data engineering and cyber capability, with standout growth for Senior Data Scientist (+14.7%), Senior Data Engineer (+13.8%), and Cyber Security Architect (+9.9%).
  • Legal: 7% increase: Experienced counsel continue to attract premium remuneration.
  • These pockets of growth highlight where competition for specialist talent remains most pronounced.

About the Salary Guide

The Robert Walters 2026 Salary Guide provides a comprehensive overview of hiring intentions, salary trends, skills shortages, and workforce mobility across New Zealand. With insights from over 2,300 respondents, the guide highlights how businesses and employees are navigating an evolving labour market shaped by cost-of-living pressures, technological adoption, and mobility opportunities.

About Robert Walters: 

With more than 3,100 people in 30 countries, Robert Walters delivers recruitment consultancy, staffing, recruitment process outsourcing and managed services across the globe. From traditional recruitment and staffing to end-to-end talent management, our consultants are experts at matching highly skilled people to permanent, contract and interim roles across all professional disciplines.

MIL OSI

LiveNews: https://livenews.co.nz/2026/02/24/employment-trends-modest-salary-growth-leaves-42-of-new-zealand-professionals-feeling-underpaid-as-cost-of-living-pressures-persist/

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The World’s 100 Best Coffee Shops: Asia Pacific’s Notable Winners

Source: Media Outreach

SINGAPORE – Media OutReach Newswire – 23 February 2026 – The second edition of THE WORLD’S 100 BEST COFFEE SHOPS 2026 with DaVinci Gourmet announced its global rankings at CoffeeFest Madrid 2026, revealing a reshaped coffee landscape for the Asia Pacific region.

This definitive list of the world’s best specialty coffee shops saw Australia deepening its leadership with seven coffee shops in the global ranking, Taiwan with four, returning favourites such as Singapore’s Apartment Coffee maintaining its 2025 ranking, and Malaysia’s Story of Ono climb one level up.

Australian newcomer Only Coffee Project Crows Nest clinched 4th position followed by Toby’s Estate Coffee Roasters in 5th. Returning to the list were Proud Mary Coffee and Coffee Anthology, joined by newcomers Beta Coffee and Single O. The blend of returning icons and new entrants underlines Australia’s ongoing influence on global café standards.

In Asia, Apartment Coffee in Singapore and Story of Ono in Malaysia took 6th and 8th place respectively, with The Republic of South Korea, Japan, China, and The Philippines securing placements in this year’s Top 100 rankings.

See the full list at The World’s 100 Best Coffee Shops

The list confirms the emergence of new global capitals of quality coffee, as well as the consolidation of an increasingly diverse and innovative international coffee community that includes The United States, which leads the ranking with nine selected coffee shops, South America, Europe, Asia Pacific, Africa and Middle East.

“Congratulations to all 100 ranked coffee shops. The World’s 100 Best Coffee Shops 2026 with DaVinci Gourmet is the global benchmark celebrating the cafés shaping the future of coffee, and as a leading beverage solutions brand, DaVinci Gourmet is proud to stand alongside it as the global title partner,” said Eloise Dubuisson, General Manager, Food Service Brands, Kerry Asia Pacific, Middle East & Africa.

A GLOBAL EVALUATION PROCESS

The ranking is produced through a mixed system combining the evaluation of more than 800 professional judges from all continents with public voting, which exceeded 350,000 votes in this edition. In total, more than 15,000 coffee shops worldwide were analysed.

RECOGNISING EXCELLENCE IN COFFEE

A benchmark for the industry and professionals, The World’s 100 Best Coffee Shops aims to highlight coffee shops that not only serve exceptional coffee but also create unique coffee experiences.

As Global and Title Partner of the 2026 edition, and together with initiatives like the DaVinci Gourmet Barista Craft Championship, DaVinci Gourmet remains committed to championing global beverage artistry and café culture.

Hashtag: #TheWorlds100BestCoffeeShop #DaVinciGourmet

The issuer is solely responsible for the content of this announcement.

– Published and distributed with permission of Media-Outreach.com.

LiveNews: https://livenews.co.nz/2026/02/23/the-worlds-100-best-coffee-shops-asia-pacifics-notable-winners/

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Joint statement on AI Generated Imagery

Source: Privacy Commissioner

AI systems generating realistic images and videos depicting identifiable individuals without their knowledge and consent has led to the New Zealand Office of the Privacy Commissioner co-signing a joint statement on the issue. The concerns about these technologies include the creation of non-consensual intimate imagery and potential harms to children and other vulnerable groups.

The co-signatories remind all organisations developing and using AI content generation systems that these systems must be developed and used in accordance with applicable legal frameworks, including data protection and privacy rules. The statement also notes that fundamental principles should apply when using AI content generation systems, including implementing robust safeguards, transparency, and addressing specific risks to children.

Joint Statement on AI-Generated Imagery and the Protection of Privacy

The co-signatories below are issuing this Joint Statement in response to serious concerns about artificial intelligence (AI) systems that generate realistic images and videos depicting identifiable individuals without their knowledge and consent.

While AI can bring meaningful benefits for individuals and society, recent developments – particularly AI image and video generation integrated into widely accessible social media platforms – have enabled the creation of non-consensual intimate imagery, defamatory depictions, and other harmful content featuring real individuals. We are especially concerned about potential harms to children and other vulnerable groups, such as cyber-bullying and/or exploitation.

Expectations for Organisations

The co-signatories remind all organisations developing and using AI content generation systems that such systems must be developed and used in accordance with applicable legal frameworks, including data protection and privacy rules.

We also highlight that the creation of non-consensual intimate imagery can constitute a criminal offence in many jurisdictions.

Whilst specific legal requirements vary by jurisdiction, fundamental principles should guide all organisations developing and using AI content generation systems, including:

  • Implement robust safeguards to prevent the misuse of personal information and generation of non-consensual intimate imagery and other harmful materials, particularly where children are depicted.
  • Ensure meaningful transparency about AI system capabilities, safeguards, acceptable uses and the consequences of misuse.
  • Provide effective and accessible mechanisms for individuals to request the removal of harmful content involving personal information and respond rapidly to such requests.
  • Address specific risks to children through implementing enhanced safeguards and providing clear, age-appropriate information to children, parents, guardians and educators.

Coordinated Response

The harms arising from non-consensual generation of intimate, defamatory, or otherwise harmful content depicting real individuals are significant and call for urgent regulatory attention.

To encourage the development of innovative and privacy-protective AI, the co-signatories of this statement are united in expressing their concern about the potential harms from the misuse of AI content generation systems. The co-signatories aim to share information on their approaches to addressing these concerns that can include enforcement, policy and education, as appropriate and to the extent that such sharing is consistent with applicable laws. This reflects our shared commitment and joint effort in addressing a global risk.

