Median wage comparison calculator

This calculator will indicate what your employee’s hourly pay rate may be, as calculated for the Accredited Employer Work Visa (AEWV), and how it compares to the New Zealand median wage.

DISCLAIMER

The results of the calculation are estimated from the information you enter. They cannot take into account the wording of the employment agreement. The results may not be correct in every case.

How we calculate pay rates for the Accredited Employer Work Visa (AEWV)

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Employment and remuneration type

Hourly wage

Answer the questions based on the proposed employment agreement and the proposed hourly wage before tax. If the rate of pay is not hourly, calculate what the equivalent hourly wage would be.

Enter the pay rate according to the employment agreement. If it is a range, enter the minimum that you will pay.
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If the employee is paid a wage for standard hours and a different rate for any extra hours they work, such as overtime or weekend hours, but these extra hours are not guaranteed under the employment agreement, enter the lowest hourly rate.

Do not include allowances or benefits that are paid in addition to the base rate.

Warning

The hourly wage entered must be above the New Zealand minimum wage. Total remuneration must be above the minimum wage under New Zealand law.

Minimum wage | Employment New Zealand

Answer yes if the employee is paid a wage for standard hours and a different rate for any extra hours they work, such as overtime or weekend hours.
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For example:

  • The employee is paid a higher rate for overtime or for a night shift, and they are guaranteed a certain number of hours with the higher pay rate every week.
  • The employee is paid fortnightly and is required to work ten 8-hour shifts each fortnight, 6 of the shifts are day shifts paid the minimum hourly rate and 4 of the shifts are night shifts paid at a higher hourly rate.
The pay period is how often the employee will be paid, such as weekly or fortnightly.
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If the employee is paid weekly and the employment agreement guarantees 40 hours each week at standard rates and 5 hours each week at overtime rates, enter 40.

If the hours are not the same each pay period, enter the number of hours paid at the minimum rate in a pay period where the employee earns the least. For example, if the employee is paid weekly and does 5 x 8 hour shifts, but is guaranteed one weekend each month paid at overtime rates, enter 40 because that is the number of hours they will work at the lower hourly rate in a week they are paid the least.

If the employee is paid weekly, and does 5 x 8 hour shifts, and in some weeks this includes 1 shift at higher night time rates and in other weeks it includes 2 shifts at higher night time rates, enter 32 because that is the number of hours they will work at the lower hourly rate in a week they are paid the least.

Enter the pay rate according to the employment agreement.
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Warning

The hourly wage entered must be above the New Zealand minimum wage. Total remuneration must be above the minimum wage under New Zealand law.

Minimum wage | Employment New Zealand

The pay period is how often the employee will be paid, such as weekly or fortnightly.
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If the employee is paid weekly and the employment agreement guarantees 40 hours each week at standard rates and 5 hours each week at overtime rates, enter 5.

If the hours are not the same each pay period, enter the number of hours paid at the maximum rate in a pay period where the employee earns the least.

For example, if the employee is paid weekly and does 5 x 8 hour shifts, but is guaranteed one weekend each month paid at overtime rates, enter 0 because that is the number of hours they will work at the higher hourly rate in a week they are paid the least.

If the employee is paid weekly, and does 5 x 8 hour shifts, and in some weeks this includes 1 shift at higher night time rates and in other weeks it includes 2 shifts at higher night time rates, enter 8 because that is the number of hours they will work at the higher hourly rate in a week they are paid the least.

Allowances and benefits

Allowances or benefits are in addition to an employee's base rate of pay.

Only include reasonable benefits listed in the employment agreement, such as accommodation, meals and vehicles. 

Select no if the only allowances included are not eligible for the calculation of remuneration, such as tools or uniform allowances.
Select no if the allowances are stated in the employment agreement as a weekly or fortnightly rate.
Include benefits or allowances that are guaranteed by the employment agreement. Do not include employment-related allowances or allowances that are not guaranteed.
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Employment-related allowances include tool or uniform allowances.

Examples of allowances which are not guaranteed include piece rates, commissions or performance bonuses.

Include guaranteed benefits or allowances specified in the employment agreement. Do not include employment related allowances or allowances that are not guaranteed.
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If the employee is paid fortnightly enter the value of the benefits each fortnight. If there are some fortnights where the benefits are higher than others, enter the value of the benefits in a fortnight where the employee is paid the least.

Examples of employment-related allowances include tool or uniform allowances.

Examples of allowances which are not guaranteed include piece rates, commissions or performance bonuses.

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For example, if the employee is paid each fortnight enter the maximum number of hours worked in a fortnight.

Salary

Answer the following questions based on the proposed salary before tax.

Enter according to the employment agreement. If this is a range, enter the minimum you will pay.
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If the period of work is less than 52 weeks, calculate what the rate would be if 52 weeks were worked.

Do not include allowances or benefits that are paid in addition to the base salary.

We call this the pay period.
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Select:

  • “Hours stated” if the employment agreement states the number of hours each week, fortnight or month. Hours may be longer or shorter at certain times of year.
  • “Revolving shifts” where the employee will work a certain number of days on before having a certain number of days off, but the hours are not the same each week. For example, 3 days on 3 days off.  
  • “Hours not specified” if the employment agreement does not state the minimum or maximum number of hours. 
To meet INZ requirements, the employment agreement must guarantee at least 30 hours each week.
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For example, if the employee will be paid fortnightly, enter the maximum number of hours each fortnight.

If this is a range, state the maximum (excluding hours paid at overtime rates). If the hours vary, enter the maximum at the busiest time of year.

The number must be between 1 and 366.
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For example, if the roster is 3 days on and 3 days off, there are 3 working days in each shift pattern.

The number must be between 1 and 366.
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For example, if the roster is 3 days on and 3 days off, there are 3 non-working days in each shift pattern.

If the hours vary, enter the maximum number of hours at the busiest time of the year.
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For example, if the employee is required to work 3 days on and 3 days off, and each shift is 12 hours, they will work 36 hours each roster pattern.

Do not include hours paid at overtime rates.

Allowances and benefits

Allowances or benefits are in addition to an employee's base rate of pay.

Only include reasonable benefits listed in the employment agreement, such as accommodation, meals and vehicles.

Select no if the only allowances included are not eligible for the calculation of remuneration, such as tools or uniform allowances.
Include guaranteed benefits or allowances specified in the employment agreement. Do not include employment related allowances or allowances that are not guaranteed.
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If the employee is paid fortnightly enter the value of the benefits each fortnight. If there are some fortnights where the benefits are higher than others, enter the value of the benefits in a fortnight where the employee is paid the least.

Examples of employment-related allowances include tool or uniform allowances.

Examples of allowances which are not guaranteed include piece rates, commissions or performance bonuses.

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