A move across the ditch – with its promise of sun, sea, higher salaries, better superannuation, and the lifestyle that goes with all of that – has been a long-standing migration pattern for New Zealanders. But the current exodus of Kiwis moving to Australia looks different than what’s gone before, with the speed, form and scale surpassing previous patterns.
In my role, I support lots of experienced professionals looking for work, and now more than ever, I’m hearing variations of the following statements “I’m looking here, but I’m also applying for jobs in Aussie”, or “If I don’t secure a new role by {date}, then I’m making a move”.
And it’s not just my professional connections. There are lots of people in both my close circle and wider network who have made the move over the last few years (some of whom you’ll hear from throughout this blog) – including my own daughter!
So, the obvious question is: why? What’s really going on? What does the data tell us? What’s the impact for New Zealand employers? And what (if anything) can we do about it?
A familiar pattern…or is it?
No doubt you’ve heard a version of the classic story, which goes something like this: Young Kiwi, traditionally between the age of 18–35, looks to Australia and sees a land of opportunity. More cities, more people, more jobs.
As mentioned above (and in my recent LinkedIn post on this topic), my 18 year old daughter Gabriella moved to Perth for university and future career opportunities in the CrossFit world, which she couldn’t find here in New Zealand. Here’s what she said:
“As a young person, moving to Perth felt like the smartest choice I could make. We get paid more here, and things like housing and daily expenses are actually affordable, which takes a lot of pressure off…There’s also just more opportunity – whether it’s work, study, or fun, there’s more going on and more money flowing. It’s a place where you can actually enjoy life while building a future.”
– Gabriella Napper
But while Kiwis moving to Aussie is pretty standard, the movement happening now feels less like the normal trickle, and more like a tide. It’s also not just the younger demographic. Recent articles indicate that there’s been an increase in migration of whole families, mid and senior career professionals, and even retirees – a significant demographic shift.
The numbers don’t lie
It’s not hyperbole – the stats back up this feeling of a ‘mass exodus’. In the year to March 2025, a record 123,256 people left New Zealand long term. Around 70,016 of them were New Zealand citizens, the highest annual figure ever recorded. Just one year earlier, in March 2024, that number was 78,200 – which at the time had also set a record. Of those leaving, approximately 59% went to Australia. On the flip side, fewer people are arriving, with the lowest annual balance since December 2022. This isn’t a blip. It reflects a wider shift in where people believe their opportunities lie.
So why?
The pull of lifestyle has always been a large factor, and still is, but there’s also an increasing element of economic pressure. Here’s what one of my contacts had to say about their experience:
“My wife and I moved to Australia for a lifestyle change in 2023. When we looked at what we were after (warmer climate, plenty of events, an open attitude to new people and housing affordability), we found nowhere in New Zealand that met all the criteria. Adelaide provided us with the opportunities and experience of living in a city the size Auckland, but at a lower cost of living. And this could be said for many cities here in Australia.”
Everyone reading this blog will be aware of the financial challenges here in Aotearoa; the state of the economy, the rising cost of living…the 65.3% increase in the price of butter!
And then there’s the restructures and redundancies, along with slow job and wage growth. In our recent Employment Market Report (EMR), 65% of employers surveyed said their organisation went through some form of restructure last year, with many expecting more change this year. If you haven’t yet, I’d recommend reading the report (or drop me a line and I’ll send you a copy) because it explores some of the reasons why, along with how employers are managing the impact on talent, retention, and future workforce plans.
Real stories, close to home
I reached out to some people in my network and asked them for the top reasons they decided to move to Aussie. Their responses show the wide range of motivating factors:
“1. Income – my partner had been working in IT and hadn’t received a pay rise in over 5 years. No bonuses either. In the space of about 10 years, my experience grew, but my salary didn’t keep up. Here in Aus, I’m on a lot higher income, and super is in addition.
2. Travel – travelling from NZ to anywhere is expensive. When your salary isn’t increasing, and you have a $1m + mortgage, travel just isn’t a thing. Over here, we can do a long weekend in Tassie or travel up to Darwin for a few days for under $2000.
3. The political state of things.”
“1. Career opportunities – it’s a lot more competitive but it also breeds the best of the best I feel. I don’t feel as stuck or complacent, I don’t feel like there’s only one career path. There are a lot more vertical and horizontal opportunities here.
2. Employer benefits – super/KiwiSaver is so much higher and it’s not compulsory on the employee side to contribute as well. The benefits companies provide here to remain competitive are so good for employees… [like the] opportunity to take several months off work to travel without the fear of losing our jobs.
3. Proximity – being slightly closer to the rest of the world. This means every time I buy air tickets, I don’t have to feel like I need to stay as long as possible to justify the airfares but on the other hand, longer duration of stay equals more money spent.”