Conclusion

We call on organisations to engage proactively with regulators, implement robust safeguards from the outset, and ensure that technological advancement does not come at the expense of privacy, dignity, safety, and other fundamental rights – particularly for the most vulnerable of our global society.

List of signatories 

  • Information and Data Protection Office of the Republic of Albania
  • Andorran Data Protection Agency, Andorra
  • Agency of Access to Public Information – DPA Argentina
  • Ombudsman’s Office of the Autonomous City of Buenos Aires, Argentina 
  • Office of the Information Commissioner, Queensland, Australia
  • Basque Data Protection Authority, Spain
  • Data Protection Authority, Belgium
  • Office of the Privacy Commissioner of Bermuda
  • National Data Protection Agency, Brazil
  • Commission for Personal Data Protection of the Republic of Bulgaria
  • Commission for Information Technology and Freedoms, Burkina Faso
  • Office of the Privacy Commissioner of Canada
  • Office of the Information and Privacy Commissioner of Alberta, Canada
  • Office of the Information and Privacy Commissioner for British Columbia, Canada
  • Office of the Information and Privacy Commissioner for Newfoundland and Labrador, Canada
  • Commission on Access to Information of Quebec, Canada
  • National Commission of Data Protection, Republic of Cabo Verde
  • Catalan Data Protection Authority, Catalonia (Spain)
  • Superintendence of Industry and Commerce of Colombia
  • Croatian Personal Data Protection Agency
  • Commissioner for Personal Data Protection, Cyprus
  • Superintendence of Personal Data Protection of Ecuador
  • European Data Protection Board
  • European Data Protection Supervisor
  • National Commission for Information Technology and Civil Liberties, France
  • Federal Commissioner for Data Protection and Freedom of Information, Germany
  • Data Protection Commission Ghana
  • Gibraltar Regulatory Authority
  • Office of the Data Protection Authority, Bailiwick of Guernsey
  • Office of the Privacy Commissioner for Personal Data, Hong Kong (SAR), China
  • The Icelandic Data Protection Authority
  • Data Protection Commission, Ireland
  • Isle of Man Information Commissioner
  • Israeli Privacy Protection Authority
  • Italian Data Protection Authority
  • Jersey Office of the Information Commissioner, Bailiwick of Jersey
  • Office of the Data Protection Commissioner, Kenya
  • Information and Privacy Agency, Kosovo
  • Office of the Information and Data Protection Commissioner of Malta
  • Mauritius Data Protection Office
  • Institute for Transparency, Access to Public Information and Personal Data Protection of the State of Mexico and Municipalities, Mexico
  • Institute for Transparency, Access to Public Information and Personal Data Protection of Nuevo León, Mexico
  • Personal Data Protection Unit of the Anti-Corruption and Good Government Secretariat, Mexico
  • Personal Data Protection Authority, Monaco
  • Dutch Data Protection Authority, Netherlands
  • Office of the Privacy Commissioner, New Zealand
  • Nigeria Data Protection Commission
  • Norwegian Data Protection Authority
  • The National Authority for Transparency and Access to Information, Panama
  • National Authority for the Protection of Personal Data, Peru
  • National Privacy Commission, Philippines
  • Personal Data Protection Office, Poland
  • Portuguese Data Protection Supervisory Authority, Portugal
  • Personal Data Protection Commission of the Republic of Singapore
  • Information Commissioner of the Republic of Slovenia
  • Personal Information Protection Commission, Republic of Korea
  • Federal Data Protection and Information Commissioner, Switzerland
  • ADGM Office of Data Protection, Emirate of Abu Dhabi (United Arab Emirates)
  • Dubai International Financial Centre Authority, Emirate of Dubai (United Arab Emirates)
  • UK Information Commissioner’s Office, United Kingdom
  • Regulatory and Control Unit for Personal Data, Uruguay

MIL OSI

LiveNews: https://livenews.co.nz/2026/02/23/joint-statement-on-ai-generated-imagery/

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Anaplan Launches AWS Data Center in Singapore to Enhance Global Reach and Support Local Enterprises

Source: Media Outreach

New location expands company’s global infrastructure, while offering faster data processing, robust security measures and regulatory compliance

SINGAPORE – Media OutReach Newswire – 23 February 2026 – Anaplan, the global leader in AI‑driven scenario planning and analysis, today announced the launch of its new Amazon Web Services data center in Singapore. This strategic expansion is designed to accelerate digital transformation and empower businesses in Southeast Asia with advanced artificial intelligence capabilities for real-time planning and decision-making.

The new data center will significantly enhance Anaplan’s global infrastructure and offer faster data processing, improved security and regulatory compliance. These features are essential for protecting sensitive information and meeting local data sovereignty requirements, which is especially critical for industries such as public sector and financial services.

“The launch of Anaplan on AWS in Singapore represents a strategic milestone and reinforces our shared commitment to customers across Asia-Pacific,” said Carol Potts, general manager for North America ISV sales at AWS.

By leveraging the Anaplan platform, businesses in the region will gain access to leading AI and machine learning technologies, enabling them to:

  • Optimize planning processes: AI-driven insights will help businesses make more informed, data-driven decisions in real-time, streamlining operations and improving efficiency.
  • Enhance data security: The data center ensures that data remains within Singapore, adhering to local regulations.
  • Drive AI innovation: Backed by a reliable and secure infrastructure, companies can scale their operations by embedding cutting-edge AI technology directly into cross-functional planning processes and workflows, empowering teams to move faster, make smarter decisions, and stay ahead of the competition.

“We are delighted to bring the Anaplan platform, including our new suite of role-based AI agents, to Singapore and the broader Southeast Asia region,” said Amit Bagga, managing director, APAC, at Anaplan. “Data sovereignty is a stringent requirement for our clients, and our new location ensures that their data remains within Singapore, adhering to local regulations. Plus, with Anaplan Intelligence, businesses can harness the power of AI to optimize and unify their finance, workforce, sales, and supply chain planning processes, gain deeper insights and make strategic decisions with confidence.”

This regional addition marks another milestone in Anaplan’s $500 million innovation roadmap, aimed at expanding the company’s global reach and supporting local businesses with the latest AI-driven planning and analytics technology. The company has also made other data center expansions in the Asia-Pacific region, including in India, Indonesia, and Australia, further solidifying its commitment to the region.

Hashtag: #Anaplan

The issuer is solely responsible for the content of this announcement.

– Published and distributed with permission of Media-Outreach.com.

