Are you working longer hours? You’re not alone.
•33% of employers have increased overtime;
•57% said overtime was unpaid.
One in three (33%) New Zealand employers report that their employees are clocking up increasing amounts of overtime,
according to the 2014 Hays Salary Guide.
Out now, the Guide shows that only 6% of employers managed to reduce overtime over the last year (less than the 11% in
Australia), with 61% (58% in Australia) saying that the level of overtime or extra hours being performed inside their
organisation had continued but had not increased.
Of those employers who had seen levels rise, 4% said they had increased overtime by up to five hours per week. For 33%
overtime had risen by five to 10 hours per week. A further 10% reported that overtime was up by more than 10 hours a
week, while at year-end this figure jumped to 35%. 57% of employers (65% in Australia) said overtime was unpaid in their
organisation.
“This supports an emerging trend that we’re seeing across the jobs market; the desire from employers to do more with
less,” says Jason Walker, Managing Director of Hays in New Zealand.
“When we surveyed employers as part of our Hays Salary Guide, a massive 79% said they expect their levels of business
activity to increase in the year ahead, and a similar number (70%) have already seen an increase in business activity.
“To cope with this increase, it seems that many are increasing the workloads of existing staff. But pressure to increase
productivity without increasing headcount has the potential to cause workplace stress and employee burnout, which will
cost a lot more in the long run.
“There could be a very good business case for adding permanent headcount or using a temporary staffing solution instead.
We advise employers to monitor absenteeism and attrition rates so they’re aware of what overtime really costs,” he said.
To manage employee engagement during sustained periods of increased overtime, Hays has these tips for employers:
• Actively monitor the amount of overtime being performed and by which team members;
• Also monitor absenteeism and general employee wellbeing;
• Consider adding permanent headcount to increase productivity and reduce the risk of existing employees leaving;
• Or use temporary staff to relieve pressure on overtime hot spots;
• Encourage managers to use regular feedback and both paid and unpaid rewards to recognise those employees putting
in the extra time;
• Monitor business activity so staff can be given time off in lieu where possible.
The Hays Salary Guide shows salary and recruiting trends for over 1,000 roles in Auckland, Christchurch and Wellington. It is based on a
survey of over 433 New Zealand employers as well as placements made by Hays.
Get your copy of the 2014 Hays Salary Guide by visiting www.hays.net.nz/salary-guide,, contacting your local Hays office or downloading The Hays Salary Guide 2014 iPhone app from iTunes.
Hays, the world’s leading recruiting experts in qualified, professional and skilled people.
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