As you can see, it’s not just about chasing money. The move to Australia can be a reluctant one; NZ is home, but there’s talk of long-term security, better opportunities (and more of them), and a sense of forward momentum, all of which feel increasingly more difficult to find here in New Zealand.
Implications for NZ employers
On one hand, Kiwis are leaving due to difficulties finding the right work opportunities. But on the other, unemployment rose to 5.1% percent in March, the highest in over four years. But while it seems talent should be easier to find, many businesses are struggling to fill roles.
Why? Because many of the departing professionals are highly skilled, exacerbating an existing skills shortage, especially in tech, engineering, construction management, strategic finance, and healthcare.
This suggests New Zealand really is experiencing a brain drain, leading to:
- Increased difficulty filling roles, particularly in workable timeframes
- Pressure on existing teams and higher risk of burnout
- Increased risk of losing high performing employees and institutional knowledge
Our latest Employment Market Report backs this up, with nearly 80% of employers reporting difficulty sourcing the right talent, and many citing limited candidate availability as their top hiring challenge. Tackling this shortage will require more than just competitive salaries – it requires a shift in how we attract, retain, and develop people, especially those with critical skills.
What we can (and can’t) influence
There are some things we just can’t compete with. Our labour workforce is in the vicinity of three million, whereas Australia’s is about five times the size. Their current unemployment rate is lower than ours (4.1%), plus they have a greater breadth of big organisations offering higher salaries. There’s debate on the reality of housing costs, but some argue that rent is cheaper in many parts of Australia or at least offers better value. And of course, there’s the weather…
“The weather is sunny almost all year round, and even simple things like public transport are so easy and reliable.”
– Gabriella Napper
While we can’t control the weather, we can give people better reasons to stay. Here are some ideas:
- Embrace genuine flexible work
Kiwis like working from home. This came through strongly in the research for our Employment Market Report – flexible working was one of the most commonly offered benefits and was ranked as a top priority for job seekers. One recent study showed that nearly half of the New Zealanders who have the option to work from home would like to do so more, but the actual number of people working remotely is decreasing. There are a number of organisations quietly walking back remote options, and reducing flexibility (which was reflected in our 2024 EMR data), but I’ve seen firsthand how this can work against them when it comes to securing talent. Of course, arguments can be made for enhanced culture through an office-first approach etc, but the fact remains that to be truly appealing to workers, offering some kind of flexibility continues to be a huge pull factor. I’d suggest offering hybrid models, compressed weeks, or some variation of flexible hours so that people can manage life, weather, and traffic, without disengaging from work.
- Don’t skimp on salaries
I know this is a tough one in the current economic climate, but if you’ve got salary budget approved, then use it. In this market, holding back in the hope of a bargain is a false economy. The talented professionals out there have options, and under-offering sends a negative message. You don’t have to match Sydney salaries, but you do need to put your best offer forward because paying fairly is one of the simplest ways to show value and keep people from going elsewhere. If you’re looking to benchmark salaries, our EMR has useful remuneration information, including salary highs and lows for 138 roles across 10 industries, split by location across NZ.
- Be radically transparent about progression and pay
As highlighted in our EMR, career progression is one of the top non-financial drivers influencing employees to apply for new roles and accept job offers. If you want to hold on to your best people, don’t leave them guessing about what it takes to grow within your organisation. Provide clarity on how decisions are made, clearly communicate the available pathways for progression, how to reach the next salary band etc. If people can see the potential for what’s next, and trust that it’s fair, they’re far more likely to stick around.
- Offer retention bonuses for critical roles
When surveyed for our EMR, 76% of employers identified retention as their top priority for the year ahead. Retention takes real commitment – it’s about putting skin in the game. For high performers, a well-structured retention bonus can give people a reason to stay. Beyond the financial benefit, it signals that your people are valued and have a future within your organisation.
- Move faster in the hiring process
The best candidates are often juggling multiple offers – and those offers aren’t just coming from within New Zealand. With Australian employers actively advertising to attract Kiwi talent, we can’t afford to take it slow. According to our EMR, 60% of job seekers expect to receive a job offer or outcome within two weeks of applying. So if your process is slow or communication drops off, you risk losing top talent. Make sure your hiring is sharp: streamline your process, align decision-makers early, and send out offers without delay.
Don’t panic, do prepare
Yes, we’re seeing record numbers of New Zealanders heading offshore – especially to Australia – and that’s putting real pressure on both talent pipelines and retention. It’s a challenging environment for businesses and employees alike, which makes adaptability more important than ever. To stay competitive, we need to move away from outdated processes and commit to listening, evolving, and taking action. Now is not the time to pull back on flexibility, or to hold onto budget if you have room to invest. In tough conditions, it’s clarity, agility, and intent that will help you retain the people you can’t afford to lose.