LiveNews: https://livenews.co.nz/2026/02/23/anaplan-launches-aws-data-center-in-singapore-to-enhance-global-reach-and-support-local-enterprises/

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Consumer NZ – Support for surcharge ban getting stronger

Source: Consumer NZ

Consumer NZ urges the government to push ahead with a surcharge ban, with research finding almost three in five New Zealanders support a ban on card payment surcharges, and only 15% oppose the proposal.

It’s estimated that excessive card payment surcharges cost New Zealand shoppers approximately $65 million a year. Yet since December 2025, businesses’ costs associated with accepting card payments have reduced, saving businesses an estimated $90 million a year.

“Two-thirds of New Zealanders think that businesses should cover the cost of card payments themselves,” says Jessica Walker, Consumer NZ campaign manager.

Since 2023, Consumer has received over 300 complaints about excessive surcharges. The highest reported surcharge was 25%.

Walker says New Zealanders are frequently being stung by excessive, hidden and unavoidable surcharges.

“Too many businesses are flouting the guidelines which say surcharges should be transparent, avoidable and not excessive.    

“Over a quarter of New Zealanders told us they think they are rarely or never informed of surcharges ahead of payment, and more than four in ten said they’ve paid a surcharge because they couldn’t use a no-fee option.”

According to Consumer, the best way to fix the surcharge mess is an all-out ban.

“A ban would be simple for businesses and would stop consumers from being hit with hidden or excessive surcharges. If a business chooses to pass on additional costs due to the ban, we expect those costs to be minimal.

“Internationally we are seeing a more progressive stance when it comes to surcharging, with Australian regulators signalling they will ban surcharges on debit and credit card payments from mid-2026. In the UK and EU, surcharging is already largely banned. We don’t think it’s fair New Zealand consumers are expected to continue shouldering these costs.”

Consumer says there’s widespread surcharge frustration amongst shoppers and it’s time for the government to fix the surcharge mess.  

Notes

Survey data is from the Consumer NZ Sentiment Tracker; a nationally representative survey of 1,000 New Zealanders aged 18+ conducted 21-29 January 2026 (margin of error ± 3.1% at the 95% confidence level). Respondents were excluded if they had completed the Sentiment Tracker at any point in the previous 12 months.

About Consumer NZ

Consumer NZ is an independent, non-profit organisation dedicated to championing and empowering consumers in Aotearoa. Consumer NZ has a reputation for being fair, impartial and providing comprehensive consumer information and advice.

MIL OSI

LiveNews: https://livenews.co.nz/2026/02/22/consumer-nz-support-for-surcharge-ban-getting-stronger/

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NZ-AU: EIS Approval for Patterson Lake South Project

Source: GlobeNewswire (MIL-NZ-AU)

PERTH, Australia, Feb. 19, 2026 (GLOBE NEWSWIRE) — Paladin Energy Ltd (ASX:PDN, TSX:PDN, OTCQX:PALAF) (Paladin or the Company) announces it has received Ministerial approval for the Company’s Environmental Impact Statement (EIS) under The Environmental Assessment Act (Saskatchewan) for the development of its Patterson Lake South (PLS) Project, located in the Athabasca Basin, Canada.

The Saskatchewan Minister of Environment has formally approved the Company’s EIS for the shallow, high grade PLS Project. The approval follows technical acceptance of the document in June 2025 and an extensive public review period from July to September this year.

The Environmental Assessment approval is an important regulatory milestone for the PLS Project and a prerequisite for permits and licences issued by provincial and federal authorities leading to construction and operation.

Paladin continues to work closely with the Canadian Nuclear Safety Commission (CNSC) to progress the PLS Project within its licensing process at the federal level. Paladin is advancing the technical detail needed to support the application for a construction licence submitted to the CNSC.

Saskatchewan Premier Scott Moe said: “We welcome the continuing focus by Paladin in progressing the development of the PLS Project in a sustainable and safe way to benefit the people and communities of Saskatchewan. Our province continues to be a leader in all aspects of uranium production and the Environmental Approval will assist this project to move forward and further enhance our world-class energy sector.”

“The Patterson Lake South (PLS) Project supports the province’s Growth Plan and Saskatchewan’s role as an energy supplier. I am pleased to see this project moving forward with strong environmental safeguards” Minister of Environment Darlene Rowden said. “The environmental and sustainability aspects of the PLS Project have been subject to our robust Environmental Assessment process including scrutiny of our review panel of subject matter experts and having undergone considerable public and indigenous consultation. I commend Paladin on its approach to the approval process and congratulate their team on achieving this important milestone in their development.” 

Paladin Managing Director and Chief Executive Officer, Paul Hemburrow said: “Paladin is delighted that the Minister, the Saskatchewan Government and its environmental regulatory agency have formally recognised that our approach to delivering a sustainable and safe development at the PLS Project is both environmentally and socially appropriate and achievable. The PLS Project is an economically and strategically important development within Canada and we will continue to progress the construction licencing process with the CNSC.”

This announcement has been authorised for release by the Board of Directors of Paladin Energy Ltd.

– Published by The MIL Network

LiveNews: https://livenews.co.nz/2026/02/20/nz-au-eis-approval-for-patterson-lake-south-project/

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Higher KiwiSaver contributions may mean lower pay rises

Source: Radio New Zealand

RNZ

You might be going to get a bigger contribution to your KiwiSaver this year – but will it be at the expense of your pay rise?

The first step in the increase in KiwiSaver contribution rates takes effect on April 1, for people who do not opt out.

The default rate rises to 3.5 percent from both employer and employee – so many employers will be contributing an amount equal to an additional 0.5 percent of their wage bill from that date.

This only applies for employers who have structured KiwiSaver contributions in the traditional way, where an employee contribution is matched by an employer contribution on top of their pay. People who are paid by total remuneration will have to cover the full increase themselves.

When the change was announced, Treasury said it expected 80 percent of the employer cost to be met by lower than expected pay rises.

Kelly Eckhold, chief economist at Westpac, said it was likely that all else being equal, pay rises this year would be lower.

“In the end, employers will pay a total level of remuneration in line with prevailing supply and demand trends in the market. Changing the allocation of what employees do with that remuneration is not likely to change that assessment. Having said this it will be impossible to know the counterfactual as we can only observe what employees are paid as opposed to what they might have been paid.”

Catherine Beard, director for advocacy at Business NZ, said businesses had to consider the total cost of employing someone.

“ACC charges, potentially fringe benefit tax, you’re going to have training costs, you might have uniforms… as someone who is hiring you think about what is the total cost to me and my business. So over time, any cost of employment does end up being factored into how much it costs to hire someone… superannuation KiwiSaver will be part of it.”

