Employee Benefits Landscape: What’s Actually Retaining Healthcare Talent in New Zealand

Recruiting healthcare talent is tough—but keeping them? That’s the real challenge for employers in 2025. Nationwide, clinics, hospitals, and community health services are asking the same question: Which benefits truly make staff stay?

At Frontline Health, we speak to healthcare professionals every day. Here’s what they’re really valuing—and what’s driving them to move on.

1. Wellbeing that goes beyond policy

Every provider says they care about staff wellbeing. The difference lies in how it’s delivered.

What works:

  • Structured mental health support, including counselling, wellness activities, and gym allowances
  • Authentic cultural and supporting networks, not just “tick-box” initiatives
  • Leaders who check in regularly, not just during annual reviews

Why it matters: Staff stay when they feel genuinely seen, supported, and safe. Generic wellbeing statements aren’t enough people can spot performative programs from a mile away.

2. Rosters and flexibility that actually fit real life

Predictable, flexible schedules are consistently cited as the biggest retention driver.

Common turnover triggers:

  • Last-minute shift changes
  • Not being able to access leave over holiday periods or given an equal opportunity to access them
  • Lack of flexibility or input into rosters

Retention boosters: Where services allow, align shifts with real-life commitments—school drop-offs, appointments, and family time. It’s not always about reducing hours but making them workable.

3. Financial fairness and transparency

Salary matters—but transparency and long-term value matter even more.

What resonates:

  • Clear, fair penalty rates
  • KiwiSaver contributions above 3%
  • Support for relocation to regional roles
  • Referral bonuses (because peer recommendations carry weight)

One-off bonuses are appreciated but benefits like KiwiSaver or cost-of-living support create lasting loyalty.

4. Career development with a real path forward

Everyone promises professional growth—but few deliver a structured pathway.

Effective approaches:

  • Paid study leave and funded qualifications
  • Structured clinical pathways (PDRP, mentoring, secondments)
  • Leadership development open to all, not just the “obvious” candidates

The result? Staff stay longer, develop faster, and become strong advocates for your organisation. Professional development isn’t just a perk—it’s a compounding investment in retention.

A strong company culture of wellness and supportive features makes an attractive package for employees. How do you stand out?