Why It’s Now a Must Have, Not a Nice to Have
Over the past few years, the way New Zealanders work has changed dramatically. What started as a short-term pandemic response has evolved into a long-term shift, with flexibility and hybrid work now becoming permanent expectations rather than perks.
According to HRNZ, more than 70 percent of New Zealand employers have now adopted some form of flexible or remote working policy, and around four in five businesses offer flexible start and finish times. Whether you run a team of ten or a company of hundreds, flexibility has become one of the biggest drivers of attraction and retention in today’s market.
What Employees Are Looking For
Employees want trust, balance, and autonomy. For many, the ability to work from home a few days a week or adjust hours around family commitments is just as valuable as a pay rise. Flexibility signals that an employer cares about outcomes, not just time at the desk.
This is especially true in the current talent market, where skills are in short supply and competition for good people is fierce. When candidates compare job offers, flexible working conditions can easily tip the scales.
The Employer Perspective
Many employers worry that hybrid arrangements might impact productivity, collaboration, or culture. The reality is, with the right structure, flexible work can actually enhance performance.
Successful organisations are:
Setting clear expectations around communication and availability.
Equipping managers with the tools and confidence to lead hybrid teams.
Focusing on outcomes, not activity.
Investing in digital systems that support connection and visibility.
When done well, hybrid work can boost engagement, lower turnover, and improve business resilience, all without compromising accountability.
The Policy Gap
One of the biggest risks we see at proHR is the lack of formal policy. Many businesses have unwritten arrangements that depend on individual managers. That can lead to inconsistency and frustration when expectations aren’t clear.
A clear, written flexible working or hybrid work policy sets out:
Who is eligible and under what conditions
How requests will be considered
Equipment and health & safety responsibilities for remote workers
Communication expectations (availability, meetings, responsiveness)
How performance will be measured
Having this in place ensures consistency, fairness, and compliance with the Employment Relations Act, which already provides employees the legal right to request flexible work.
Where to From Here
Flexibility is no longer a trend, it’s part of how New Zealand works. Employers who embrace it thoughtfully will stand out as progressive, people-first, and future-ready.
If your business hasn’t reviewed its flexible working practices recently, now’s the time. Clear policies and practical guidance can make the difference between flexibility being a benefit or a headache.
At proHR, we help employers design hybrid work arrangements and policies that balance business needs with employee wellbeing. Get in touch if you need help creating or reviewing your flexible working policy.