Apparel sector retailers example of hard times

Carolyn Young, chief executive of Retail NZ, said it was still a tough environment for retailers.

“Consider a retailer in maybe the apparel sector. They’ve been heavily hit over the last 12 months.

“Last year apparel monthly sales were down 5 percent in January, 9.1 percent in February, down 8.5 percent in March, down 7.8 percent in April, down 4.4 percent in May, down 1 percent in June… the whole year was really tough.

“They’re really running by the skin of their teeth – there’s no fat in the business… we do know that increasing KiwiSaver … is a place where as a country we need to head.

“The real difficulty is, it’s so challenging right now for retail to navigate increasing costs.”

She said until the economy clearly improved, the contribution increase was likely to mean smaller pay rises.

“It’s definitely a tricky time and definitely a space where employers will have to navigate their budgets really carefully around how they can recognise and reward staff alongside other increases that have been put in place.”

Craig Renney, who is Council of Trade Unions chief economist and policy director and also a Labour candidate in the upcoming election, said it was likely to mean that more low-income people opted out of KiwiSaver. “If you’re struggling with the cost of living, 1 percent on your salary is quite a lot.”

He said a better solution would be an Australia-style system where it was up to the employer to cover the cost of superannuation savings and employees who did not take it up missed out, rather than receiving it in their pay packets.

Meanwhile, a survey by ANZ showed a third of KiwiSaver members intended to stick with the new 3.5 percent default rate when it took effect. Another 21 percent would contirbute more if their employer matched it.

Only 10 percent intended to request a temporary reduction.

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– Published by EveningReport.nz and AsiaPacificReport.nz, see: MIL OSI in partnership with Radio New Zealand

LiveNews: https://livenews.co.nz/2026/02/20/higher-kiwisaver-contributions-may-mean-lower-pay-rises/

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Liam Lawson completes Formula 1 preparation with top 10 finish

Source: Radio New Zealand

New Zealand F1 driver Liam Lawson. ERIC ALONSO / AFP

New Zealand driver Liam Lawson has completed his official testing ahead of the new Formula 1 season.

Lawson spent the first few hours of his final Bahrain pre-season test in the garage before his Racing Bulls team was able to get their new 2026 car out on the track.

He then managed to get through 106 laps, the fourth most of the day.

The 24-year-old was 10th fastest, 1.7 seconds behind the quickest, Kimi Antonelli in a Mercedes.

In last week’s first testing session, Lawson [https://www.rnz.co.nz/news/sport/586732/issues-for-liam-lawson-at-f1-testing-something-i-haven-t-mastered-yet admitted to some struggles in the new specification car, but this week did say that he was more comfortable and happy with the progress they were making.

The McLaren of Oscar Piastri was second quickest, followed by Max Verstappen, who got through the most laps today with 139.

New Zealand F1 driver Liam Lawson during testing in Bahrain, 2026. ALBERTO VIMERCATI / AFP

Lawson’s team-mate Arvid Lindblad will have use of the car on the third and final day of testing in Bahrain.

Aston Martin and new team Cadillac struggled with pace today.

There are significant changes in 2026 with the cars smaller and lighter and no longer running DRS, while half of their power is now electrically generated.

The first round of the 2026 championships is in Australia on 8 March.

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– Published by EveningReport.nz and AsiaPacificReport.nz, see: MIL OSI in partnership with Radio New Zealand

LiveNews: https://livenews.co.nz/2026/02/20/liam-lawson-completes-formula-1-preparation-with-top-10-finish/

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More than half of police force considering quitting – union survey

Source: Radio New Zealand

A Police Association survey of almost 6000 officers put the quit figure at 57 percent.

Police bosses say a survey showing almost 60 percent of officers have considered quitting in the last year is not a pressure point that can be used in pay negotiations.

A Police Association survey of almost 6000 officers put the quit figure at 57 percent and said big factors were insufficient pay and strain on the job.

But police headquarters said attrition was running at a low 4.5-5 percent, frontline numbers had just hit an all-time high and they had some officers rejoining having earlier been lured to Australia.

“I understand the job of our frontline teams is as dynamic and complex as it is, that gives our people pause for thought on certain days,” said chief people officer Leigh MacDonald.

“But … we don’t necessarily see it as a result of them leaving the organisation.”

Asked if the 57 percent figure was worrying, he said, “Yeah, absolutely.

“Their results are consistent with our own feedback … It is something that we’ve been focused on for quite some time, particularly the context of, you know, the wellness and looking after our frontline people.”

The survey that heard from 5800 officers was a regular one done heading into pay negotiations, but MacDonald did not think it was a point of pressure the association could use.

However, the association’s president Steve Watt said its members were saying “they’re under-appreciated, they’re under-supported, they’re over-stretched, they’re underpaid”.

“It’s disappointing to hear the police refer to attrition being at 4.5 percent. We agree with that attrition rate. However, what we’re concerned about is why there are so many officers that are considering leaving the job,” Watt told RNZ.

“This shouldn’t be ignored. It needs to be listened to and understood, and then actions put in place to try and turn that tide around.”

Police Association president Steve Watt. RNZ/ Phil Pennington

The association online newsletter said just over 57 percent of respondents said understaffing had affected them over the past year, around “operational capacity strain, continued staffing gaps, stressful workloads and diminished quality of service”.

Watt said in the newsletter that police had spent more than twice as much on recruitment marketing last year as the previous year but that could not solve the problems, such as of the Far North having to keep on tapping Whangārei to plug chronic staffing gaps.

But MacDonald said, “Actually, we’ve done very, very well in our recruitment.”

The frontline hit a record 10,496 when new graduates went on the beat this month, and would add another 300 later in the year. Police had been told by the government to hit 10,700 by November last year but undershot.

MacDonald said the Police Commissioner was investing heavily on improving staff welfare. The volume of people accessing tools and wellness advisors was stable, he added.

Police trusted the pay bargaining process, he said.

Sign up for Ngā Pitopito Kōrero, a daily newsletter curated by our editors and delivered straight to your inbox every weekday.

– Published by EveningReport.nz and AsiaPacificReport.nz, see: MIL OSI in partnership with Radio New Zealand

LiveNews: https://livenews.co.nz/2026/02/20/more-than-half-of-police-force-considering-quitting-union-survey/

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Health – The Royal Australasian College of Surgeons (RACS) recognises that a 4.4% increase in private health insurance premiums will place additional pressure on Australian families

Source: Royal Australasian College of Surgeons (RACS)

Australians are paying more for cover. But the funding flowing to patient care is not keeping pace with the real cost of delivering surgery.

Over the past three years, more than 400,000 Australians have downgraded from top-tier (“gold”) hospital cover to lower levels of insurance. Many policies now come with exclusions, meaning patients discover they are not fully covered when they need treatment.

“Bronze”, “silver” and “gold” labels hide huge differences in exclusions, excesses and clinical coverage, meaning two people on the same tier can face wildly different bills. Australians need real transparency and standardisation so consumers can compare value and know what they’re actually paying for before they need surgery.

At the same time, insurers are returning a smaller share of premiums directly to care than in previous years. Industry data shows benefits paid as a proportion of premiums are sitting in the mid-80% range – down from around 88% historically.

RACS welcomes legislation introduced this week that would ban “product phoenixing” – a practice used by some private health insurers to rebrand or replace policies in ways that drive up premiums without delivering additional value to consumers. But wider reform is needed.

RACS believes Australians deserve stronger guarantees that the vast majority of every premium dollar goes to patient care.

Surgeons are also dealing with a system where:

Medicare rebates have not kept pace with inflation for decades.
private health insurers pay different benefit amounts for the same procedure, sometimes differing by hundreds of dollars. Surgeons are forced to work across dozens of varying fee schedules to reduce patient gaps.
no-gap payments have failed to keep up with rising healthcare costs for decades.

When Medicare and private insurance benefits fall behind the real cost of operating theatres, staff, equipment and compliance, the shortfall does not vanish. It is either absorbed by hospitals and doctors or passed on to patients. This funding gap is the key driver behind rising out-of-pocket costs. RACS recognises the need to improve the affordability of specialist care. At the same time, we understand many surgeons are already prioritising their patients’ needs at personal financial cost and are struggling to keep up.

Fee reform is a two-way street

If government expects fee restraint, then Medicare must be properly indexed and insurers must ensure a higher proportion of premiums go directly to clinical care. RACS supports a minimum 90% payout ratio so Australians can be confident their premiums are funding treatment, not overhead.

Transparency measures such as the Australian Government’s mandatory Medical Costs Finder system can help patients understand fees. But transparency alone will not fix an underfunded system.

Private healthcare plays a critical role in keeping pressure off the public hospital system. If private surgery becomes financially unsustainable, waiting lists in the public sector will inevitably grow.

Australia delivers strong surgical outcomes by international standards. That system has been built on high standards and a functioning public–private balance. Rising premiums must translate into real value for patients – not reduced coverage and higher out-of-pocket costs.

RACS stands ready to work with government and insurers to modernise Medicare, improve consistency in insurer payments, and ensure patients are not left carrying the burden of a funding model that no longer reflects the real cost of safe surgical care.

MIL OSI

LiveNews: https://livenews.co.nz/2026/02/19/health-the-royal-australasian-college-of-surgeons-racs-recognises-that-a-4-4-increase-in-private-health-insurance-premiums-will-place-additional-pressure-on-australian-families/

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Strategic hiring, rising pay pressures and a borderless workforce

Source: Robert Walters

Robert Walters identifies New Zealand’s key labour and salary trends for 2026

Auckland, New Zealand, 19th Feb 2026 - 2026 will be a year of strategic hiring, increased pressure on salaries, and rising workforce mobility across New Zealand, according to new research from global talent solutions partner Robert Walters. 

The findings come from its latest Salary Guide, which surveyed over 2,300 white-collar New Zealand professionals across 12 different industries.  

Shay Peters, CEO, Robert Walters Australia & New Zealand: ”The New Zealand labour market is showing a renewed sense of optimism, but caution remains. Businesses are hiring again, skills shortages persist, and employees are carefully weighing where they work, what they earn, and whether to relocate. This combination is reshaping the workforce: organisations face pressure to attract and retain talent, address capability gaps, and balance pay with cost-of-living concerns, while employees are increasingly strategic about career moves and mobility. How companies respond now will have a direct impact on productivity, growth, and their ability to secure and retain the talent they need for success in the future.” 

Key labour market trends 

Hiring rebounds, but jobseekers remain cautious after 2025 turmoil

Market confidence is gradual but strengthening, with 76% of New Zealand businesses planning to hire in 2026, up from 66% in 2025. 

Hiring demand varies regionally. Canterbury leads hiring intent at 78%, followed by Auckland (75%) and Wellington (72%). 

Despite this uplift in business confidence, employee mobility has cooled. 53% of New Zealand professionals are considering a role change this year, down from 63% in 2025, suggesting a more cautious workforce. 

Shay comments: ”Hiring intent has increased since last year, signalling that businesses are ready to move forward. However, employees are taking a more considered approach. From conversations we’ve been having with job seekers, we know the unstable condition of the 2025 labour market is making people concerned about job prospects in 2026. Economic uncertainty over the past year has made many professionals very risk-aware. The labour market is gradually rebalancing, rather than surging.” 

Rising relocation trends are creating a borderless workforce

Mobility remains a defining feature of the New Zealand workforce. 58% of professionals are open to relocating for work. 

Interest varies regionally. In Auckland, 64% would consider relocating, compared with 53% in Wellington and 51% in Canterbury. 

Australia is the most attractive destination, with 65% naming it as their top choice. Domestically, 54% would consider relocating within New Zealand. Internationally, 23% would consider moving to the UK and 21% to Europe. 

The primary drivers of relocation are higher salaries (71%), better job opportunities (65%), lifestyle changes (53%), and cost of living (38%). 

Interest in Australians relocating to New Zealand has increased this year to 17% (up from 2% in 2025). 

Shay comments: ”The strength of interest in Australia underscores how interconnected the two labour markets have become. For many professionals, relocation is no longer aspirational, it is a strategic financial and career decision. 

New Zealand employers must recognise that they are competing not just locally, but internationally. Organisations that create compelling career pathways, competitive remuneration and flexible work models will be better positioned to retain talent in an increasingly borderless market.” 

Salary growth remains modest as cost-of-living pressures persist

In 2025, 57% of New Zealand professionals received a pay rise, although most increases fell within the modest 2.5%-5% range, limiting their real impact. 

67% of New Zealand businesses intend to offer salary increases in 2026, while 56% of professionals expect one. 

42% of employees feel underpaid, but 83% of employers believe salaries are keeping pace with the cost of living, highlighting a perception gap. 

Salary dissatisfaction varies regionally. In Canterbury, 46% of professionals do not believe their salary matches the cost of living. In Auckland this stands at 42%, and in Wellington 39%. 

Shay comments: ”As businesses come out of last year’s restructures, organisations have an opportunity to reassess remuneration. Where salary increases are not feasible, employers must focus on career progression, flexibility, and skills development. It’s no secret the movement of New Zealand talent to Australia is well underway. Dissatisfaction around pay is a high retention risk, especially as overseas markets actively target New Zealand talent.” 

Skills shortages squeeze productivity across key sectors

Skills shortages remain critical, with 81% of New Zealand employers experiencing gaps over the past year. 

Regional pressure varies, with 52% of Auckland employers reporting shortages, followed by Wellington (49%) and Canterbury (39%). 

The most acute gaps are in industry-specific expertise (52%), digital and technology capability (37%), and leadership skills (31%) - these areas closely linked to productivity and organisational performance. 

Hiring challenges are compounded by unsuitable applicants (62%) and a lack of formal qualifications (53%). 

 Shay comments: ”Skills shortages are a severe productivity issue. When capability gaps persist, delivery slows and growth opportunities are missed. 

New Zealand organisations must take a long-term view, investing in leadership development, digital capability, and structured workforce planning. Skills gaps directly impact productivity and growth, and with more talent continuing to move to Australia, this challenge will intensify unless decisive action is taken now. Waiting for the market to correct itself is no longer a viable strategy in a competitive global talent landscape.” 

AI adoption accelerates, but concerns remain

AI integration is gaining momentum. 86% of New Zealand businesses are actively promoting AI, and 70% of employers say AI skills are important. 

Adoption at employee level is already high, with 69% using AI in their roles. However, 51% express concern about AI’s future impact on their job.

Shay comments: ”New Zealand businesses are embracing AI at pace, but adoption must be matched with transparency and training. The fact that over half of employees are concerned about AI’s future impact highlights the importance of clear communication and structured upskilling. 

At the speed AI is developing, it’s critical that soft skills like leadership, collaboration, and problem-solving are not lost but actively encouraged alongside new technology. 

Done right, AI can increase efficiency, boost productivity, and complement human talent, supporting the goals outlined in New Zealand’s 2025 AI Strategy for a productive, future-ready workforce.” 

About the Salary Guide: The Robert Walters 2026 Salary Guide provides a comprehensive overview of hiring intentions, salary trends, skills shortages, and workforce mobility across New Zealand. With insights from over 2,300 respondents, the guide highlights how businesses and employees are navigating an evolving labour market shaped by cost-of-living pressures, technological adoption, and mobility opportunities.

About Robert Walters:  

With more than 3,100 people in 30 countries, Robert Walters delivers recruitment consultancy, staffing, recruitment process outsourcing and managed services across the globe. From traditional recruitment and staffing to end-to-end talent management, our consultants are experts at matching highly skilled people to permanent, contract and interim roles across all professional disciplines. 

MIL OSI

LiveNews: https://livenews.co.nz/2026/02/19/strategic-hiring-rising-pay-pressures-and-a-borderless-workforce/

Posted on

Tourists through new pathway triple in two months

Source: New Zealand Government

A new travel option that enables eligible Chinese and Pacific visitors to cross the ditch to New Zealand visa free is bringing in a considerable boost in tourism and revenue, Immigration Minister Erica Stanford and Tourism and Hospitality Minister Louise Upston say.

“In December, we announced that 13,000 Chinese and Pacific travellers had already visited, with 24,000 total requests approved. After two months, that number has now almost tripled to 36,800 visits, along with 54,000 requests approved,” Ms Stanford says.

“With average visitor spend at $5,800 for Chinese visitors, according to the International Visitor Survey, that amounts to an estimated economic injection of $210 million for Kiwi businesses from those who have visited, with Chinese visitors making up around 36,200 of visits through the new pathway.

“We are committed to supporting Kiwis businesses to thrive, and these results, which boost our wider tourism sector. Tourism is our second largest export and it is fantastic to see results which boost our wider tourism sector.” 

“Everybody wants the chance to visit and experience New Zealand, and through our change to allow more people to visit through visa-free travel from Australia, it appears to be a no-brainer.”

Ms Stanford says the change that was introduced was a deciding factor in people visiting New Zealand – 85 percent of Chinese travellers and 82 percent of Pacific travellers surveyed said they travelled here specifically because of the new NZeTA option.

Ms Upston says this is already bringing in a sizeable boost in revenue across the country, and in particular our key tourism regions.

“Visitor spending is going directly into local businesses. That includes shops, eateries, accommodation, and tour operators – and this is spending which may not have come into New Zealand prior to the change. This is all part of our Government’s plan to fix the basics and build the future. 

“The South Island remains extremely popular, with 67 percent of Chinese and Pacific visitors arriving at an international airport in the South Island to start their travels.

“The travel changes we’ve made are reflective of this Government’s stance – we back Kiwi businesses and we back our regions. We are relentlessly focused on making smart, commonsense, and sometimes simple changes, which bring big value for New Zealanders.”

Notes to editor:

Since November, eligible Chinese and Pacific Island Forum passport holders travelling to New Zealand from Australia no longer need to obtain a Visitor Visa . Instead, they can apply for a New Zealand electronic Travel Authority (NZeTA) as part of a 12-month trial. 

Instead of spending $441 and waiting an average of 4 days, individuals from China travelling via Australia can pay as little as $117 and have their application for an NZeTA processed in 24 hours. Individuals from the Pacific can pay as low as $17 instead of spending $216 and waiting an average 6 days for a visitor visa.

MIL OSI

LiveNews: https://livenews.co.nz/2026/02/19/tourists-through-new-pathway-triple-in-two-months/

Posted on

New Zealand Climate Change Ambassador appointed

Source: New Zealand Government

Climate Change Minister Simon Watts has announced the appointment of Stuart Calman as New Zealand’s Climate Change Ambassador.

“I am pleased to welcome Stuart to this role, given his expertise in foreign policy, trade and development, along with strong climate policy experience,” Mr Watts says.

“Stuart brings an excellent understanding of opportunities for enhanced cooperation with the Pacific and Southeast Asia. A particular focus in 2026 will be supporting Australia in its role as chair of the UN Climate COP31 negotiations, in partnership with the Pacific. Stuart’s expertise will be beneficial in supporting New Zealand’s economic, trade, and climate goals.”

Mr Calman is a senior diplomat who served as New Zealand’s Ambassador to the Association of Southeast Asian Nations (ASEAN) based in Jakarta from 2022-24. He has held leadership roles in the Ministry of Foreign Affairs and Trade with a focus on energy, climate resilience and sustainable economic development in the Pacific and Southeast Asia. Prior to joining the Ministry in 2013, Mr Calman held management roles in the Ministry for the Environment and the Ministry of Economic Development, responsible for climate change, energy and environmental policy.

Mr Calman studied Business, Economics and Development at Massey University and his whakapapa includes Ngāti Toa, Raukawa ki te Tonga and Kāi Tahu. He will take up his new, Wellington-based role effective immediately, replacing Stuart Horne who has taken up the role of New Zealand Consul-General in Honolulu. 

Mr Calman’s appointment as Climate Change Ambassador starts on Monday 16 February 2026.

MIL OSI

LiveNews: https://livenews.co.nz/2026/02/18/new-zealand-climate-change-ambassador-appointed/

Posted on

CRL to lift tourism and major events in Auckland

Source: Auckland Council

Auckland competes in a highly dynamic global market for tourists and major events. The City Rail Link (CRL) is tipped to give the city a new edge in both arenas. 

Annie Dundas, Director Destination for Tātaki Auckland Unlimited, says greater ease of access enabled by the CRL will support the agency’s aims.

“CRL will help elevate all our goals. We work hard to secure a strong pipeline of major and business events. In the last financial year, the events we supported in Auckland delivered more than $89 million in GDP – they are crucial for our success as a region and a country,” she says.

We sat down with Annie Dundas and asked her more about how she thinks the City Rail Link will enhance Auckland’s tourism and events sectors when the new rail system opens in the second half of 2026.

This is part of an occasional Q&A series with urban and economic development leads within the Auckland Council group, looking ahead at the region-wide benefits of the City Rail Link for multiple sectors.

Our Q&A with Annie Dundas:

Q. What is the role of Tātaki Auckland Unlimited?

We are Auckland Council’s cultural, events and destination agency. We attract visitors to the region, invest in major and business events and deliver cultural events such as Pasifika Festival and BNZ Auckland Lantern Festival.

We champion Tāmaki Makaurau Auckland’s global reputation and strive to make it a vibrant place to live and visit. We own and operate venues and cultural institutions including Auckland Zoo, Auckland Art Gallery Toi o Tāmaki, Aotea Centre, New Zealand Maritime Museum Hui Te Ananui a Tangaroa, The Civic, Western Springs Stadium, North Harbour Stadium and Go Media Stadium.  

We also attract performing arts to the city through New Zealand’s largest performing arts organisation Auckland Live, and put on free Auckland Council Events in public spaces for all to enjoy.

Q. How will the CRL help visitors to our region experience it better?

Getting people around more swiftly will be a game-changer. The CRL is not just about new stops in the city, it enables better train services across Auckland by linking up the network and unlocking space for more trains to travel more often. It will provide visitors an easier way to experience more of our region – if they’re in downtown Auckland or arriving on a cruise ship, they’ll be able to hit Karangahape Road or an event at Go Media Stadium much more easily. If they’re staying further away, they can get to the waterfront, which we know is a major drawcard for visitors, much more easily.

This ease of travel will be especially valuable for visitors here for business events. Usually they’ll stay longer than three or four days, and are likely to attend a conference at say, the new NZICC or Aotea Centre. The new Te Waihorotiu Station will be right on those venues’ doorsteps – this will make us an even more business event friendly city. There will be frequent services, meaning no long waits for the next train. It will be a true international experience. It positions our reputation very well internationally.

CRL stations and surrounding areas also incorporate beautiful Māori design – it’s important to represent our unique culture in this way and we know visitors value this. 

Recently re-opened glasshouse entrance to Waitematā Station.

Q. How about locals – will it make coming into the city for events easier?

It will take away parking stress and cost for a much wider group of people and make it easier for them to get to events and shows. If you live in Maungawhau (Mt Eden) for example, you’ll be able to get to Waitematā Station in less than 10 minutes, then Spark Arena is right there. If you live in Henderson, you’ll be able to get to Te Waihorotiu Station in 35 minutes, 24 minutes quicker than the current public transport. That station is very close to The Civic, Basement Theatre, Q Theatre, Auckland Town Hall and Aotea Centre – so suddenly getting to that concert or a free festival in Aotea Square becomes a lot more attractive. From Glen Innes in the east, you’ll be able to get to Te Waihorotiu Station in 15 minutes, 10 minutes quicker. So we are really excited about the barriers it will reduce and cultural participation it will encourage for all Aucklanders.  

Q. What about major events in Auckland with crowds of more than 10,000 people?

For major events coming up including the British & Irish Lions Women’s Series in 2027, Cricket World Cup in 2028, and men’s Lions tour in 2029, the CRL will be amazing. Fans flowing in and out of Eden Park will be able to hop down to Waitematā Station at the waterfront in just 13 minutes. That will make it easier to enjoy bars and restaurants before and after matches and give huge crowds multiple hospitality options. There will also be a single train ride from the east to Eden Park on the new network, which will make it easier for families in the eastern suburbs to go along.

At Go Media Stadium in Penrose where Ed Sheeran just performed, access will be easier with a single train ride from the west to the stadium on the new network.

We’ve just brought in a wayfinding map at Go Media Stadium that links through to public transport and gives information about the nearby Penrose train station that will connect to the new CRL stations. We’ll be able to integrate it with our existing tools and strategies to reduce barriers to attendance.

Q. What if people want to go out or stay out after work for a cocktail or to see a live band – will the CRL help?

Yes. Part of our work at Tātaki Auckland Unlimited is to encourage a humming night-time economy. More frequent trains until about midnight from Sunday to Thursday, and between 1am and 2am on Fridays and Saturdays, will make it easier to go out or stay out later for a larger group of people.

There will also be a single train ride from the south to the famous night-time precinct of Karangahape Road. No more switching between trains and buses on the way. Fewer people will need to bring a car into town just so they can stay out at night after work. So definitely – the CRL is an important piece of the puzzle to help us elevate Auckland nightlife.

Q. How important is transport connectivity for what Tātaki Auckland Unlimited is tasked with achieving?

Ease of access, which the CRL will improve, will help us achieve our goals. We work relentlessly to secure a strong pipeline of major and business events in a hugely competitive global market. 

We also push hard to attract screen production and boost visitor numbers from key markets including Australia, North American and Asia and run world-class attractions including Auckland Art Gallery and Auckland Zoo – in all these areas, ease of access and movement is vital. Visitors know about our scenery – but we need to offer more.

Having a truly international city where it’s easy to get around is a crucial part of the ecosystem of drawcards we offer to make Tāmaki Makaurau an amazing place to live, work and visit.

Viaduct Harbour. Photo credit: AucklandNZ.

Read more about the benefits of CRL in earlier Q&A on OurAuckland.

Learn how the new network is expected to lift Auckland’s international standing with Barry Potter; support the region’s productivity with Gary Blick; and provide everyday benefits for Aucklanders and visitors across the region with George Weeks.  

City Rail Link information brochures are available in eight languages on the Auckland Transport website.

MIL OSI

LiveNews: https://livenews.co.nz/2026/02/18/crl-to-lift-tourism-and-major-events-in-auckland/

Posted on

Employment Research – Strategic hiring, rising pay pressures and a borderless workforce – Robert Walters

Source: Robert Walters

Robert Walters identifies New Zealand’s key labour and salary trends for 2026

Auckland, New Zealand, 18th Feb 2026 - 2026 will be a year of strategic hiring, increased pressure on salaries, and rising workforce mobility across New Zealand, according to new research from global talent solutions partner Robert Walters.  

The findings come from its latest Salary Guide, launching today, which surveyed over 2,300 white-collar New Zealand professionals across 12 different industries.  

Shay Peters, CEO, Robert Walters Australia & New Zealand: ”The New Zealand labour market is showing a renewed sense of optimism, but caution remains. Businesses are hiring again, skills shortages persist, and employees are carefully weighing where they work, what they earn, and whether to relocate. This combination is reshaping the workforce: organisations face pressure to attract and retain talent, address capability gaps, and balance pay with cost-of-living concerns, while employees are increasingly strategic about career moves and mobility. How companies respond now will have a direct impact on productivity, growth, and their ability to secure and retain the talent they need for success in the future.” 

Key labour market trends  

Hiring rebounds, but jobseekers remain cautious after 2025 turmoil

Market confidence is gradual but strengthening, with 76% of New Zealand businesses planning to hire in 2026, up from 66% in 2025. 

Hiring demand varies regionally. Canterbury leads hiring intent at 78%, followed by Auckland (75%) and Wellington (72%). 

Despite this uplift in business confidence, employee mobility has cooled. 53% of New Zealand professionals are considering a role change this year, down from 63% in 2025, suggesting a more cautious workforce. 

Shay comments: ”Hiring intent has increased since last year, signalling that businesses are ready to move forward. However, employees are taking a more considered approach. From conversations we’ve been having with job seekers, we know the unstable condition of the 2025 labour market is making people concerned about job prospects in 2026. Economic uncertainty over the past year has made many professionals very risk-aware. The labour market is gradually rebalancing, rather than surging.” 

Salary growth remains modest as cost-of-living pressures persist

In 2025, 57% of New Zealand professionals received a pay rise, although most increases fell within the modest 2.5%-5% range, limiting their real impact. 

67% of New Zealand businesses intend to offer salary increases in 2026, while 56% of professionals expect one. 

42% of employees feel underpaid, but 83% of employers believe salaries are keeping pace with the cost of living, highlighting a perception gap. 

Salary dissatisfaction varies regionally. In Canterbury, 46% of professionals do not believe their salary matches the cost of living. In Auckland this stands at 42%, and in Wellington 39%. 

Shay comments: ”As businesses come out of last year’s restructures, organisations have an opportunity to reassess remuneration. Where salary increases are not feasible, employers must focus on career progression, flexibility, and skills development. It’s no secret the movement of New Zealand talent to Australia is well underway. Dissatisfaction around pay is a high retention risk, especially as overseas markets actively target New Zealand talent.” 

Skills shortages squeeze productivity across key sectors

Skills shortages remain critical, with 81% of New Zealand employers experiencing gaps over the past year. 

Regional pressure varies, with 52% of Auckland employers reporting shortages, followed by Wellington (49%) and Canterbury (39%). 

The most acute gaps are in industry-specific expertise (52%), digital and technology capability (37%), and leadership skills (31%) - these areas closely linked to productivity and organisational performance. 

Hiring challenges are compounded by unsuitable applicants (62%) and a lack of formal qualifications (53%). 

 Shay comments: ”Skills shortages are a severe productivity issue. When capability gaps persist, delivery slows and growth opportunities are missed. 

New Zealand organisations must take a long-term view, investing in leadership development, digital capability, and structured workforce planning. Skills gaps directly impact productivity and growth, and with more talent continuing to move to Australia, this challenge will intensify unless decisive action is taken now. Waiting for the market to correct itself is no longer a viable strategy in a competitive global talent landscape.” 

AI adoption accelerates, but concerns remain

AI integration is gaining momentum. 86% of New Zealand businesses are actively promoting AI, and 70% of employers say AI skills are important. 

Adoption at employee level is already high, with 69% using AI in their roles. However, 51% express concern about AI’s future impact on their job.

Shay comments: ”New Zealand businesses are embracing AI at pace, but adoption must be matched with transparency and training. The fact that over half of employees are concerned about AI’s future impact highlights the importance of clear communication and structured upskilling. 

At the speed AI is developing, it’s critical that soft skills like leadership, collaboration, and problem-solving are not lost but actively encouraged alongside new technology. 

Done right, AI can increase efficiency, boost productivity, and complement human talent, supporting the goals outlined in New Zealand’s 2025 AI Strategy for a productive, future-ready workforce.” 

Rising relocation trends are creating a borderless workforce

Mobility remains a defining feature of the New Zealand workforce. 58% of professionals are open to relocating for work. 

Interest varies regionally. In Auckland, 64% would consider relocating, compared with 53% in Wellington and 51% in Canterbury. 

Australia is the most attractive destination, with 65% naming it as their top choice. Domestically, 54% would consider relocating within New Zealand. Internationally, 23% would consider moving to the UK and 21% to Europe. 

The primary drivers of relocation are higher salaries (71%), better job opportunities (65%), lifestyle changes (53%), and cost of living (38%). 

Interest in Australians relocating to New Zealand has increased this year to 17% (up from 2% in 2025). 

Shay comments: ”The strength of interest in Australia underscores how interconnected the two labour markets have become. For many professionals, relocation is no longer aspirational, it is a strategic financial and career decision. 

New Zealand employers must recognise that they are competing not just locally, but internationally. Organisations that create compelling career pathways, competitive remuneration and flexible work models will be better positioned to retain talent in an increasingly borderless market.” 

About the Salary Guide: The Robert Walters 2026 Salary Guide provides a comprehensive overview of hiring intentions, salary trends, skills shortages, and workforce mobility across New Zealand. With insights from over 2,300 respondents, the guide highlights how businesses and employees are navigating an evolving labour market shaped by cost-of-living pressures, technological adoption, and mobility opportunities.

About Robert Walters:  

With more than 3,100 people in 30 countries, Robert Walters delivers recruitment consultancy, staffing, recruitment process outsourcing and managed services across the globe. From traditional recruitment and staffing to end-to-end talent management, our consultants are experts at matching highly skilled people to permanent, contract and interim roles across all professional disciplines. 

MIL OSI

LiveNews: https://livenews.co.nz/2026/02/18/employment-research-strategic-hiring-rising-pay-pressures-and-a-borderless-workforce-robert-walters/